[{"data":1,"prerenderedAt":499},["ShallowReactive",2],{"document-technology-policy-D13285":3},{"document":4,"label":21,"preview":11,"thumb":22,"thumb600":23,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":24,"breadcrumb":28,"related":36,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":498},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"TECHNOLOGY POLICY INTENT The primary intent of this Policy is to increase protection of Technology Resources to assure the usability and availability of those resources to all users at [COMPANY NAME] (the \"Company\"). The Policy also addresses privacy and usage guidelines for those who access the Company's Technology Resources. SCOPE The Company recognizes the vital role technology plays in effecting Company business as well as the importance of protecting information in all forms. As more information is being used and shared in digital format by authorized users, the need for an increased effort to protect the information and the Technology Resources that support it, is felt by the Company, and hence this Policy. Since a limited amount of personal use of these facilities is permitted by the Company for users, including computers, printers, email, software and Internet access, therefore, it is essential that these facilities are used responsibly by users, as any abuse has the potential to disrupt Company business and interfere with the work and/or rights of other users. It is therefore expected of all users to exercise responsible and ethical behavior while using the Company's technology facilities. DEFINITION Information Technology. Information Technology Resources for the purposes of this Policy include but are not limited to the Company's owned or those used under license or contract, or those devices not owned by the Company but intentionally connected to the Company's owned Technology Resources such as computer hardware, printers, fax machines, voicemail, software, email and Internet and intranet access. User. Anyone who has access to Company's Technology Resources, including but not limited to, all employees, temporary employees, probationers, contractors, vendors, and suppliers. ACCESS CONTROL All the Company's computers that are either permanently or temporarily connected to the internal computer networks must have a password-based access control system. Regardless of the network connections, all computers handling confidential information must also employ appropriate password-based access control systems. All in-bound connections to the Company's computers from external networks must be protected with an approved password or ID access control system. Modems may only be used after receiving the written approval of the IT Head and must be turned off when not in use. All access control systems must utilize user-IDs, passwords, and privilege restrictions unique to each user. Users are prohibited from logging into any Company's system anonymously. To prevent unauthorized access, all vendor-supplied default passwords must be changed before use. Access to the server room is restricted with an RFID lock and only recognized IT staff or someone with due authorization from the IT Head is permitted to enter the room. Users shall not make copies of system configuration files (e.g., passwords) for their own, unauthorized personal use or to provide to other users for unauthorized uses.",null,"Technology Policy","3",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/technology-policy-D13285.png","https://templates.business-in-a-box.com/imgs/250px/13285.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13285.xml",{"title":15,"description":6},"technology policy",[17,20],{"label":18,"url":19},"Legal Agreements","/templates/business-legal-agreements/",{"label":18,"url":19},"Technology Policy Template","https://templates.business-in-a-box.com/imgs/400px/13285.png","https://templates.business-in-a-box.com/imgs/600px/13285.png",[25,17,20],{"label":26,"url":27},"Templates","/templates/",[29,30,33],{"label":26,"url":27},{"label":31,"url":32},"Software & Technology","/templates/software-technology/",{"label":34,"url":35},"Cybersecurity Policies","/templates/cybersecurity-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,102,116,130,145,160],{"label":38,"url":39,"thumb":40,"extension":10},"Director of Information Technology Job Description","/template/director-of-information-technology-job-description-D11645","https://templates.business-in-a-box.com/imgs/250px/11645.png",{"label":42,"url":43,"thumb":44,"extension":10},"Interview Guide Director of Information Technology","/template/interview-guide-director-of-information-technology-D11588","https://templates.business-in-a-box.com/imgs/250px/11588.png",{"label":46,"url":47,"thumb":48,"extension":10},"Third Party Confidential Information Policy","/template/third-party-confidential-information-policy-D736","https://templates.business-in-a-box.com/imgs/250px/736.png",{"label":50,"url":51,"thumb":52,"extension":10},"How To Apply Information Technology In A Business Environment","/template/how-to-apply-information-technology-in-a-business-environment-D13336","https://templates.business-in-a-box.com/imgs/250px/13336.png",{"label":54,"url":55,"thumb":56,"extension":10},"Information Security Policy","/template/information-security-policy-D13552","https://templates.business-in-a-box.com/imgs/250px/13552.png",{"label":58,"url":59,"thumb":60,"extension":10},"Information Protection Policy","/template/information-protection-policy-D13715","https://templates.business-in-a-box.com/imgs/250px/13715.png",{"label":62,"url":63,"thumb":64,"extension":10},"IT Security Policy","/template/it-security-policy-D13722","https://templates.business-in-a-box.com/imgs/250px/13722.png",{"label":66,"url":67,"thumb":68,"extension":10},"Cybersecurity and Information Protection Policy","/template/cybersecurity-and-information-protection-policy-D13648","https://templates.business-in-a-box.com/imgs/250px/13648.png",{"label":70,"url":71,"thumb":72,"extension":10},"Workplace Technology Upgrade and Replacement Policy","/template/workplace-technology-upgrade-and-replacement-policy-D13866","https://templates.business-in-a-box.com/imgs/250px/13866.png",{"label":74,"url":75,"thumb":76,"extension":10},"IT Acceptable Use Policy","/template/it-acceptable-use-policy-D13720","https://templates.business-in-a-box.com/imgs/250px/13720.png",{"label":78,"url":79,"thumb":80,"extension":10},"Technology Assignment Agreement","/template/technology-assignment-agreement-D765","https://templates.business-in-a-box.com/imgs/250px/765.png",{"label":82,"url":83,"thumb":84,"extension":10},"Checklist Drafting Multimedia and Technology Licensing Agreement","/template/checklist-drafting-multimedia-and-technology-licensing-agreement-D5177","https://templates.business-in-a-box.com/imgs/250px/5177.