1

Does anyone have a document they make employees sign saying they got a laptop, and anything else?
We have outside sales people. If they quit they have our equipment and need to get it back also some people have both a PC and Laptop and want to document this. If you have a PC 95% do not have a laptop too. Looking for something saying they are liable if not returned.

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2

Yes, we have a very simple document that just documents the computer name, asset #, service tag/serial number and then a check list of any other accessories like docks, monitors (if provided for WFH), etc. However, IT does not manage the process of completing or retaining the form or of reclaiming the equipment during separation. That is all handled by HR.

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3

Surely this would be composed and supplied by your legal department, so it’s above board.

If your asset management system allows, have them ‘book out’ the kit when they start.

SnipeIT for example allows this, they then agree

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4

We track who has what, and HR has a catch-all form signed at on-boarding that applies to any/all current and future equipment assigned to them.

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5

any possibility I could see that form?
I’m looking for example

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6

Sorry, I don’t have a blank copy (nor access to the HR folders to get one). But you can Google examples of Corporate Device Policies and put something together based on that.

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7

we have an inventory system that when the asset is assigned to that user they get an email to acknowledge they received that asset. and in the inventory system we can track who has and has not acknowledged receiving it for tracking purposes. and only when we receive the device back to our department do we unassign it from that user

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8

what system do you use?

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9

A heavily customized version of Snipe-IT.

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10

Care of Company-Owned Technology.pdf (56.2 KB)
I’ll share you this. This is from pre Covid-19. We don’t use this format anymore, but it’s generic enough. We use this for short or long term contractors that needs or asks a device.

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11

Then you need a corporate policy that states this, and you’d likely need employee sign-off if introducing this after they already have a laptop.

Once you have a corporate policy defined, you can include it in the employee handbook.

This is best handled by HR, or someone who can consult with your corporate lawyer, to find out the exact details and wording required to be enforceable policy (or if it even can be enforced) in your jurisdiction.

My point is that the wording on the signed paper is the last thing you need in this process. You need the prerequisites first.

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