The world is a different place today than it was a month ago – or even a week ago. The employer did not exercise due diligence towards reimbursement. is_confirmation;var mt = parseInt(jQuery('html').css('margin-top'), 10) + parseInt(jQuery('body').css('margin-top'), 10) + 100;if(is_form){jQuery('#gform_wrapper_805').html(form_content.html());if(form_content.hasClass('gform_validation_error')){jQuery('#gform_wrapper_805').addClass('gform_validation_error');} else {jQuery('#gform_wrapper_805').removeClass('gform_validation_error');}setTimeout( function() { /* delay the scroll by 50 milliseconds to fix a bug in chrome */ jQuery(document).scrollTop(jQuery('#gform_wrapper_805').offset().top - mt); }, 50 );if(window['gformInitDatepicker']) {gformInitDatepicker();}if(window['gformInitPriceFields']) {gformInitPriceFields();}var current_page = jQuery('#gform_source_page_number_805').val();gformInitSpinner( 805, 'https://s11284.pcdn.co/wp-content/plugins/gravityforms/images/spinner.gif' );jQuery(document).trigger('gform_page_loaded', [805, current_page]);window['gf_submitting_805'] = false;}else if(!is_redirect){var confirmation_content = jQuery(this).contents().find('.GF_AJAX_POSTBACK').html();if(!confirmation_content){confirmation_content = contents;}setTimeout(function(){jQuery('#gform_wrapper_805').replaceWith(confirmation_content);jQuery(document).scrollTop(jQuery('#gf_805').offset().top - mt);jQuery(document).trigger('gform_confirmation_loaded', [805]);window['gf_submitting_805'] = false;}, 50);}else{jQuery('#gform_805').append(contents);if(window['gformRedirect']) {gformRedirect();}}jQuery(document).trigger('gform_post_render', [805, current_page]);} );} );. expected to be mailed out. Information on this website may not constitute the most up-to-date legal information. This indemnification obligation can also include liability for an employee’s unlawful behavior when the employee was acting on the orders of the company. There is no federal requirement to reimburse employees for business-related expenses. While the issue in the Cochran case concerned reimbursement for the use of an employee’s personal cell phone for work purposes, the appellate court found that the question applied on a much broader scale. California Labor Code section 2802 has been held to cover the following types of necessary expenses: California courts have held that waiving the right to Labor Code section 2802 reimbursement is against public policy. Employers must also be mindful of state-specific expense reimbursement laws, which may impose additional requirements. We tell you about cash you can claim every week! Mr. Astanehe has recovered millions on behalf of Californians. Class Action Rebates | Cash You Can Claim! For example, when the employer requires an employee to use their personal vehicle for business, the employer is deemed to have reason to know of the expenditure. }} } );jQuery(document).bind('gform_post_conditional_logic', function(event, formId, fields, isInit){} );, [gravityform id="805" title="false" description="false" ajax="true" field_values="l=CA"],
An employee forced to use personal property for mandatory business-related activities is entitled to reimbursement. California law operates to ensure employers provide employees with the equipment and resources necessary to work and protect employees by preventing employers from passing operating expenses on to employees. While in the discharge of their job duties; The employer knew or had reason to know of the expenditures; and. California employees have a broad right to reimbursement of work-related expenses. The general reimbursement statute of the California Labor Code is Section 2802. California Labor Code § 1194. California Expense Reimbursement Laws. As one California court explained, the law is intended to prevent an employer from receiving a windfall by passing its operating expenses on to its employees. Recently, Illinois modified its Wage Payment and Collection Actto include expense reimbursement rules. California law operates to ensure employers provide employees with the equipment and resources necessary to work and protect employees by preventing employers from passing operating expenses on to employees.
California Labor Code § 2802. Your company required or approved the employee to make the expense. Thus, the employer has no duty to reimburse for printer-related costs. “A less-risky practice would be to provide payment to the employee in order to comply with the employer’s obligation to reimburse for such expenses and then also counsel or discipline the employee for failing to follow company policy, an employment law expert told SHRM.

An employer who does not make an effort to understand the complexities of the California Expense Reimbursement Law and to develop policies in line with the labor code could find themselves the subject of a lawsuit. 4th 937, 951 (2008). Edwards v. Arthur Anderson LLPat 630. You must contact the