cell phone reimbursement policy for nonprofits

I have attached Sample Cell Phone Reimbursement Policy. Cochran v. Schwan's Home Serv., Inc., 228 Cal. Except for alimited number of positions, the university will notown cell phones for the use of individual employees after January 1, 2017. This policy is only a sample. ELIGIBILITY. Mobile phone stipends have become increasingly common in recent years as corporate and public sector organizations have adopted Bring Your Own Device (BYOD) policies.According to a survey by Oxford Economics, the vast majority of organizations with BYOD policies provide mobile reimbursements to employees, with most paying between $30 and $50 per month. Nonprofits are increasingly subject to growing regulatory burdens and high expectations from donors, clients and the public. My young company has handled corporate cellphone policy (reimbursement) inconsistently over the years. Travel and Expense Reimbursement Policy Cell Phone Stipend Policy . You may use this rate to reimburse an employee for business use of a personal vehicle, and under certain conditions, you may use the rate under the cents-per-mile rule to value the personal use of a vehicle you provide to an employee. a. Cell Phone – A cell phone, in this case, refers to a mobile phone up to and including features such as a ... POLICY #: IT301, 9/4/2013 Page 2 of 6 Tablet – Mobile devices usually consisting of a large (6”+) touch screen, internet connectivity and other ... s/he may submit a record of these expenses for reimbursement. The business mileage rate for 2020 is 57.5 cents per mile. Eligible e mployees (below) may receive a cell phone stipend from the U niversity for business - related costs incurred when using their personal cell phones. It is a framework within which to develop your own policy. It’s common for nonprofits to reimburse directors and key employees for various work-related expenses such as car, travel, meals, and entertainment. Cents-per-mile rule. These payments to employees can be made through advances, direct reimbursements, charges to a company credit card, or direct billings to the employer. In Cochran v. Schwan’s Home Service, Inc., the California Court of Appeal ruled unequivocally that an employer must cover the cost of an employee’s work-related cell phone calls. We urge you to carefully review the language and provisions and revise them to conform to your organization's specific needs and circumstances and, if appropriate, seek the advice of competent legal counsel. The objective of this policy is to facilitate the Employees in their jobs by increasing communication within the organization and especially with the customers and to prevent them from the hassle of purchasing Sim Cards / Hand Sets. I. 4th 1137 (2014). App. Introduction. One way nonprofit boards can promote compliance with law and best practice, is by implementing thoughtful governance policies and procedures. The Cochran case provides guidance on how to calculate a reasonable reimbursement for the mandatory use of personal devices such as cell phones: employers must compensate their employees for a "reasonable percentage" of the employee's cell phone bill under Section 2802. Business Expenses Only Using a company credit card or direct billing doesn’t involve an actual reimbursement of funds to the volunteer because the expense is paid directly by the nonprofit, but the same rules apply as for an actual reimbursement where the volunteer pays an expense out of his or her own pocket and is later repaid by the nonprofit. Currently we have employees with their own phones and plan that get reimbursed via AP (some 100% at exec level and others a fixed amount) and we have a few folks on a company plan that the company pays 100%. Travel and Business Expense Policy (OFS-3) ... procedures for submitting reimbursement requests. Hi. 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