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> I am happy that this is the case but am also disappointed that the remaining 20% are almost entirely the "burn the candle at both ends" segment of our group and they're forever replying to threads and the like even when off work on weekend or vacation.

Really? Off work is off work.

The moment I step out the building door, work is done, finished.

Want to talk with me? Wait for the following day I am at work.

There is nothing the employer can do about it unless it specifically states it on the work contract, most European countries have laws about being contacted after work.

Out of curiosity - do you work in the US, and are you am hourly or exempted worker?

Here's my problem: I try to maintain a good work life balance. I devote time outside of work to passions, hobbies and relationships. But I am not dogmatic about hours. My company does not pay me to have my butt in a chair. They pay me to get the job done.

In Europe.

I am very dogmatic about hours, because when the next layoff round comes, HR won't care 1 second about how much overtime people were doing when considering who to fire.

That makes total sense. Here, they absolutely care about who worked (unpaid) overtime when deciding who to fire. The people I've seen who are out the door at 5:01 don't survive those transitions.

I'll admit to more than a little envy!

That's exactly what I meant. The 20% who immediately jumped straight into the MDM rollout are the ones who do not have the concept of "not at work." They have two modes: working on e-mail and sleeping.

Pretty much exactly the same story here, but sadly most of us reading this are in Tech so we know better than to accept a BYOD policy, and our companies are rich enough to accept that and either issue phones or deal with the fact we're going to be out of communication for some period of time.

Other industries are not going to give people the choice, and will force these policies on their captive users. So, we need to push back and make MDMs better to protect those users.

Same here. I was a partially remote employee. When my employer mandated MDM and an unworkable VPN for offsite emails I sent my work colleagues a message informing them I could no longer receive corporate email and asked them to contact me at my personal email address. Problem solved, for me. But of course it effectively lowered the company's overall email security posture.

I bought a Kindle Fire expressly for the purpose of BYOD for my employer's mail client and other productivity apps. It required side loading the play store to make their app store work but keeps any potential MDM from managing or resetting my phone. I feel like that's a reasonable compromise.

> I would no longer be checking work e-mail and instant messages on my mobile device unless the company chose to pay for a company-owned device

Interestingly enough, where I work is unthinkable to check your work email in your personal smartphone, both because workers won't accept working in their free time and because it goes against the company security policy (writing your password in a personal, spyware ridden device? _shrugs_). Maybe we should start outright refusing to perform work activities during personal time.

fortunately, my employer will pay for a device. We don't have an MDM - soon we will - but to be honest I can't see allowing BYOD without MDM.

I can't see BYOD with MDM. With MDM, it's not YOD. You're just paying for the corporate device out of your pocket, and there's no certainty you'll ever get it back.

we agree. I understand why employers require MDM, but I've always had a device that is a work-only silo of apps and authorizations because control of my device is important to me.

Not checking work e-mails or IMs while not on the clock should be the standard practice anyway.