Should my employer pay for my cell phone?
In California, when employees must use their personal cell phones for work-related calls, employers must pay some reasonable percentage of those phone bills even if employees incurred no extra expenses using their cell phone for work.
Can a company pay for an employee’s cell phone?
Employers need to cover work-related expenses for employers working remotely, and that includes cell phones. There are two ways employers can go. They can reimburse employees for business-related communication and work through their cell phones or smartphones, or they can provide employees with company-owned cell phones.
When do employees must use their personal cell phones for work-related calls?
When employees must use their personal cell phones for work-related calls, Labor Code section 2802 requires the employer to reimburse them. Longer Answer with Practice Recommendations: An Employer Must Reimburse An Employee For The Employee’s Use Of A Personal Cell Phone For Work Related Duties.
When do you have to pay for cell phone use?
The Fair Labor Standards Act (“FLSA”) dictates when employees must be paid for cell phone use outside of work hours. The FLSA classifies employees as either “exempt” or “non-exempt.” Exempt employees generally do not receive overtime for hours worked in excess of 40 hours per week.
Do you have to pay employees for after hours calls?
If non-exempt employess work in excess of 40 hours per week, each hour “suffered or permitted” to work must be paid at 1½ times the employee’s hourly rate. If an employer requires non-exempt employees to perform work functions outside of work, such as responding to phone calls, emails, or text messages, that time must be compensated.
Employers need to cover work-related expenses for employers working remotely, and that includes cell phones. There are two ways employers can go. They can reimburse employees for business-related communication and work through their cell phones or smartphones, or they can provide employees with company-owned cell phones.
When employees must use their personal cell phones for work-related calls, Labor Code section 2802 requires the employer to reimburse them. Longer Answer with Practice Recommendations: An Employer Must Reimburse An Employee For The Employee’s Use Of A Personal Cell Phone For Work Related Duties.
If non-exempt employess work in excess of 40 hours per week, each hour “suffered or permitted” to work must be paid at 1½ times the employee’s hourly rate. If an employer requires non-exempt employees to perform work functions outside of work, such as responding to phone calls, emails, or text messages, that time must be compensated.
The Fair Labor Standards Act (“FLSA”) dictates when employees must be paid for cell phone use outside of work hours. The FLSA classifies employees as either “exempt” or “non-exempt.” Exempt employees generally do not receive overtime for hours worked in excess of 40 hours per week.