{"id":648,"date":"2020-03-23T04:04:57","date_gmt":"2020-03-23T04:04:57","guid":{"rendered":"https:\/\/arinjames.com\/?post_type=portfolio&#038;p=648"},"modified":"2020-04-01T01:37:37","modified_gmt":"2020-04-01T01:37:37","slug":"reimbursements","status":"publish","type":"portfolio","link":"https:\/\/arinjames.com\/practice-area\/reimbursements\/","title":{"rendered":"Reimbursements"},"content":{"rendered":"<p class=\"p1\"><span class=\"s1\">California law requires employers to reimburse their employees for all necessary expenditures and losses incurred as a direct consequence of the employment or at the employer\u2019s direction.<span class=\"Apple-converted-space\">\u00a0 <\/span>The most straightforward and basic example is the employer\u2019s obligation to reimburse its employees\u2019 mileage that was incurred in the course and scope of employment (not mileage incurred traveling to and from work).<span class=\"Apple-converted-space\">\u00a0 <\/span>Another example that oftentimes gets overlooked is the reimbursement of an employee\u2019s cell phone use. Many employers have a \u201cBring Your Own Device\u201d (BYOD) policy (written or unwritten) that requires employees to use their own personal cell phones for work.<span class=\"Apple-converted-space\">\u00a0 <\/span>If an employee has to use his\/her own phone for work, or does use it for work with the employer\u2019s knowledge, then the employee must be reimbursed.<span class=\"Apple-converted-space\">\u00a0 <\/span>In a BYOD situation, the employer is required to reimburse the employee for a reasonable portion of their cell phone bill (the employer need not reimburse the total amount of the cell phone bill).<span class=\"Apple-converted-space\">\u00a0 <\/span>Alternatively, the employer may provide its employee with a company phone on the company plan.<span class=\"Apple-converted-space\">\u00a0 <\/span>Significantly, the employer\u2019s obligation to reimburse its employees for expenses has no bearing on whether the employer approved the expense or not.\u00a0<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">One exception to the reimbursement rule is notable.<span class=\"Apple-converted-space\">\u00a0 <\/span>Employees whose wages are at least two times the minimum wage may be required to provide and maintain their own hand tools and equipment customarily required by the trade or craft (screwdriver, hammer, toolbox, etc.).<span class=\"Apple-converted-space\">\u00a0 <\/span>This exception does not apply to power tools \u2013 employers in those trades or crafts must provide their employees with power tools no matter how much the employee is paid.\u00a0<\/span><\/p>\n<p class=\"p1\"><span class=\"s1\">If you believe you are not being properly reimbursed for business-related expenses, you should consult with an experienced labor and employment attorney to help you get your recovery.\u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>California law requires employers to reimburse their employees for all necessary expenditures and losses incurred as a direct consequence of [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":892,"parent":0,"menu_order":0,"comment_status":"open","ping_status":"open","template":"","meta":[],"portfolio_category":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v19.14 - 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