Dealing a blow to employers, the California Court of Appeal issued a new ruling on August 12, 2014 requiring companies to reimburse employees for work-related uses of personal cell phones. The decision applies to employees cell phone plans with both unlimited minutes and limited minutes, and requires companies to pay a “reasonable percentage” of the employees’ cell phone bills if the phones or mobile devices were required to make work-related calls.
The case in this instance, was brought by a class-action of approximately 1,500 service managers against Schwan’s Home Service, Inc. , a grocery-delivery service. In the case, the California Court of Appeal determined that when an employee makes work-related calls on a personal cell phone, they incur expenses that the California Labor Code requires the employer to reimburse. The court determined that employers may not pass on those expenses to employees, even if the employee uses an unlimited plan, or expensive/high cost plans.
According to earlier Court decisions involving employee reimbursements, Courts have permitted both actual and lump sum reimbursements, as long as the employer provides “some method or formula” to identify what payment is being issued to compensate the employee for the expense reimbursement.
The Court’s new ruling has meaningful ramifications for all kinds of wireless data, text, and other plans that employees use, including wireless services that have data caps or throttled services. The new ruling could potentially eventually spill over into homes wireless services, when work is performed off-site at the direction or convenience of the employer.
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But what they save for the end of our meeting, almost like an afterthought, are the two numbers that traditionally meant the most for a data storage service: how many gigabytes you can store, and at what price.
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