In the event of a large expense, such as the purchase of a printer or the repair of an internet connection, the expense should be reimbursed upon demand. The Cochran case provides guidance on how to calculate a reasonable reimbursement for the mandatory use of personal devices such as cell phones: employers must compensate their employees for a "reasonable percentage" of the employee's cell phone bill under Section 2802. Such considerations may have long-lasting effects beyond the pandemic as companies increasingly implement BYOD programs and encourage remote work arrangements which may trigger reimbursement. A well-drafted expense reimbursement policy will: (a) manage expectations about which business-related expenses may be reimbursed; (b) establish procedures employees must follow to be reimbursed; (c) set reasonable cost controls on employee business expenses; and (d) ensure that business expenses are appropriate. Illinois Expense Reimbursement Law The Illinois Wage Payment and Collection Act has been amended to require reimbursement of employees expenses, which may include higher ticket items like cellular phones, cellular data service fees, home computers and internet provider fees for employees who are expected to work remotely and more travel expenses. Publication | Remote work expenses traditionally have not been reimbursable under California law because telecommuting and remote work opportunities are not mandated by the employer, as many companies have optional work-from-home programs that are at the employees' convenience, and such employees continue to have the option to work in their employer's office and use company equipment and supplies if they desire. However, several states (including California, the District of Columbia, Illinois, Iowa, Massachusetts, Montana and New York) have specific state law requirements applicable to employee expense reimbursements. New York State is one of only a few states that explicitly requires employers to reimburse employees for work-related expenses. The health care workforce is stretched to its limits in most states. The information provided is only for research and informational purposes and should not be construed as legal counsel. On Boeing's motion for summary judgment, the Central District of California held that the expenses associated with working out of a home office were not "necessary" expenses as a matter of law where participation in the work-at-home was optional, the employer "ma[de] physical workspaces with computers, phones, and other necessary equipment available at its offices to employees so that they [did] not have to work remotely," and even approved virtual workers sometimes split time between working from home and working in Boeing's offices. Maintenance: According to AAA, the average annual maintenance cost for a car is about $1,200. Be aware, however, that some states have their own laws surrounding expense reimbursement. Due to the pandemic, employees in the US are working from home in unprecedented numbers. While expense reimbursement is only required if it is stipulated in an employment contract or if the business expenses bring the employee’s wages below minimum wage, most businesses reimburse work-related expenses incurred by employees as a job perk. For example, CMS refused to require states to observe a 60-day waiting period before an opt-out could be implemented in a state. The employer’s written expense-reimbursement policy may not require employees to submit expenses less than 30 ... Other States. This article attempted to address some of the key issues but many others remain. A bill, HF 2160, would require Medicaid to reimburse telemedicine services at the same rate as in-person services, and not require a face-to-face consultation prior to telemedicine services. A health care insurer that offers, issues for delivery, or renews in the state a health care insurance plan in the group or individual market shall provide coverage for benefits provided through telehealth by a health care provider licensed in this state and may not require that prior in-person contact between a health care provider and a patient before payment is made for covered services. Court decisions from California (interpreting language very similar to the new Illinois law) have consistently ruled that employers must reimburse employees for a pro-rated portion of their cell phone data plans, internet service, landline plans, and the like-even if the employee would have incurred these expenses regardless of employment with the employer. If an employer pays a fixed amount in the form of a stipend, the employer's policy should allow employees to submit expenses for reimbursement if the employees believe the stipend was insufficient to cover their work-related expenses. Cal. In plain terms, Section 2802 requires California employers to reimburse all expenses their employees incur in performing their jobs, or that an employee incurs because he or she carries out the employer’s directions. Labor Code section 2082 is extremely powerful. On the other hand, in Aguilar, a cleaning supplies sales company expected sales employees who worked from home to call customers and place internet sales orders. For instance, where it is mandatory for employees to use their personal cell phones for work, generally they must be compensated for a reasonable percentage of their phone plans. At least one California federal court has held that phone and Internet expenses incurred by employees who choose to telecommute are not “necessarily incurred” and thus need not be reimbursed. Even if employees have “ unlimited ” phone or internet plans, yes virtual worker program expenses by. Losses '' must be subject to a negotiated agreement between the originating site and the Labor! 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