Have you worked for Sprint in California within the past 3 years?
YOU MAY HAVE A CASE AND BE ENTITLED TO COMPENSATION IF YOU CURRENTLY WORK AT A SPRINT STORE IN CA OR WORKED THERE AT SOME POINT IN THE PAST THREE YEARS AND EXPERIENCED ANY OF THE FOLLOWING:
WERE YOU REQUIRED TO DOWNLOAD AND USE A GROUP MESSAGING APP ON YOUR PERSONAL CELL PHONE WITHOUT BEING REIMBURSED?
DID YOU USE YOUR PERSONAL COMPUTER, IPAD OR DATA PLAN FOR WORK-RELATED PURPOSES WITHOUT BEING COMPENSATED?
- DID YOUR EMPLOYER FAIL TO COMPENSATE YOU FOR TRAVEL TIME AND MILEAGE EXPENSES WHEN TRAVELING FOR WORK-RELATED PURPOSES (SUCH AS ATTENDING MEETINGS AT A LOCATION OTHER THAN YOUR REGULAR STORE, OR PICKING UP INVENTORY AT A STORE OTHER THAN YOUR OWN)?
- DID YOU WORK OFF THE CLOCK WITHOUT BEING COMPENSATED?
- WERE YOU UNABLE TO TAKE ALL OF YOUR REST BREAKS AND MEAL BREAKS IN A TIMELY MANNER AND WITHOUT BEING INTERRUPTED BY WORK DUTIES?
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Many California employees are not aware that they are entitled to recover reimbursement for cell phone, data plan, computer and work-related travel expenses. California’s Labor Code § 2802 provides that your employer must reimburse you for regularly incurred, reasonable expenses related to the performance of your job duties.
Examples of work-related personal cell phone use may include situations where your employer regularly calls or texts you regarding work-related communications during or after your normal working hours or requires you to download an app on your personal cell phone (such as GroupMe) to enable group or other work-related communications. This could also include using your personal cell phone to communicate with clients or customers either on or off the clock.
California law also requires employers to provide travel time and mileage compensation to employees for work-related travel. This does not include traveling to your regular work location, but may include traveling to meetings at a location other than your regular store, running errands, or picking up inventory at different store locations. If you are a non-exempt employee, you are also entitled to take all of your rest and meal breaks completely duty-free and without being interrupted. Your employer cannot require you to remain on the premises for breaks, and they must pay your meal penalty and other penalties if you weren’t able to take your rest and meal breaks.
Your employer must also pay you for all time worked off the clock, as well as applicable overtime pay.