Expense Reimbursement Attorney in Beverly Hills

Some jobs require employees to cover certain business-related expenses out of their own pockets. The good news is that the California Labor Code requires employers to reimburse employees “for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer.” Despite these laws, many employers fail to properly reimburse employees, resulting in financial losses and the violation of the employee’s rights.

If your employer is not fully reimbursing you for job-related expenses, you should discuss the matter with a California expense reimbursement attorney at Setareh Law Group. Contact us to discuss a possible case today.

Calculating Your Expenses

In some cases, you can simply present receipts to easily calculate your out-of-pocket costs. However, other expenses may be more difficult to quantify, including both of the following:

Use of a personal vehicle for business purposes – Many people are expected to drive their personal vehicles for deliveries or to get to meetings and other work-related obligations around town. This includes all vehicle use except for the daily commute. For example, a salesperson should get reimbursed for driving to and from sales calls, except for the commute to the first sales call of the day or from the last sales call.

California law requires that employers reimburse employees for all costs of using a personal vehicle, which can include:

  • Fuel
  • Maintenance and repairs
  • Auto insurance
  • Registration
  • Depreciation

Many employers simply use the mileage rate set by the Internal Revenue Service (IRS) to reimburse employees for vehicle use. This rate is 58 cents per mile for 2019, though changes on a regular basis. In some cases, this IRS rate is sufficient to cover an employee’s vehicle expenses – but not always.

Use of a personal cell phone – While some employers issue business cell phones for work-related calls or app use, others may require an employee to have their personal device on them during work hours for different purposes. In recent years, California courts held that employers must reimburse employees for a “reasonable percentage” of their cell phone expenses if the employee uses their personal device for work-related matters.

What is considered to be a “reasonable percentage” will vary depending on the type of cell phone plan the employee has and how much they use their phone for work purposes. The law requires this type of reimbursement, even if someone else pays for the employee’s cell phone plan. All employers should work out reimbursement amounts with employees in compliance with the law.

Contact a California Expense Reimbursement Lawyer for Assistance Today

If your employer fails to reimburse you for your expenses, the law allows you to seek reimbursement plus interest at the rate of civil judgments. At Setareh Law Group, our legal team can explore whether you have a valid claim for unreimbursed expenses, and we can take the appropriate legal action on your behalf to get the money you deserve. Call (877) 777-3774 or contact us online for more information today.

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