Connecticut Employee Cell Phone Usage Policy
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How to fill out Employee Cell Phone Usage Policy?
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FAQ
Employees who hold positions that include the need for a cell phone may receive a monthly cell phone stipend of $30 to compensate for business-related costs incurred when using their individually-owned cell phones. The stipend will be considered a non-taxable fringe benefit to the employee.
What is the average mobile stipend provided to employees? Businesses and public sector organizations that provide mobile phone stipends for BYOD employees pay $36.13 per month on average, according to the Oxford Economics survey. This amounts to about $430 per year for each employee.
This article presents a tactical approach to creating a cell phone policy. Ultimately, we recommend that you use your employee expense workflow to reimburse each employee either $50 or $75 a month. This policy is IRS-compliant, scalable, and convenient for employees and finance admins.
No Exceptions: Employers Must Always Reasonably Reimburse Employees' On-the-Job Use of Personal Cell Phones (California) Section 2802 of the California Labor Code requires employers to reimburse their employees for any necessary expenditures or losses that they incur as a direct result of doing their job.
Permitted UsesEmployers should define the acceptable uses of personal devices for work purposes. An employee's use of email, instant-messaging and the internet can be a vehicle for inappropriate, discriminatory or harassing behaviour, especially for employees who feel less inhibited using their personal device.
Companies typically provide cell phones when they expect employees to spend a significant amount of time on the phone outside of the office building or after normal business hours.
In sum, employers must reimburse California employees (without distinction) for cell phone use when employees are required to use their personal cell phones for business purposes. Reimbursement is required even if the employee does not actually incur extra expenses as a result of his or her use.
Below are some options you have for offering your employees a cell phone reimbursement stipend:Give employees a specific amount every month, reimburse through an expense software such as Concur.Give employees a 'Cell Phone Perk Stipend,' reimbursed through an IRS-friendly perk software (like Compt).More items...
Cellular phone costs are reimbursable only to the extent that the usage is for business-related purposes. Therefore reimbursing the full cost of a plan no matter the cost is not appropriate since at least a portion would be considered income.)
In California, when employees must use their personal cell phones for work-related calls, employers must pay some reasonable percentage of those phone bills even if employees incurred no extra expenses using their cell phone for work. See Cochran v.
