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Reimbursement of Expenses

What is reimbursement of expenses?

Reimbursement is when an individual has paid for a certain expense out of their own pocket, and the individual is reimbursed by either their place of employment or a certain company. There are many different types of reimbursement an individual can receive. A reimbursement can be classified as day care, transportation and medical. Many questions about the different types of reimbursement and the reimbursement laws are answered by the Experts like the ones answered below.

Can a employer refuse to reimburse an employee for expenses incurred during travel for work related issues if there is a delay on the submission of the claim in the state of California?

The employer cannot refuse to reimburse and employee for expenses he/she is out in regards to work related travel. According to the California Labor Code 2802 "an employee can't waive his/her right to be reimbursed for or be liable for the cost of doing business." The employee can't waive this right therefore the employer has a duty to reimburse him/her. If the employer refuses to reimburse the employee then they can file a claim with the California Department of Industrial Relations located at the following link. http://www.dir.ca.gov/dlse/HowToFileWageClaim.htm

If an employer reimburses an employee for moving expenses and claims part of the reimbursements as income and part as non-income, can a employer claim all the expenses as taxable?

In some cases moving expenses can be taxable and some are not. Here is a provided link that can go into full detail on while type of moving expenses can be taxable by individuals. http://www.irs.gov/publications/p521/ar02.html#en_US_2010_publink1000203511

If an employee works in Arizona and works in Indiana but does not get reimbursed for their travel expenses when all other employees do, can the employee file a complaint against the company if this is due to retaliation for being on Family Medical Leave Act (FMLA)?

The employee who is not getting reimbursed may have a couple of legal actions against the employer. The first one being retaliation for the FMLA leave and the second one being the non-reimbursement for travel expenses when the rest of the employees receive reimbursement for their travel expenses. If the employer has a contact stating they will reimburse the employees for travel expenses then they may be able to sue for breach of contract.

Does an employee working for a company that does not pay mileage reimbursement for mileage driven from the home to the job site have any rights to seek legal action against the employer?

There is no law saying that an employer has to pay mileage reimbursement for mileage driven from the home to the job site. There are some companies that do pay mileage reimbursement when the employee drives from the office to the job site. If an employer pays the employee an hourly wage then they don’t have to pay mileage reimbursement if they choose not to. The employee however, may claim the mileage reimbursement on their taxes at the end of the year.

In the state of California, is there any law or policy in place that explains what are reasonable time frame for a employer to reimburse and employee for expenses?

In most cases, expenses need to be reimbursed in a reasonable time. If an employee has not received reimbursement within two paychecks then he/she may need to contact human resources and find the cause for the delay. If that step does not work then the employee may need to contact the California Labor Board and file a complaint against the employer.

Sometimes an employee finds themselves face with refusal to from the employer to pay those expenses back; the employee seeks to be repaid for those expenses. Getting reimbursement, mileage reimbursement, reimbursement of expenses or reimbursement of travel expenses and the laws that surround them may be hard for the employee to do. This may leave the employee confused and lost as to where their rights stand and how to proceed to get what is owed to them. The Experts are a fast affordable way to find answers in these types of situations that often cause questions.
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Recent Reimbursement Questions

  • My question concerns independent contractors: I am a dance

    My question concerns independent contractors:
    I am a dance studio owner, and my ballet instructor coordinated a 2 week intensive with her friends and colleague to attend and guest instruct.We wrote a contract that specified a time period and fee. Later, my ballet instructor reduced the length of the scheduled intensive to 1 week,(but we did not amend the contract) and since then has left to open her own business. I decided it was in the best interest of my studio to terminate their contract to teach, and my relationship with her, and move on with new staff.
    We did not address cancellation or termination in the contract, nor was reimbursement for travel part of the contract. Now my ex-teacher is demanding that I pay the travel expenses for one of the teachers she recruited.(air fair) What is my legal obligation? This relationship has many more twists and turns, however, what is my accountability to these people? They won't teach if she is no longer on staff, either.
  • I received tuition reimbursement from my employer for the semester

    I received tuition reimbursement from my employer for the semester paid out on 5/22/2014. In the agreement section it states "For coursework where I received tuition assistance, I understand that the company expects successful completion and for me to remain active, eligible employee fro 12 months following course completion." My question is the way this is stated I think that I only owe the company 12 months (1 year from the time that I received the funds) or should I take this to mean 1 year after I graduate in May of 2015. If they mean 1 year after I graduate in May of 2015, could I get out of it on a technicality because they said course completion, not degree completion?
  • My Michigan workers comp claim was challenged by my former

    My Michigan worker's comp claim was challenged by my former employer (December 2013). He stated that I quit, when in fact I was laid off. I promptly sent in the required documents stating my reply. After send the reply, I received a letter from WCI stating that it had been determined that I was fired and would receive unemployment benefits.
    Today, six months and $4000 later, I have received a redetermination letter, which informs me that my former employer has submitted new evidence and it has been determined that I quit of my own free will. Along with this letter is a statement of the payments I received from WCI and a request for reimbursement for the overpayments.
    Is this as crazy as it sounds? I know I can repeal, but I don't understand why I have to. Can you suggest a plan of action for me?
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