Phil Marti <prm20871[at]verizon.net> wrote:
- quote -

Not necessarily; it depends on the reason.

I've been in the first part of that situation, where my plans
had to change due to work scheduling. But when my employer
said I had to work when I'd planned to be out, I responded
that they'd have to pay airline change fees and other such
expenses. Of course, I did that _before_ it was too late to c
ontinue with my original plans, and they agreed.

Seth

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Harlan Lunsford wrote:

- quote -

Given the facts, that is the case. But I'm trying to think of
other scenarios.
1) If the OP were a contract (self-employed) person
2) If the employer HAD made the reimbursement (would that be a
taxable benefit?)
3) If the employee had gone on holiday and then been recalled,
the travel expense (a) paid or (b) not paid by the employer.

My daughter, as it happens, often takes short-break vacations.
Her boss habitually tells her that she can't go. But minutes
before she would miss her flight he relents. It's a matter of
control and not, in fact, that her particular skills are
desperately needed. Maybe that's what happened here.

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<rebarnz[at]aol.com> wrote:

- quote -

I'm not any kind of tax dude - I just monitor this NG to
"stay current"...

That said I don't see how this can be any kind of a tax
event.

The employer, although maybe a bit uncaring (but then doesn't
have to be), is right. It falls under the category of stuff
does happen.
You're part-time.
Something has to have come up before.

What kind of employer/tax responsibility would it be if you
didn't work that day and, because you didn't get paid, had
to pay "more" because of less income?

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rebarnz[at]aol.com wrote:

- quote -

Part time employees have no rights, or even reasonable
expectations of treatment the same as regular employees.
Even in the latter case, an employer is not legally required
to reimburse for such expenses you incurred.

As to the tax aspect, it's all personal expense and
therefore not deductible.

ChEAr$,
Harlan Lunsford, EA n LA
Sunday, July 9th, 2006

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<rebarnz[at]aol.com> wrote:

- quote -

Sorry, that doesn't change the fact that it's a
nondeductible personal expense.

- quote -

Since you asked, you might want to look for a different
position. Sounds like you work for jerks, not because they
wouldn't reimburse you, but because they messed up your
vacation in the first place.

--
Phil Marti
Clarksburg, MD

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rebarnz[at]aol.com writes:
- quote -

No. Either get a backbone or get a new job.

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rebarnz[at]aol.com wrote:

- quote -

The answer is NO! And that is what you should have said to
your employer. I realize this may have been a situation
where you were not in a position to say "No".

One rule I learned very early is never go to work on the day
you start your vacation.

My wisdom is to start looking for another job unless you
like abusive employers.

Dick

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rebarnz[at]aol.com wrote:

- quote -

If this is allowable, it will probably be via a court ruling
as the expense is otherwise personal and non-deductible (and
the IRS will take that position).

Get the reimbursement rejection in writing too.

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This is a strange one, but I'm sure I'm not alone -

I had scheduled a vacation with my family, and my employer
had agreed that I would be able to leave work in time to
depart on the vacation. I'm part-time, with flexible hours,
so there was no formal (written) vacation-time arangement
made.

When the day came that I would have to leave work to join my
family to depart, my employer needed me to work later than
expected, and my family had to leave without me. I ended up
having to book an extra flight, pay for airport parking, etc
to catch up with my family on the road.

My employers shrug their shoulders and call it a personal
problem, that I shouldn't have scheduled so tightly, and
wont reimburse for the extra travel expenses I was caused.

So, is there any way this can be treated as an unreimbursed
employee expense? I realize the travel wasn't for business,
but it wouldn't have been necissary if my employer hadn't
messed up my schedule.

Any wisdom appreciated!

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