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":9,"extension":10,"preview":89,"thumb":90,"svgFrame":91,"seoMetadata":92,"parents":94,"keywords":93,"url":101},"SOCIAL MEDIA POLICY PURPOSE [COMPANY NAME] recognizes that technology provides unique opportunities to build our business, listen, learn and engage with consumers, stakeholders and employees through the use of a wide variety of Social Media. However, how we use social media and what we say also has the potential to affect [COMPANY NAME]'s reputation and/or expose the Company (and each of us) to business or legal risk. Whilst we recognize the benefits which may be gained from appropriate use of social media, it is also important to be aware that it poses significant risks to our business. These risks include disclosure of confidential information and intellectual property, damage to our reputation and the risk of legal claims. Therefore, every employee has a personal responsibility to be familiar with and comply with [COMPANY NAME]'s overall Social Media Policy. This policy is designed to reflect our purpose, values and principles, our business conduct manual, and legal requirements. Because we use social media in a variety of ways, there are more specific expectations that may apply to your activities. SCOPE This policy covers all forms of social media, including Facebook, Instagram, LinkedIn, Twitter, Google+ Wikipedia, other social networking sites, and other internet postings, including blogs. It applies to the use of social media for both business and personal purposes, during working hours and in your own time to the extent that it may affect the business of the company. The policy applies both when the social media is accessed using our information systems and also when access using equipment or software belonging to employees or others. It also covers all employees and also others including consultants, contractors, and casual and agency staff. Breach of this policy may result in disciplinary action up to and including dismissal. Any misuse of social media should be reported to [SPECIFY]. Questions regarding the content or application of this policy should be directed to [SPECIFY]]. POLICY STATEMENT Although many users may consider their personal comments posted on social media or discussions on social networking sites to be private, these communications are frequently available to a larger audience than the author may realize. As a result, any online communication that directly or indirectly refers to [COMPANY NAME], our products and services, team members or other work-related issues, has the potential to damage [COMPANY NAME]'s reputation or interests. When participating in social media in a personal capacity, employees must: Not disclose [COMPANY NAME]'s confidential information, proprietary or sensitive information. Information is considered confidential when it is not readily available to the public. The majority of information used throughout [COMPANY NAME] is confidential. If you are in doubt about whether information is confidential, refer to the [COMPANY NAME] [EMPLOYEE HANDBOOK/CODE OF CONDUCT] and/or ask your manager before disclosing any information. Not use the [COMPANY NAME] logo or company branding on any social media platform without prior approval from [SPECIFY]; Not communicate anything that might damage [COMPANY NAME]'s reputation, brand image, commercial interests, or the confidence of our customers; Not represent or communicate on behalf of [COMPANY NAME] in the public domain without prior approval from [SPECIFY]; Not post any material that would directly or indirectly defame, harass, discriminate against or bully any [COMPANY NAME] team member, supplier or customer; Ensure, when identifying themselves (or when they may be identified) as a [COMPANY NAME] team member, that their social media communications are lawful and Comply with [COMPANY NAME]'s policies and procedures RESPONSIBLE USE OF SOCIA MEDIA Employee must not use social media in a way that might breach any of our policies, any express or implied contractual obligations, legislation, or regulatory requirements. In particular, use of social media must comply with: The Anti-Bullying and Sexual Harassment Policies Rules of relevant regulatory bodies; Contractual confidentiality requirements;","Social Media Policy","4","https://templates.business-in-a-box.com/imgs/1000px/social-media-policy-D12688.png","https://templates.business-in-a-box.com/imgs/250px/12688.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12688.xml",{"title":93,"description":6},"social media policy",[95,98],{"label":96,"url":97},"Human Resources","human-resources",{"label":99,"url":100},"Company Policies","company-policies","/template/social-media-policy-D12688",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":114,"url":115},"REMOTE WORK AGREEMENT This Remote Work Agreement (the \"Agreement\") is effective [DATE], BETWEEN: [NAME OF THE EMPLOYER], (the \"Employer\" or \"Company\"), a Company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [NAME OF THE EMPLOYEE], (the \"Employee\"), an individual with their main address located at: [COMPLETE ADDRESS] Collectively, the Employer and the Employee shall be referred to as the \"Parties.\" WHEREAS, the Company has made an offer to the Employee to work remotely in the capacity of [JOB TITLE] at the Company; NOW THEREFORE in consideration and as a condition of the Parties entering into this Agreement and other valuable considerations, the receipt and sufficiency of which consideration is acknowledged, the Parties agree as follows: APPOINTMENT The Company hereby offers the Employee appointment, and the Employee agrees to serve the Company to work remotely in the capacity of [JOB TITLE] as of [DATE] (the \"Effective Date\"). PROBATION PERIOD The Employee will be on a Probation Period for a period of [MONTHS/DAYS]. The Employee's confirmation as a permanent employee is subject to the Employee making a positive contribution to the Company and is further subject to meeting certain standards and qualifying criteria during the Probation Period. PLACE OF WORK The Employee shall perform their duties at the location of their choice. The Employee will report to the [SPECIFY THE DESIGNATION] on a