Employment + Labor
Lloyd W. Aubry, Jr., Christine E. Lyon, and David P. Zins
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California employers hoping to save money through a bring-your-own-device (BYOD) program may need to think twice. Under California law, employers must reimburse employees for required work-related use of personal cell phones—and a recent California appellate decision held that an employer must provide reimbursement regardless of whether the employee actually incurs any additional out-of-pocket costs. California employers also need to stay on top of wage-payment obligations that may arise from the use of personal devices outside the office, as well as privacy concerns that will shape their BYOD policies and agreements. Join us to find out what steps your company can take in managing its BYOD program in light of the special challenges arising under California law.
Continuing Education Credits: 1 hour of CLE credit is pending for California
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