Work-related Reimbursements

In California, it is required that if you have any work-related expenses, including personal vehicle usage, uniform purchase (if necessary), travel expenses, office supplies, etc., that your employer must reimburse you. Unfortunately, it is common for employers not to reimburse their employees for their expenses. Employers often pass these expenses on to their employees and do not consider returning their employees for their costs. If your employer has not reimbursed you for your work-related expenses, we at W law are here to help.

You may be entitled to compensation, varying depending on the specific circumstances of your situation. At W Law, we are here to fight for your justice every step of the way and reclaim the compensation you deserve. Contact us today to schedule a confidential, free consultation.

If You’re Using Your Cell Phone for Work, You’re Entitled to Reimbursement

If you are required to use your personal cell phone for work purposes such as phone calls, text messaging, group messaging, and emails, you are entitled to reimbursement.

If you have used your personal cell phone for work, your employer is legally required to reimburse you for a percentage of your cell phone bill; regardless if you are paying for your phone bill or not. This also includes reimbursement for using your home internet or wireless data plan to perform work functions.

If your employer isn’t reimbursing you for your cell phone or internet usage, we here at W law can guide you in navigating your options. Contact us today to schedule a free, confidential consultation.

If You’re Using Your Vehicle for Work, You’re Entitled to Reimbursement

If it is required that you drive your personal car, van, or truck for work-related tasks, you are entitled to reimbursement from your employer.

Beginning January 2019, you are entitled to be paid at the rate of $.58 per mile driven. Previous to this, it was at $.54 per mile in 2018.

However, this does not include payment for commuting to and from work unless offered by your employer.

If you believe that your employer may be negligent in properly reimbursing you, or you simply have any questions, contact us today to schedule a free, confidential consultation.

Rest Breaks: Understand Your Rights

As a non-exempt or hourly employee, you are entitled to at least ten minutes of paid rest for every 3.5 hours worked.

This means:

If you work at least 3.5 hours, you are entitled to one paid break of at least ten minutes.
If you work seven hours or more, you’re legally entitled to at least two paid breaks of ten minutes or more.
If you work ten hours or more, you’re entitled to at least three ten-minute, paid breaks.

In accordance with your meal breaks, these rest breaks must be wholly uninterrupted and you are not entitled to be expected to perform any work-related tasks during your breaks. Additionally, with very few exceptions, you must be allowed to leave your workplace during your break.

If your employee refuses any of these entitlements, you are entitled to compensation as it is likely that they are violating the law. This includes your employer not allowing you to take your rest breaks or even refusing to pay you for the break times. Contact us to schedule a free, confidential consultation to discuss your case and allow us to navigate the best path for you.

We’ll Fight for Your Rights.

If you feel that your employer has or may be violating your rights, we are here to help. W law is focused exclusively on preserving the rights of California employees and obtaining compensation for the employees whose rights have been wrongfully violated. We are motivated by advocating for your rights! At W law, we work on a contingency basis. We only get paid if we win the case, meaning you do not have to pay anything out of your pocket when we win! We have litigated and settled cases winning millions of dollars in compensation and awards for our clients whose employers have wrongfully neglected reimbursing their employees for work-related expenses. Situations such as work-related reimbursement negligence are typically the most ideal for class action lawsuits. Please contact us today to schedule a free, confidential consultation.