needs basis in the following manner: [SPECIFY THE MANNER OF COMMUNICATION]. REMOTE WORK While working remotely, the Employee will remain accessible during the remote work. The Employee will check in with the supervisor to discuss status and open issues and be available for video/teleconferences, scheduled on an as-needed basis. The Employee will take rest and meal breaks while working remotely in full compliance with all applicable policies or collective bargaining agreements, and request supervisor approval to use vacation or sick leave. To ensure that the Employee's performance will not suffer in a remote work arrangement, the Employee is advised to choose a quiet and distraction-free working space, have an internet connection that is adequate for their job and dedicate their full attention to their job duties during working hours. Equipment. The Company will provide the Employee with equipment that is essential to their job duties, like laptops and headsets. The Employee will install VPN and company-required software when the Employee receives their equipment. The Employee must keep their equipment password protected, follow all data encryption, protection standards and settings, and refrain from downloading suspicious, unauthorized or illegal software. NOTICE PERIOD During the Probation Period, if the Employee's performance is found to be unsatisfactory or if it does not meet the prescribed criteria, the Employee's employment can be terminated by the Company with [NUMBER OF DAYS] day's notice or salary thereof. The Employee will be required to give [NUMBER OF MONTHS] months' notice or salary thereof in case the Employee decides to leave the Company. DUTIES The Employee shall perform all such duties as may be delegated by the Company and comply with all such directions as the Managing Director and/or his/her nominated deputies may from time to time assign or give to the Employee. [SPECIFY DUTIES] WORKING HOURS The total working hours will be [SPECIFY HOURS] hours on Mondays to Saturdays. It is expected that the Employee will be flexible with the working hours and work such additional hours as might be necessary to efficiently perform duties under this Agreement. The Company reserves the right to change the working days and the working hours. The Employee shall be entitled to leave and holidays as per the Leave Policy of the Company. In the event the Employee is absent from work and unable to perform duties satisfactorily by reason of any injury, illness or other reason acceptable to the Company, the Employee will be entitled to receive salary and other benefits for up to [NUMBER OF DAYS] consecutive working days during any such absence, within a period of 12 consecutive months. REMUNERATION The Employee's starting total monthly gross salary and during the Probation Period will be as per details in the annexure, hereinafter known as Exhibit A. Any bonus is subject to review in accordance with the Company's practice and policies from time to time, however, there shall be no obligation on the Company to increase the salary or award bonuses at any point of time, save and except at its sole discretion. The Company shall pay or refund or procure to be paid or refunded all reasonable travelling and other similar out of pocket expenses necessarily and incurred by the Employee wholly in the proper performance of duties, subject to production by the Employee of such evidence of the expenses as the Company may reasonably require. The Employee will be required to fill in the claims forms in which the Employee shall provide the correct information of the expenses incurred. CONFIDENTIALITY AND INTELLECTUAL PROPERTY If at any time during the Employee's employment under this Agreement, the Employee participates in the making or discovery of any Intellectual Property directly or indirectly relating to or capable of being used by the Company, full details of the Intellectual Property shall immediately be disclosed in writing by the Employee to the Company and the Intellectual Property shall be the absolute property of the Company. At the request and expense of the Company, the Employee shall give and supply all such information, data, drawings, and assistance as may be necessary or in the opinion of the Company desirable to enable the Company to exploit the Intellectual Property to the best advantage as decided by the Company. The Employee shall execute all documents and do all things which may, in the opinion of the Company, be necessary or desirable for obtaining copyright, design or other protection for the Intellectual Property and for vesting the same in the Company, as the Company may direct. As Confidential Information will from time to time become known to the Employee, the Company considers and the Employee agrees that the restraints set forth in this Agreement are necessary for the reasonable protection by the Company of its business or the business of the Group, the clients thereof or their respective affairs. The Employee shall not at any time, either during the continuance of or after the termination of Employment with the Company, use, disclose or communicate to any person whatsoever any Confidential Information which the Employee has or of which he may have become possessed during employment with the Company nor shall he supply the names or addresses of any clients, customers, vendors or agents of the Company or any company of the Group to any person except as authorised by the Company or as ordered by a court of competent jurisdiction. The Employee consents to the Company holding and processing, both electronically and manually, the data it collects relating to the Employee in the course of employment, for the purpose of the Company's administration and management of its employees, its business and to comply with applicable procedures, laws and regulations. ","Remote Work Agreement","8","https://templates.business-in-a-box.com/imgs/1000px/remote-work-agreement-D13282.png","https://templates.business-in-a-box.com/imgs/250px/13282.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13282.xml",{"title":110,"description":6},"remote work agreement",[112,113],{"label":96,"url":97},{"label":99,"url":100},"remote work policy","/template/remote-work-policy-D13282",{"description":117,"descriptionCustom":6,"label":118,"pages":119,"size":120,"extension":10,"preview":121,"thumb":122,"svgFrame":123,"seoMetadata":124,"parents":125,"keywords":128,"url":129},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. 