Apparently CA Labor Code mandates employers reimburse costs incurred using a personal phone for work. My firm doesn't reimburse at all, so I'm just wondering if it's worth making a stink about this?

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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?”)

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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.

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My firm gives everyone a $25/mo “tech reimbursment”

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