Expense Reimbursement Attorneys in San Diego
Get Repaid for Job-Related Expenses
The California Labor Code requires employers to reimburse employees for necessary costs that they pay as part of their job duties. The failure to reimburse expenses may subject California employers to penalties that are paid to the employee. Haeggquist & Eck, LLP helps workers in San Diego recover their unreimbursed expenses as well as interest and penalties.
The provision of the Labor Code that requires employers to reimburse employees does not apply to independent contractors. However, the employee expense reimbursement law does apply when an employer has misclassified an employee as an independent contractor.
If your employer owes you money for expenses you made for your job and refuses to pay, contact an expense reimbursement attorney in San Diego from Haeggquist & Eck, LLP for a free case evaluation. Call our firm at (619) 468-5222 to schedule yours today!
Employee Expense Reimbursement Law
Section 2802 of the California Labor Code requires an employer to “indemnify his or her employee 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.”
The purpose of section 2802 is to prevent employers from passing on their operating costs to those that work for them. Whether an expenditure is “necessary” will depend on the facts of the case, the nature of the employment, and whether the employer should have anticipated that an employee would need to make the expenditure. However, when an employee has been instructed to purchase something or to incur a specific expense, they will nearly always be paid for it.
Car Mileage and Travel
Receiving payment for on-the-job car and travel costs is a common application of section 2802. Employees who are asked to drive their own vehicle as part of their job (i.e., make deliveries, pick up supplies, or make sales calls) are entitled to reimbursement of their gasoline and maintenance expenses attributable to those trips. The IRS mileage reimbursement rate is a common measure of those costs.
Cell Phone and Internet
When an employee has to use his or her cellphone or home internet connection for work, the employer has to reimburse them for those costs. These costs may include all or part of the cost of a cellphone and a data or minute plan, as well as the cost of supplying a home with internet access so that the employee can send and receive work-related documents. These expenses can apply to employees who work at home or those who do work that requires them to use their cell phone anywhere on the job. Again, whether such expenditures are “necessary” will depend on the circumstances of the employment relationship.
Proof of the Expenditure
Employees should try to keep records of their job-related mileage and expenditures. If an employer refuses a request to reimburse those expenses, accurate records (such as receipts or a mileage log) will help the employee prevail in a claim against their employer. Reach out to an expense reimbursement attorney in San Diego immediately if your employer is pushing back against your request for lawful reimbursement.
How Long Does an Employer Have to Reimburse Expenses?
California labor laws state that an employer must reimburse their employees for all expenses paid by the employee while performing their required duties. After the employee’s expense reports are turned in the employee should receive a check for the money they spent after 30 days.
Remedies for Failure to Reimburse
An employee who prevails in a claim for reimbursement of expenditures or losses is entitled to recover not only the costs that should have been covered by the employer, but also interest on the delayed payment. Interest accrues from the date on which the employee incurred the necessary expenditure or loss.
Employees are entitled to recover their reasonable costs of enforcing the rights granted by section 2802, including attorneys’ fees and costs. You will not be responsible for paying any out-of-pocket fees or costs to our firm. All fees and costs will come from any recovery, meaning if we aren’t successful in recovering your costs, you will not have to pay any fees or costs.
Haeggquist & Eck, LLP represents San Diego employees who were denied reimbursement of necessary expenditures or losses in violation of the Labor Code.
Workers who believe their right to receive payment for their costs should contact our firm online for an evaluation of their right to pursue appropriate remedies. Call us today for help at (619) 468-5222.
- Accommodation for Disabilities
- California Family Rights Act
- Equal Pay
- Expense Reimbursement
- Fair Employment Housing Act
- Fair Labor Standards Act Wage Claims
- Family Medicare Leave Act (FMLA)
- Hostile Work Environment
- Meals & Rest Breaks
- Misclassification of Employees
- Pregnancy Disability Law
- Sexual Harassment
- Unpaid Wages & Overtime
- Wrongful Termination
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