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NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. 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Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[155],{"label":156,"url":157},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":161,"descriptionCustom":6,"label":162,"pages":8,"size":9,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":168,"keywords":171,"url":172},"DATA BREACH RESPONSE & NOTIFICATION POLICY INTRODUCTION The Data Breach Response and Notification Policy of [COMPANY NAME] outlines the procedures and responsibilities for responding to data breaches and ensuring that affected individuals and regulatory authorities are promptly and accurately informed. This Policy is designed to minimize the impact of data breaches, protect sensitive information, and comply with applicable data protection laws and regulations. PURPOSE The purpose of this Policy is to: Establish a framework for detecting, assessing, and responding to data breaches. Define the process for notifying affected individuals, regulatory authorities, and other relevant parties. Ensure that data breaches are managed in a transparent, responsible, and compliant manner. DEFINITIONS Data Breach: The unauthorized access, acquisition, use, disclosure, or destruction of personal or sensitive information that compromises its security, confidentiality, or integrity. DATA BREACH RESPONSE TEAM [COMPANY NAME] will establish a Data Breach Response Team (DBRT) consisting of designated individuals responsible for managing data breaches. The DBRT may include representatives from IT, Legal, HR, and other relevant departments. DETECTION AND ASSESSMENT The DBRT will promptly investigate and assess suspected or confirmed data breaches to determine their scope, impact, and severity. The assessment will include identifying the type of data involved, the number of affected individuals, potential risks, and applicable data protection regulations. CONTAINMENT AND MITIGATION ","Data Breach Response and Notification Policy","https://templates.business-in-a-box.com/imgs/1000px/data-breach-response-and-notification-policy-D13650.png","https://templates.business-in-a-box.com/imgs/250px/13650.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13650.xml",{"title":167,"description":6},"data breach response and notification policy",[169,170],{"label":96,"url":97},{"label":99,"url":100},"data breach response notification policy","/template/data-breach-response-and-notification-policy-D13650",false,{"seo":175,"reviewer":186,"legal_disclaimer":173,"quick_facts":190,"at_a_glance":192,"personas":196,"variants":221,"glossary":249,"sections":280,"how_to_fill":326,"common_mistakes":367,"faqs":392,"industries":420,"comparisons":445,"diy_vs_pro":457,"educational_modules":470,"related_template_ids_curated":473,"schema":483,"classification":485},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"Technology Policy Template (Free Word)","Free technology policy template covering acceptable use, data security, device management, and software standards. Used in 190+ countries. Free Word and PDF download.","technology policy template",[180,181,182,183,184,185],"it policy template","technology policy template word","company technology policy","technology use policy template free","workplace technology policy","technology policy example",{"name":187,"credential":188,"reviewed_date":189},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":191,"legal_review_recommended":173,"signature_required":173},"medium",{"what_it_is":193,"when_you_need_it":194,"whats_inside":195},"A Technology Policy is a formal internal document that establishes rules governing how employees may access, use, and manage company technology resources — including devices, software, networks, and data. This free Word download gives you a structured, ready-to-customize template you can edit online and export as PDF to distribute to your team immediately.\n","Use it when onboarding new employees, after a security incident, when rolling out new systems, or any time you need a documented standard for acceptable technology use across the organization.\n","Acceptable use rules, device and software standards, network and remote access guidelines, data classification and handling requirements, security incident reporting procedures, social media and communication guidelines, and enforcement and disciplinary provisions.\n",[197,201,205,209,213,217],{"title":198,"use_case":199,"icon_asset_id":200},"IT managers","Standardizing device, software, and network rules across the organization","persona-it-manager",{"title":202,"use_case":203,"icon_asset_id":204},"HR managers","Incorporating technology expectations into employee onboarding and handbooks","persona-hr-manager",{"title":206,"use_case":207,"icon_asset_id":208},"Small business owners","Establishing baseline technology rules without a dedicated IT department","persona-small-business-owner",{"title":210,"use_case":211,"icon_asset_id":212},"Operations directors","Reducing liability exposure from employee misuse of company systems","persona-operations-director",{"title":214,"use_case":215,"icon_asset_id":216},"Compliance officers","Satisfying audit requirements for documented IT governance policies","persona-compliance-officer",{"title":218,"use_case":219,"icon_asset_id":220},"Startup founders","Setting technology expectations before headcount grows past ten employees","persona-startup-founder",[222,226,230,234,237,241,245],{"situation":223,"recommended_template":224,"slug":225},"Governing internet and email use specifically","Acceptable Use Policy","acceptable-use-policy-D12622",{"situation":227,"recommended_template":228,"slug":229},"Establishing rules for employees working remotely","Remote Work Policy","remote-work-policy-D13282",{"situation":231,"recommended_template":232,"slug":233},"Covering how employee and customer data is collected and stored","Data Privacy Policy","data-privacy-policy-D13465",{"situation":235,"recommended_template":87,"slug":236},"Setting rules for employee social media activity","social-media-policy-D12688",{"situation":238,"recommended_template":239,"slug":240},"Documenting response procedures after a security breach","Incident Response Plan","incident-response-plan-D13714",{"situation":242,"recommended_template":243,"slug":244},"Regulating personal device use for work purposes","BYOD Policy","bring-your-own-device-policy-byod-D12626",{"situation":246,"recommended_template":247,"slug":248},"Outlining software purchasing and licensing approval