Kurt Tyack, director at Signarama Southern Africa, outlines why sign companies should revisit their employment contracts in the digital age.
There was a time when much of a sign company’s intellectual property existed in filing cabinets, printed customer records and physical artwork archives. Today, much of that same information is stored on laptops, mobile phones, tablets, cloud platforms and messaging applications.
From customer databases and quotation histories to artwork files, production specifications and supplier information, a significant portion of a signage company’s value now exists in digital form. Unfortunately, many employment contracts have not evolved at the same pace.
Over the years, I have worked with sign businesses across multiple countries and have repeatedly seen situations where owners discover too late that they do not have adequate contractual provisions governing the use of company technology, the handling of confidential information, or access to company-owned devices when concerns arise.
The signage industry presents some unique challenges in this regard. Employees often have access to customer artwork, branding files, pricing structures, installation methodologies, supplier relationships and project information that may have taken years to develop. In many cases, these assets are far more valuable than the physical equipment in the workshop.
When an employee leaves the business, joins a competitor, starts a competing operation or is suspected of misconduct, business owners may suddenly find themselves needing answers. Questions arise around customer information, artwork files, quotations, communications and the use of company systems.
This is where clear employment contracts and workplace policies become critically important.
At a high level, employment agreements should clearly define the ownership of company information, establish expectations around confidentiality, regulate the use of company-owned devices and clarify the circumstances under which the employer may access company equipment and business information.
Equally important is the question of personal devices. While many businesses have become accustomed to employees using their own phones and laptops for work purposes, this can create unnecessary complexity. The line between personal and business information can quickly become blurred, making future investigations or information recovery more difficult.
Where practical, sign companies should consider issuing company-owned devices to employees who regularly access customer information, artwork files or other sensitive business data. This creates clearer boundaries and reduces uncertainty for both the employer and employee.
Technology will continue to change the way our industry operates. The businesses that adapt their employment contracts and workplace policies accordingly will be better positioned to protect their customers, their intellectual property and the long-term value of their businesses.
While every business should seek advice appropriate to its jurisdiction, now may be an opportune time to review whether your employment contracts are keeping pace with the realities of the modern signage workplace.
SIGNARAMA
+27 83 278 9000
kurt@signarama.co.za
https://www.signfranchise.co.za/
