Q. "We have a policy that limits personal cell phone use at work. Can we expand it to include smartwatches?"
Answer:
Yes, you can expand your policy to include wearables or other smart devices that might cause distractions to employees while working. Here are a few things to consider when revising policies:
Focus on employee actions and not the technology itself so you won’t need to update it every time a new device comes out
Address how mobile devices affect workplace safety, productivity, security, and culture as employees may be more receptive to limits if they understand the reasons
Don't restrict devices during break and meal periods, as this time must be their own to satisfy wage and hour laws
Consider the reasons employees use devices: do they use their cell phone to tell the time, a smartwatch to track their heart rate (a reasonable accommodation under the ADA), or keep their ring volume on so they can be reached in case of an emergency with their kids?
Instead of prohibiting devices, consider limiting what employees do with them and when (i.e., limit social media use but allow listening to music through headphones at their desk).