You've heard the joke before; people calling their Blackberry a "crack-berry"
to indicate their addictive relationship with the electronic device. While
the 24/7 connectivity offered by this and similar devices might seem like an
employer's productivity dream come true, it could be time to think again.
 
  Studies are showing that this type of addiction is every bit as hard to
break as a drug or alcohol addiction. One T-Mobile poll found that 1 in 10
BlackBerry users said they would be "devastated" if their device was taken
away, and many said they feel far more stressed when they do not have their
device with them than when they are without. Some Blackberry addicts feel the
urge to check their e-mail every few minutes and cannot set it down even in
social situations, such as in the movies or when having dinner with friends.
 
  While the effects of this addiction are not quite as damaging as drugs or
alcohol, they are there. Workaholism has been a widespread phenomenon for
some time, and it has now been suggested that employers may soon be held
legally liable for addictions to such devices-especially if they encourage or
demand such behavior from their employees.
 
  Psychiatrist Dr. Edward Hallowell, the founder of The Hallowell Center for
Cognitive and Emotional Health, says that today's high-adrenaline, 'always
on' work environment is causing people to feel 'crazy busy' and it's
affecting their health, their effectiveness, and their personal lives. "I'm
not a Luddite. If you use it right, (technology) is an incredible aid. If
your daughter has a cell phone for an emergency on the highway, that's
wonderful. But I made up a word in my book CrazyBusy called, ''pizzled." It's
how you feel when you're eating with someone and their phone rings and they
answer it. It's a combination of [expletive] off and puzzled. We have to be a
lot more in charge of technology instead of just being so enchanted by it."
 
  So when should an employer be held accountable? There are no current
court cases examining that argument-but employers are responsible for
providing a safe and healthy work environment. If they pressure their
employees to use technology to stay connected 24/7, that demand may carry
employer responsibility for detrimental outcomes to the employees.
 
  Obviously if employees work longer hours for personal enrichment or for
self-satisfaction, they assume the risk. But if an employer manipulates an
individual's propensity toward workaholism or technology addiction for the
employer's benefit, the legal perspective shifts.

Naturally this is a very gray area. When an employee works longer hours to achieve
professional advancement or to catch up for taking time off or to make up for slow performance, it becomes increasingly difficult to distinguish betweenemployee choice and employer manipulation. The best thing you can do as an employer is encourage your staff to take breaks from e-mail, cell phones, and BlackBerry devices especially after hours or on vacation.

Matt Carter
President
PC MedEvac