California law requires that your employer reimburse you for any and all work-related expenses that you incur, including cell phone usage, travel expenses, personal vehicle usage, uniform purchase (if required,) office supplies, and more.

Unfortunately, it is common for employers to unlawfully pass these expenses on to their employees. If your employer is not properly reimbursing you for your work-related expenses, we want to help. 

Depending on the specifics of your situation, you may be entitled to compensation – and we’ll help you fight for justice, every step of the way. Contact us today to schedule a free, confidential consultation. 

If You’re Using Your Personal Cell Phone for Work, You’re Entitled to Reimbursement

Many employees are required to use their personal cell phone for work purposes – including phone calls, text messaging, group app messaging, and email. 

If you’re using your personal cell phone for work, your employer is required to reimburse you for a reasonable percentage of your cell phone bill! It doesn’t matter if you’re paying the cell phone bill yourself, or if a third party is paying it, or even if you’re not paying the bill at all. 

In addition, if you’re using your home internet or wireless data plan in order to perform work functions, you’re entitled to be reimbursed for that usage as well.

If your employer isn’t correctly reimbursing you for cell phone or home internet usage, we can help you evaluate your options. Contact us today to schedule a free, confidential consultation.

Rest Breaks: Understand Your Rights 

As a non-exempt (hourly) employee, you’re entitled to at least ten minutes of paid rest per 3.5 hours worked. 

This means:

  • If you work at least 3.5 hours, you are entitled to one paid break of at least ten minutes.
  • If you work seven hours or more, you’re legally entitled to at least two paid breaks of ten minutes or more.
  • If you work ten hours or more, you’re entitled to at least three ten-minute, paid breaks. 

Just like with your meal breaks, these rest breaks must be completely uninterrupted and you cannot be expected to perform any work during your break. In addition, with rare exceptions, you must be allowed to leave the premises during your break.  

If your employer does not allow you to take these rest breaks, or refuses to pay you for this break time, there is a good chance they are violating the law and you may be entitled to compensation. Contact us [link to contact page] to schedule a free, confidential consultation to discuss your case and evaluate the best path forward.

If You’re Using Your Personal Vehicle for Work, You’re Entitled to Reimbursement

If you’re required to drive your personal car, van, or truck for work, you are entitled to be reimbursed by your employer. 

As of January 2019, you should be reimbursed at the rate of $.58 per mile driven. This has recently increased from $.54 per mile in 2018. 

However, miles driven for your commute to and from your work location or office are generally not required to be reimbursed. 

Do you have questions? Do you think your employer may be failing to reimburse you properly for your personal vehicle usage? Contact us today to schedule a free, confidential consultation. 

If You’re Traveling for Work, You’re Entitled to Reimbursement

If you’re required to travel for work, your employer is legally required to pay for it. It doesn’t matter if you’re flying across the country and staying overnight, or simply driving across town. If you’re required to travel – your employer has to pay for it.

In addition, many employees don’t realize that their employer is required to pay for ALL of their travel time, with the exception of their “normal” commute to work. For example, if you normally drive 20 minutes to get to your office, and it takes you 20 minutes to drive to the airport for your work trip, your employer doesn’t have to pay for that 20 minute drive.

However, if it takes you 45 minutes to get to the airport, you are legally entitled to compensation for that additional time. 

And, if your employer requires you to meet at a central location (like the office) before travel begins, you are entitled to be paid for that time as well. Your employer is allowed to pay you at a reduced rate for such “waiting” time, but they must notify you ahead of time that you’ll be receiving a lower wage.

Note that your employer is NOT required to pay for any personal time taken while traveling – like eating, sleeping, or sight-seeing. 

Do you think that your employer is failing to reimburse you for your travel time and expenses? Contact us today to schedule a free, confidential consultation.

We’ll Fight for Your Rights 

If you think that your employer may be violating your rights, we can help.

Whitehead Employment Law is focused solely on helping employees preserve their rights and helping them obtain compensation if those rights have been violated.

Fighting for your rights is all that we do! And we work exclusively on contingency basis, which means we only get paid if we win the case, and you don’t have to pay anything out of your own pocket! 

We have settled and tried cases winning millions of dollars in awards for clients whose employers have failed to reimburse employees for work-related expenses. Many of these types of situations are ideal for class action treatment. 

Please contact us today to schedule a free, confidential consultation. 

Fantastic Settlement

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- John

Best In SoCal

"I highly recommend Mr. Whitehead and his firm. Not only was he a true professional but he is the only attorney who I have ever worked with that actually worked with me, taking the time to tell me my options. He is also the only attorney I have worked for that 100% followed through on his word. He returned calls, kept me up to date and his staff was exceptional. If you are looking for an Employment Attorney, he is the one to hire!" - Brooke

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"I was having trouble with my ex-employer that put me in an ethically compromised position. There seemed to be no way out. I wasn’t sure if I needed an attorney, but I was referred to Whitehead Employment Law. It turned out to be the best decision I could have made. I got the best possible outcome thanks to Jacob and his team. I don’t know if I will ever need an employment Attorney again but if I do I know who to turn to. Thanks guys, you lifted a tremendous weight off my shoulders."

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When No One Else Could

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