This law applies regardless of where the employee works. If the employee is working in a state where reimbursement is required for “necessary” expenses, other expenses But before employers allow their employees to be homebodies, there are several issues to consider. “In-office workers who travel are usually provided with laptops, so it stands to reason an organization would do the same for remote workers,” says Hastings. In the meantime, if you have any questions, please contact your favorite Seyfarth attorney. Employers should be cognizant of this potential risk and have policies in place that ensure, to the extent possible, that an employee’s workspace is free from potential hazards, including loose Legos and hedge trimmers. And in one case, a court found that an employee was entitled to workers’ compensation benefits when he sustained injuries trimming his hedges while on call. There is no exception to this requirement for employees who work remotely. In March 2020, many employers suddenly found themselves managing a mostly remote workforce due to COVID-19. For a company whose budget can stretch, th… Reimbursement Obligations. https://www.motus.com/employee-work-from-home-reimbursement Under Labor Code section 226.7, employers must also pay an extra hour of pay each day in which they fail to provide a meal or rest period. The policy should also require employees to seek and obtain management’s approval before working overtime, and make clear that failing to do so could result in disciplinary action. Published by Seyfarth Shaw LLP, this blog is for in-house attorneys, HR professionals, business owners, and managers who face real issues on a daily basis and need practical solutions to address them. Remote employee expenses: Staying compliant with state, federal … away from the office). Seyfarth Synopsis: Although the concept of working remotely may seem simple, employers must consider several issues before allowing employees to work from home. In response to “stay-at-home” orders issued by Governor Gavin Newsom and various California municipalities to prevent the further spread of the coronavirus (SARS-CoV-2) employers have been asking or requiring employees to work from home. Internet speeds above normal consumer levels, when required for job duties. Source If management is requiring a remote worker to travel outside the area where they reside, whether that be a company office or other location, then many companies treat it as a business trip for that employee and reimburse all incurred expenses. Thankfully, there are some software programs and apps available that ease the burden of keeping track of remote non-exempt employees and their time worked. Over the last few years, California has led the way in efforts to gain reimbursement for employees of many different work-related expenses. A: The most common expenses employers offer reimbursement for are equipment (e.g., additional monitors, printers), office supplies, and a portion of the employee’s monthly Internet bill and/or mobile device data plan. As employees continue teleworking, employers should familiarize themselves with the requirements for reimbursement under California law. There is no federal requirement to reimburse employees for business-related expenses. An unsettled question is what remote work expenses incurred by the remote employee be paid ... use of home internet/WiFi, use ... should notify HR so that the employee’s expenses can be reviewed and a determination made as to whether additional reimbursement is owed. 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