processes","IT Procurement Policy","procurement-policy-D13854",[250,253,256,259,262,265,268,271,274,277],{"term":251,"definition":252},"Acceptable Use","The range of permitted activities when accessing company technology resources, as defined by organizational policy.",{"term":254,"definition":255},"BYOD (Bring Your Own Device)","A practice allowing employees to use personally owned devices — laptops, phones, tablets — for work purposes, subject to security requirements.",{"term":257,"definition":258},"Data Classification","A system for labeling data by sensitivity level — such as public, internal, confidential, or restricted — to determine handling and access rules.",{"term":260,"definition":261},"Endpoint","Any device that connects to a company network, including desktops, laptops, smartphones, and tablets.",{"term":263,"definition":264},"Multi-Factor Authentication (MFA)","A security method requiring two or more verification steps — such as a password plus a one-time code — before granting system access.",{"term":266,"definition":267},"VPN (Virtual Private Network)","An encrypted tunnel that secures internet traffic between a remote device and the company network, masking data from interception.",{"term":269,"definition":270},"Shadow IT","Software, cloud services, or devices employees use for work without IT department knowledge or approval.",{"term":272,"definition":273},"Patch Management","The process of regularly applying software updates and security fixes to operating systems and applications to close known vulnerabilities.",{"term":275,"definition":276},"Least Privilege","A security principle granting employees access only to the systems and data required for their specific role — no more.",{"term":278,"definition":279},"Incident Response","A structured process for detecting, containing, and recovering from a security breach, data loss, or system compromise.",[281,286,291,296,301,306,311,316,321],{"name":282,"plain_english":283,"sample_language":284,"common_mistake":285},"Purpose and scope","States why the policy exists, which employees and contractors it applies to, and which technology assets it covers.","This Technology Policy applies to all employees, contractors, and vendors of [COMPANY NAME] who access company-owned or company-managed technology resources, including hardware, software, networks, and data systems.","Scoping the policy only to full-time employees. Contractors, vendors, and temporary workers who access company systems create equal risk and must be explicitly included.",{"name":287,"plain_english":288,"sample_language":289,"common_mistake":290},"Acceptable use standards","Defines permitted and prohibited uses of company devices, internet access, email, and software — drawing a clear line between business and personal use.","Company technology resources are provided for business purposes. Incidental personal use is permitted provided it does not interfere with work performance, consume excessive bandwidth, or involve prohibited content categories including [LIST].","Banning all personal use without a defined exception. Absolute bans are routinely ignored, making the entire policy harder to enforce selectively when it actually matters.",{"name":292,"plain_english":293,"sample_language":294,"common_mistake":295},"Device and hardware standards","Specifies which devices are approved for work use, who owns them, configuration requirements, and what happens when a device is lost or an employee departs.","All company-issued devices must run [APPROVED OS VERSION] or later, have full-disk encryption enabled, and be enrolled in [MDM PLATFORM] within [X] days of issuance. Lost or stolen devices must be reported to IT within [X] hours.","Omitting off-boarding procedures for device return. Without documented retrieval steps, company data on former employee devices becomes unrecoverable or unwiped.",{"name":297,"plain_english":298,"sample_language":299,"common_mistake":300},"Software and cloud service approval","Establishes an approval process for installing software or adopting cloud services, preventing shadow IT that bypasses security controls.","Employees must not install unapproved software or sign up for cloud services using company credentials or data without prior written approval from IT. Submit requests via [REQUEST PROCESS / TOOL].","Publishing an approved software list but providing no clear path for requesting new tools. Employees blocked from legitimate tools default to unapproved alternatives, creating the exact shadow IT the policy aims to prevent.",{"name":302,"plain_english":303,"sample_language":304,"common_mistake":305},"Network and remote access","Covers rules for connecting to company systems from outside the office, including VPN requirements, public Wi-Fi restrictions, and home network standards.","Employees accessing internal systems remotely must connect via the company VPN. Use of public or unsecured Wi-Fi networks for work purposes without an active VPN connection is prohibited.","Requiring VPN for remote access but not specifying home router security standards. An employee connecting through an unpatched home router creates a network vulnerability the VPN cannot fully mitigate.",{"name":307,"plain_english":308,"sample_language":309,"common_mistake":310},"Data classification and handling","Defines data sensitivity tiers and the rules for storing, transmitting, and disposing of each tier — including which data may be stored on personal devices or cloud storage.","Data classified as Confidential or Restricted must not be stored on personal devices, shared via personal email, or uploaded to unapproved cloud storage. Approved storage locations are [LIST].","Creating a classification scheme with four or five tiers employees cannot apply consistently in daily work. Two to three tiers with concrete examples per tier produce measurably better compliance.",{"name":312,"plain_english":313,"sample_language":314,"common_mistake":315},"Security responsibilities and incident reporting","Lists specific employee security obligations — password standards, MFA enrollment, software update compliance — and defines how to report a suspected breach or lost device.","Employees must use passwords of at least [X] characters, enable MFA on all company accounts, and report suspected security incidents to [CONTACT / CHANNEL] within [X] hours of discovery.","Burying incident reporting instructions on page eight of the policy. The reporting contact and channel should appear in a standalone callout box that employees can locate