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Yep. CA Labor Code 2802; see also Castro v. ABM (reimbursement required if the employee is required to use a personal phone for work-related purposes, even if employee has an unlimited plan).
Doesn’t hurt to let your HR know. You can also do it in a pretty innocent way. (“Hey I just found this out — does the firm offer any reimbursement for this?”)
Cochran v. Schwan's Home Service, Inc. says the employer has to pay even if the employee incurs no additional expense. For what it’s worth, my firm doesn’t and we do employment defense.
My firm gives everyone a $25/mo “tech reimbursment”
Depends how much you get paid
if u wanna risk getting laid iff
When you move on, consult a class action atty