IANAL but years ago worked in a non-tech field (social services) in CA and as an employer we were required to pay for certain things for employees that were requirements for the job. For example each employee who worked in direct contact with our clients (in this case troubled teens) was required to have CPR certification and a TB test. While the employee was required to provide these (and cover the cost) at initial hire, because we required it as a condition of employment (i.e., it was necessary for them to do their job) we the company had to pay for renewals of CPR training/certification and TB tests (every 2 years if memory serves).
I would think that if something is clearly defined in your job description as a requirement, that it would be your employers responsibility to cover the costs/provide the needed equipment.
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IANAL but years ago worked in a non-tech field (social services) in CA and as an employer we were required to pay for certain things for employees that were requirements for the job. For example each employee who worked in direct contact with our clients (in this case troubled teens) was required to have CPR certification and a TB test. While the employee was required to provide these (and cover the cost) at initial hire, because we required it as a condition of employment (i.e., it was necessary for them to do their job) we the company had to pay for renewals of CPR training/certification and TB tests (every 2 years if memory serves).
I would think that if something is clearly defined in your job description as a requirement, that it would be your employers responsibility to cover the costs/provide the needed equipment.