under pressure.",{"name":317,"plain_english":318,"sample_language":319,"common_mistake":320},"Social media and external communications","Sets boundaries on what employees may post or share publicly that relates to the company, its clients, or its products — protecting confidential information and the company's reputation.","Employees must not disclose confidential company information, client data, or unannounced product details on personal or professional social media accounts. Posts identifying [COMPANY NAME] as your employer must not contradict official company positions on [TOPIC AREAS].","Drafting a social media section broad enough to restrict protected concerted activity under the NLRA. Language prohibiting employees from 'discussing the company negatively' can constitute an unfair labor practice.",{"name":322,"plain_english":323,"sample_language":324,"common_mistake":325},"Enforcement and disciplinary consequences","States that violations of the policy will be investigated and may result in disciplinary action up to and including termination, and reserves the company's right to monitor technology use.","Violations of this policy may result in disciplinary action up to and including termination of employment. [COMPANY NAME] reserves the right to monitor activity on company-owned systems and networks consistent with applicable law.","Omitting the monitoring rights clause. Without it, investigations into policy violations may face legal challenge in jurisdictions that require employee notice before monitoring.",[327,332,337,342,347,352,357,362],{"step":328,"title":329,"description":330,"tip":331},1,"Define scope and covered personnel","Replace [COMPANY NAME] with your legal entity name and list every category of person the policy covers — full-time employees, part-time staff, contractors, and vendors who access your systems.","Add a sentence explicitly covering temporary and seasonal workers. Courts and regulators treat scope gaps as loopholes.",{"step":333,"title":334,"description":335,"tip":336},2,"Customize the acceptable use rules","Decide your stance on personal use and write it explicitly. Specify prohibited content categories — gambling, adult content, peer-to-peer file sharing — and any business-hours restrictions you want to enforce.","Tie acceptable use language to your existing Code of Conduct so both documents reinforce the same behavioral standards.",{"step":338,"title":339,"description":340,"tip":341},3,"List approved devices and software","Populate the approved device list with current company-issued hardware models and OS version minimums. Attach an approved software list as an appendix rather than embedding it in the body, so it can be updated without amending the main policy.","Schedule a quarterly review of the approved software list — it becomes outdated faster than any other section.",{"step":343,"title":344,"description":345,"tip":346},4,"Set your data classification tiers","Define two to three sensitivity tiers with concrete examples of each: for instance, 'Confidential — customer contracts, payroll records, product roadmaps' and 'Internal — meeting notes, project plans.' Map each tier to specific permitted storage locations.","Add a one-page classification reference card employees can bookmark — a policy they cannot apply quickly will not be applied at all.",{"step":348,"title":349,"description":350,"tip":351},5,"Configure the security requirements section","Enter your minimum password length, MFA requirements, patch update timeframes, and the name or channel for reporting security incidents. Include specific response timelines — e.g., 'report within 2 hours of discovery.'","Align password and MFA requirements with the most restrictive platform in your stack — your security posture is only as strong as your weakest system.",{"step":353,"title":354,"description":355,"tip":356},6,"Add enforcement and monitoring language","Confirm with HR and legal counsel that the monitoring rights language complies with applicable state and local laws, then insert the final approved language in the enforcement section.","In California, Connecticut, and Delaware, specific employee monitoring notice requirements apply — confirm compliance before finalizing.",{"step":358,"title":359,"description":360,"tip":361},7,"Obtain employee acknowledgment signatures","Distribute the finalized policy to all covered personnel and collect a signed acknowledgment — either a wet signature or an electronic confirmation — confirming they have read and understood the policy.","Store acknowledgment records in your HRIS against each employee file. A signed policy you cannot locate provides no evidentiary protection in a dispute.",{"step":363,"title":364,"description":365,"tip":366},8,"Schedule an annual review cycle","Set a recurring calendar event to review the policy annually or after any significant technology change, security incident, or regulatory update that affects your operating environment.","Add a version number and effective date to the header of every revision so employees and auditors can confirm which version is current.",[368,372,376,380,384,388],{"mistake":369,"why_it_matters":370,"fix":371},"Excluding contractors and vendors from scope","Third parties with access to company systems are a leading source of data breaches. A policy that covers only employees leaves these access points ungoverned.","Add an explicit scope clause naming contractors, vendors, and any third parties with system access, and require them to acknowledge the policy before access is granted.",{"mistake":373,"why_it_matters":374,"fix":375},"No approved software list or shadow IT process","Without a defined approval path, employees adopt unapproved SaaS tools that store company data outside IT visibility, creating compliance and data recovery risks.","Publish an approved software list as a living appendix and create a simple request process — even a one-field form — for employees to request additions.",{"mistake":377,"why_it_matters":378,"fix":379},"Vague disciplinary language with no monitoring notice","Policies that say violations 'may have consequences' without specifying monitoring rights give employees no clear deterrent and create legal exposure in states with monitoring notice requirements.","State specific consequence tiers (written warning, suspension, termination) and include an explicit, legally reviewed monitoring rights clause before the policy is published.",{"mistake":381,"why_it_matters":382,"fix":383},"Publishing the policy once and never updating