I think that one aspect which has not been covered in this discussion is the issue of employment contracts and consent. If a member of staff is provided with a dedicated telephone extension, it would be reasonable to assume that the principal purpose is to make and receive 'phone calls on the employer's business. Receiving 'phone calls might well include receiving them from members of the public and, sometimes, having one's name and direct number advertised (e.g. for informal calls about vacant posts, or events being mounted by the organisation). It might well be therefore that tribunals and courts would imply consent unless the staff member made clear reservations or refusal. However to do the latter might frustrate the contract in some circumstances, if lack of availability for 'phone calls makes it unreasonably difficult or impossible for the postholder to carry out core duties of the post. I think it would be different if there were issues of harassment etc.
As with the publication of staff details on the internet, it would seem sensible for all concerned to agree a Code of Practice and mechanisms for opting in or out - perhaps it's not clear which in this case. As employees, we need to be clear what we want - that may be difficult. We often give out work 'phone numbers to all sorts of people (garages, plumbers, friends), may want every other employee in the institution to have them but may not want them in the hands of every student because we want the calls filtered and rationed! Any policy or practice is unlikely to reflect that complexity.
Paul Hubert
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