{"id":2285,"date":"2020-12-15T08:36:12","date_gmt":"2020-12-15T16:36:12","guid":{"rendered":"https:\/\/ascentblog.org\/?p=2285"},"modified":"2020-12-14T11:51:33","modified_gmt":"2020-12-14T19:51:33","slug":"reimbursable-expenses-for-remote-workers","status":"publish","type":"post","link":"https:\/\/ascentblog.org\/reimbursable-expenses-for-remote-workers\/","title":{"rendered":"Reimbursable Expenses for Remote Workers"},"content":{"rendered":"

Many employees have been forced to adapt to working from home during the pandemic. The learning curve goes both ways; their employers have also had to figure out the minutiae of remote work, confronting issues ranging from timeclock expectations to virtual meetings. One such grey area pertains to reimbursable expenses; with the COVID-19 pandemic showing no signs of slowing, it looks like a lot of people will continue working from home well into the new year. Figuring out how to deal with issues such as expenses now can save you from future headaches.<\/p>\n

Federal and State Laws Set the Tone\"\"<\/a><\/h2>\n

There are a lot of things employees take for granted when working onsite. Office supplies; software and hardware; internet access; and even items like coffee and toilet paper are often provided free of charge. As an employer, do you have an obligation to cover these and similar expenses for employees working remotely?<\/p>\n

To answer this question, you must first take a look at your legal obligations. Federal law requires employers to reimburse for work-related expenses only when they drop the employee\u2019s earnings below minimum wage.<\/p>\n

Several states require that employers reimburse staff for all necessary business-related expenses, including California, Illinois, Iowa, Massachusetts, Montana, New York and the District of Columbia. Common telecommuting expenses that would be covered include:<\/p>\n