it","A technology policy written in 2021 will not address cloud-based AI tools, generative AI use, or current MFA standards — leaving the organization exposed on risks that postdate the last review.","Set a mandatory annual review date in the policy header and assign a named owner responsible for initiating each review cycle.",{"mistake":385,"why_it_matters":386,"fix":387},"Omitting data classification examples","Employees cannot consistently apply a classification scheme that uses only abstract tier names. Without concrete examples, data gets misclassified and stored in the wrong locations.","Include three to five examples per classification tier — specific document types or data categories your employees actually encounter — so the scheme is immediately actionable.",{"mistake":389,"why_it_matters":390,"fix":391},"Requiring VPN without specifying home network standards","An employee connecting through an outdated home router creates a network vulnerability that the VPN encrypts but does not eliminate, leaving the company exposed to lateral attacks.","Add a minimum home network security standard — router firmware currency, WPA2 or WPA3 encryption, and a separate guest network for IoT devices — as a condition of remote access approval.",[393,396,399,402,405,408,411,414,417],{"question":394,"answer":395},"What is a technology policy?","A technology policy is a formal internal document that governs how employees and contractors may access and use company technology resources — including devices, networks, software, and data. It defines acceptable and prohibited behaviors, sets security standards, and specifies consequences for violations. Most organizations combine it with an employee handbook or distribute it as a standalone policy during onboarding.\n",{"question":397,"answer":398},"What should a company technology policy include?","A complete technology policy covers purpose and scope, acceptable use standards for devices and internet access, approved hardware and software lists, remote access and VPN requirements, data classification and handling rules, security responsibilities such as password and MFA standards, incident reporting procedures, social media guidelines, and enforcement and disciplinary provisions. Missing any of these sections creates a gap that employees or auditors will notice.\n",{"question":400,"answer":401},"Is a technology policy legally required?","No single law universally mandates a technology policy, but several regulatory frameworks — including HIPAA, PCI DSS, SOC 2, and ISO 27001 — require documented IT governance policies as a condition of certification or compliance. Even without a regulatory driver, a written policy is typically required to enforce disciplinary action for technology misuse, since courts expect employees to have received prior written notice of prohibited conduct.\n",{"question":403,"answer":404},"How is a technology policy different from an acceptable use policy?","An acceptable use policy (AUP) focuses narrowly on permitted and prohibited behaviors when using company technology. A technology policy is broader — it encompasses device management, data classification, software approval, remote access, incident response, and enforcement in addition to acceptable use rules. For most organizations, the AUP is either a section within the technology policy or a standalone companion document referenced by it.\n",{"question":406,"answer":407},"How often should a technology policy be updated?","At minimum, review the policy annually and after any significant technology change, security incident, or new regulatory requirement. In practice, the sections covering approved software, MFA requirements, and remote access standards tend to require more frequent updates as your technology stack evolves. Assign a named policy owner and build the review into your annual compliance calendar rather than relying on ad hoc updates.\n",{"question":409,"answer":410},"Can employees use personal devices for work under a technology policy?","Yes, but only if the policy includes a clearly defined BYOD section specifying security requirements for personal devices — minimum OS version, MDM enrollment, encryption, and remote wipe consent. Without these provisions, allowing personal device use creates uncontrolled access to company data with no mechanism for recovering or wiping that data if the device is lost or the employee departs.\n",{"question":412,"answer":413},"How should employees acknowledge the technology policy?","Collect a signed acknowledgment — wet or electronic — from every covered employee at onboarding and again after each material revision to the policy. Store acknowledgment records in your HRIS or personnel files. An unacknowledged policy is difficult to enforce in a disciplinary proceeding and provides limited legal protection if an employee claims they were unaware of the rules.\n",{"question":415,"answer":416},"What happens if an employee violates the technology policy?","The consequences depend on the severity of the violation and the language in your enforcement section. Minor violations — such as installing unapproved software — typically result in a written warning and required removal. Serious violations — such as sharing confidential data externally or circumventing security controls — may warrant immediate suspension or termination. The policy should specify a tiered consequence framework so disciplinary decisions are consistent and defensible.\n",{"question":418,"answer":419},"Should small businesses without an IT department have a technology policy?","Yes — in some ways, small businesses need a technology policy more urgently than large organizations, precisely because they lack the dedicated IT staff who would otherwise catch misuse or enforce informal norms. A clear written policy sets expectations from day one, reduces liability when employees misuse company resources, and satisfies the documentation requirements of cyber insurance carriers, which increasingly require evidence of documented IT governance before issuing coverage.