Why guards face this issue often
Security work frequently requires the guard to buy or maintain specific gear — uniforms, flashlights, radios, boots — and to use a personal phone for check calls or reporting.
California law places the cost of doing business on the employer, not the employee, for necessary expenditures required to perform the job.
Common expense categories
| Expense | Typically reimbursable? | Notes |
|---|---|---|
| Required uniform purchase/maintenance | Yes | If employer mandates a specific uniform |
| Flashlight, duty belt, other required gear | Yes | If required to perform the job |
| Personal cell phone use for work calls | Yes | Reasonable percentage of plan cost |
| Guard card (BSIS) application fee | Case-by-case | Often treated as a cost of employment if required by the specific job |
| Company-mandated training beyond state minimum | Often yes | If required by the employer as a condition of the job |
What guards should track
- Receipts for required uniform items, boots, and equipment purchases
- Any employer policy stating what the guard must supply personally
- Evidence of personal phone use for work, such as call logs or text messages with dispatch
- Guard card, live scan, and required training receipts
Practical note
Reimbursement obligations can depend on the specific facts of the job and the employer's policies, so guards should keep documentation even before raising a claim.
Research and education only
This page is for research and education about expense reimbursement concepts under California law and is not legal advice. Summit Force Security Group is not a law firm and does not provide legal representation.
Guards with a specific reimbursement dispute should contact the California Labor Commissioner's Office or a licensed California employment attorney.
Official sources & local data
We link to the agencies rather than reprinting them, so you always land on the current version. Summit Force is not affiliated with or endorsed by any agency listed here.