How to create an reimbursement element that is taxable but not subject to FLSA rate calculations?

For work-from-home associates in some states, we are required to reimburse internet and cell phone costs related to that work. Based on the reading of those rules, the amount is taxable but not subject to FLSA rate calculations. Can someone help with what the appropriate element classifications would be for that setup? Or how you handle a scenario like this?