Tool And Expense Reimbursements

Expense Reimbursement And Your Employer

Protecting Your Rights When You’ve Been Forced To Pay

A young employee was excited to start his new job at the repair shop, but he was frustrated his employer required him to buy many of his own tools, buy certain clothes, glasses, gloves, boots, etc. “I don’t make enough money to be able to afford these,” he thought. “Isn’t it my employer’s job to provide these items for work? Shouldn’t they reimburse me for the money I’ve spent?”If you work in a position where you are required to use tools and other items, you should know you have certain rights under the law. In California, you are generally entitled to reimbursement for tools, clothes, cleaning of uniforms, products such as cellphones and other supplies you pay for yourself.

This includes:

  • Use of a vehicle
  • Buying safety equipment (glasses, boots, etc.)
  • Cash shortages (not reimbursing in payroll)
  • Use of a cellphone or replacing a damaged cell phone
  • Uniforms and/or clothes, including laundry and cleaning

Under the law, you can file a civil claim against your employer, seeking compensation if you are not properly reimbursed. This is important because the costs of tools can add up over time — not just for you but for your co-workers, too. If your employer’s policy is to pass on the expense of tools and supplies to employees, it could be breaking the law in order to profit. Your employer should be held accountable.

You Have The Right To Contact A Lawyer

Whether your employer is not reimbursing you in a timely manner or not reimbursing you at all for the costs of tools, products and cash shortages at work — you have the right to contact an attorney and pursue a claim. At Righetti • Glugoski, P.C., we are ready to help.

Please contact our San Francisco law firm and have an immediate, complimentary and confidential consultation. Call us at 415-983-0900 or toll free at 800-447-5549. We highly respect your privacy. Your consultation will be confidential, and we will not inform your employer you called.


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Lopez et al. v. Euromarket Designs, Inc., (d/b/a Crate and Barrel), Case No. BC436515 on Final Approval of Class Action Settlement, Judge Soussan G. Burguera
"Class counsel capably represented the class in a manner which has resulted in a settlement well received by the class and which has been approved by this Court. This case presented issues of law which are hardly settled in the field of wage and hour litigation and the Court recognizes that the attorneys for the class worked diligently and responsibly for the interests of the class members."
Groves et al. v. Ross Stores aka "Ross Dress for Less Stores", Case no. RG 04183362 on Final Approval of Class Action Settlement, Honorable Steven Brick
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I recently had a issue I needed guidance with regarding exempt/non-exempt classification with a previous employer. I had not been paid for overtime hours that I had worked, prior to leaving the company. I contacted Righetti Glugoski, and quickly spoke to Matt Righetti. I was very pleased at how comfortable he and his staff made me feel. He kept me informed along every step of the way, and the whole process was very transparent. In a very short period of time, Mr. Righetti not only got me the compensation I was entitled to, but he was also able to get me penalties and fees that were owed as well. My entire experience with Matt and his firm was amazing, and I couldn't have been happier. I would highly recommend Matt and the Righetti Glugoski law firm to anyone who needs representation with a labor issue.
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