\n",[421,425,429,433,437,441],{"industry":422,"icon_asset_id":423,"specifics":424},"Technology / SaaS","industry-saas","Source code access controls, software licensing compliance, and AI tool usage governance are critical additions to the standard template for tech companies.",{"industry":426,"icon_asset_id":427,"specifics":428},"Healthcare","industry-healthtech","HIPAA requires documented policies governing access to electronic protected health information (ePHI), making the data classification and security sections legally mandatory rather than optional.",{"industry":430,"icon_asset_id":431,"specifics":432},"Financial Services","industry-fintech","PCI DSS and SOC 2 frameworks mandate documented technology controls; the policy must address cardholder data environments, encrypted transmission requirements, and access logging.",{"industry":434,"icon_asset_id":435,"specifics":436},"Professional Services","industry-professional-services","Client confidentiality obligations and frequent remote work make the data handling, VPN, and BYOD sections particularly important for law firms, consultancies, and accounting practices.",{"industry":438,"icon_asset_id":439,"specifics":440},"Retail / E-commerce","industry-retail","Point-of-sale system access rules, payment card data handling, and seasonal workforce onboarding create recurring policy distribution and acknowledgment challenges.",{"industry":442,"icon_asset_id":443,"specifics":444},"Education","industry-education","FERPA compliance, student data protection, and acceptable use standards for shared lab and classroom devices require additional specificity in the data classification and scope sections.",[446,449,452,454],{"vs":224,"vs_template_id":447,"summary":448},"D{ACCEPTABLE_USE_POLICY_ID}","An acceptable use policy governs permitted and prohibited behaviors on company systems — it is a single focused section that a technology policy subsumes. A technology policy is broader, adding device management, data classification, software approval, and incident response. Use an AUP when you need a quick, narrowly focused document; use a technology policy when you need comprehensive IT governance.",{"vs":232,"vs_template_id":450,"summary":451},"D{DATA_PRIVACY_POLICY_ID}","A data privacy policy governs how the company collects, processes, and shares personal data belonging to customers and users — primarily an external-facing document driven by GDPR, CCPA, and similar regulations. A technology policy is internal and governs employee behavior with company systems. Organizations typically need both, with the technology policy cross-referencing the data privacy policy in its data handling section.",{"vs":228,"vs_template_id":229,"summary":453},"A remote work policy covers the full scope of working-from-home arrangements — eligibility, work hours, ergonomics, and communication expectations. A technology policy covers the security and acceptable use dimensions of remote access specifically. Many organizations embed the technology rules inside the remote work policy for clarity, or cross-reference the two documents explicitly.",{"vs":54,"vs_template_id":455,"summary":456},"D{INFORMATION_SECURITY_POLICY_ID}","An information security policy is a technical governance document focused on system architecture, access controls, encryption standards, and risk management frameworks — typically authored by an IT or security team. A technology policy is a people-facing operational document translating those technical standards into plain-language employee rules. Large organizations maintain both; smaller organizations typically consolidate them into a single technology policy.",{"use_template":458,"template_plus_review":462,"custom_drafted":466},{"best_for":459,"cost":460,"time":461},"Small to mid-sized businesses establishing baseline IT governance without a dedicated security team","Free","2–4 hours to customize and distribute",{"best_for":463,"cost":464,"time":465},"Organizations in regulated industries, companies seeking cyber insurance, or businesses with remote or contractor-heavy workforces","$300–$800 for an IT consultant or HR attorney review","3–5 business days",{"best_for":467,"cost":468,"time":469},"Enterprises pursuing SOC 2, ISO 27001, HIPAA, or PCI DSS certification where policies are subject to formal audit","$2,000–$8,000 for a compliance consultant or MSSP engagement","2–6 weeks",[471,472],"it-governance-basics-for-small-business","data-classification-how-to-guide",[236,229,474,475,476,477,478,244,479,480,481,482],"employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","data-breach-response-and-notification-policy-D13650","technology-policy-D13285","cyber-security-policy-D12867","records-management-and-retention-policy-D13761","training-and-development-policy-D13793","disaster-recovery-plan-D12755",{"emit_how_to":484,"emit_defined_term":484},true,{"primary_folder":486,"secondary_folder":487,"document_type":488,"industry":489,"business_stage":490,"tags":491,"confidence":497},"software-technology","cybersecurity-policies","policy","general","all-stages",[492,493,494,495,496],"compliance","technology-policy","it-policy","security","employee-conduct",0.95,"\u003Ch2>What is a Technology Policy?\u003C/h2>\n\u003Cp>A \u003Cstrong>Technology Policy\u003C/strong> is a formal internal document that defines how employees, contractors, and vendors may access, use, and manage company-owned technology resources — including computers, mobile devices, software applications, network infrastructure, and data. It draws a clear boundary between acceptable and prohibited behavior, establishes security obligations every user must follow, and specifies the consequences for violations. Unlike informal IT guidelines communicated verbally, a written technology policy creates a consistent, enforceable standard that applies equally across the organization and provides documented notice to every covered person.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Operating without a written technology policy exposes your business on several fronts simultaneously. When an employee installs unapproved software that introduces malware, you have limited disciplinary grounds if no written rule existed. When a contractor uploads client data to a personal cloud storage account, you have no contractual basis to demand its deletion. When a cyber insurer asks for evidence of documented IT governance during underwriting, a blank answer stalls coverage or raises your premium. The practical costs compound quickly: a single unaddressed shadow IT incident can trigger a data breach notification obligation, and a single terminated employee who disputes a technology-related firing will ask whether they signed an acknowledged policy. This template gives you a ready-to-customize foundation that closes these gaps in an afternoon — covering acceptable use, device standards, data classification, remote access, and enforcement in a single document your team can read, sign, and follow.\u003C/p>\n",1781185969561]