Employee Expense - Company Expense?

You know I got a great email the other day from someone following this blog, and it really has been on my mind since reading.  The email is around company(s) who are no longer paying employee expenses like that of Internet connectivity, cell phones, long distance and the list goes on.  Does this really amount to a reduction in salary?  The employee out of pocket expenses to have the job has really increased. 

This individual is really struggling with paying these expenses, ISP, cell, Long Distance and so forth.  The company says it is a privilege of flexible work options, and they are just doing what other companies are doing.  Does this individual cut these services to keep the family a float, and if so, what impact might it have on their employment status.  Does this put the employee at a disadvantage? What are my thoughts on this.

Have been thinking for several days on this, as it is a complicated situation.  With permission, I wanted to add this to the blog as others are facing this same situation.  It is important to understand that your primary obligation is to your family.  You are working to provide for your family, not the company.  If the company will no longer reimburse the employee for Internet connectivity, cell phone and other expenses, then the employee has to bring those expenses into check.  Cell phone is not a necessity, and can go away at anytime.  If it is essential for the company to reach you anytime, anywhere, they would provide the phone.  Kill the cell and let your supervisor know - in writing.  I would also evaluate the Internet connection and shop for the best deal, and bandwidth you can afford. 

Yes, it is true that companies are taking advantage of the economic climate and are placing undo burden on the backs of the employees.  In addition, it is hurting morale, and employee partnership.  It is a shame this course of action has taken place over a few dollars per employee per month.  But it is what it is, and the employee has to protect their interests and family well being. 

I recommend all communication of change be in writing with the supervisor and/or human resources.  I would also encourage the employee always keep their options open and in today's climate be looking at their 3 - 5 year goals and direction.