Posts Tagged ‘social media’

Federal Tax Info Via Social Media

Monday, January 30th, 2012

IRS Reaches Out With Social MediaIRS Tax Tip 2012-13

Using the latest technologies, the IRS offers multiple avenues for you to get tax information. If you have a smartphone, we have an app! If you like to watch videos from your phone or computer, we have dozens of helpful YouTube videos…and, of course, follow us on Twitter.

Check out how the IRS delivers the latest tax information, initiatives, products and services through social media.

  1. IRS2Go The IRS recently launched a smartphone application that allows you interact with the IRS using your mobile device. Our app can help you get your refund status and tax updates. IRS2Go is available for the iPhone or iTouch and the Android.
  2. YouTube The IRS offers short, informative videos on an assortment of tax-related topics through our YouTube Video channel. The videos are offered in English, American Sign Language and a variety of foreign languages.
  3. Twitter IRS tweets include tax-related announcements, news for tax professionals and updates for job seekers. Follow us @IRSnews.
  4. Audio files for podcasts These short audio recordings provide useful information on one tax-related topic per podcast. They are available on iTunes or through the Multimedia Center on IRS.gov (along with their transcripts).
  5. Widgets These tools, which can be placed on websites, blogs or social media networks, direct others to IRS.gov for information. The widgets feature the latest tax initiatives and programs and can be found on Marketing Express, the marketing site that allows IRS partners and tax preparers to customize their IRS communications products.
  6. RSS Really Simple Syndication, or RSS, is an easy way to gather a wide variety of content in one place on your computer. The IRS now offers RSS feeds. RSS, is an easy way to get the news you want whenever it is updated, even if you are not on our website.

Keep in mind that the IRS uses these tools to share information with you. Do not post any confidential information on new or social media sites, especially your Social Security number. The IRS will not be able to answer personal tax or account questions through any of these services.

To find links to all of IRS’s social media tools, visit www.irs.gov and click on “Social Media.”

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Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

Social Media In the Workplace

Thursday, March 31st, 2011

Facebook IconMarch 2011

By: Walter J. Liszka, Esq.

Since Facebook has become the largest of all online social networks (estimated with over 500,000,000 active users worldwide), it is becoming one of the most difficult entities to control in the workplace. While employers can take the position of no involvement whatsoever with regard to their employees’ use of Facebook, this is quickly becoming analogous to an ostrich sticking its head in the sand and hoping the potential problem goes away – it will not. Every day, the potential of a problem involving Facebook and your employees becomes greater. But what is an employer to do – ban the use of Facebook at its facilities; allow its use only for business purposes; or give its employees free rein to use it at their whim?

Before you make a choice as to how to deal with Facebook, consider the following:

Complete Ban: If you choose to completely ban or block Facebook on your intranet sources, you certainly won’t be losing employee work time in pursuing Facebook inquiries. But you will in all probability create a wave of resentment, potential morale problems, and even the possibility of employees checking Facebook on their own Smartphones while hiding under their desk, in lavatories, hallways, etc. Banning Facebook is not a viable option and does not allow an employer much control over this potentially invasive tool.

Business Use: Allowing access for employees with a legitimate business reason and advanced written permission would have the potential to cut out a lot of wasted time and control access. This may be the preferable option for certain businesses (i.e. advertising, consultants, headhunters, etc.) who can find uses of Facebook as an adjunct to enhance their business opportunities.

Facebook Access with Guidelines: This is the preferable option for employees and potentially for employers as well. It is an option if you very clearly outline in your company policies that the use of Facebook should not interfere with job performance and employees must police themselves with regard to time, access and commentary. It must be clearly stated that if employees are spending too much time on Facebook, which can be a detriment to their work, you will address this issue under job performance discipline.

Regardless of whether employees are using company equipment or their own equipment to access Facebook, you can and must require that they do this on a professional basis:

  • Under no circumstances should employees use company e-mail addresses when signing up for their personal Facebook accounts. This can create an impression of company sanctioning of comments, etc.
  • Under no circumstances should employees give the impression that they are acting as employees of or representatives of their employer. It is also strongly advised that if employees identify themselves, they should have a clear disclaimer that their opinions, as stated on Facebook, are theirs and theirs alone and do not represent the company’s ideas or positions.
  • Remind and re-enforce with employees that there is an absolute prohibition of the dissemination or discussion of confidential and proprietary information on any Facebook account. Also, they should be reminded that comments about any work-related issues (i.e. jobs they are performing, length of time they are required to spend on jobs, etc.) are completely inappropriate.
  • Should you allow your employees to use company equipment to access Facebook, they must avoid any links or attachments unless they are absolutely clean, uninfected, and business-appropriate. Make sure they also understand that any comments they make on Facebook have no expectation of privacy when using company equipment and are always accessible by the company. Also make absolutely certain they understand that should they post any inappropriate comments with regard to a business or their fellow employees, they are subject to disciplinary action based on harassment and discriminatory policies of the company.

Facebook itself is not the enemy. Like any other business tool, it must be used correctly and within the guidelines established by you as the employer.

Reprinted with permission of Wessels Sherman Law Firm

Contact any Wessels Sherman attorney to discuss questions regarding this subject.

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

PCS Launches New Website!

Tuesday, July 27th, 2010

PCS WebsiteWe are proud to announce the launch of our new website effective July 2nd, 2010. This was the final step in phase one of a complete update of our web-based marketing and customer service efforts. Over the past six months we have launched our newsletter, blog, social media sites and the new website.

The new site, located at www.pcspayroll.com was designed and built by M-Design Interactive and boasts a completely new look and feel along with seamless navigation to our core products and services. We have added quick links to news worthy items, our SAS 70 Type II request form, and our Better Business Bureau report. You’ll also find links to our social media pages including LinkedIn, Facebook, Twitter and our blog, www.truthinpayroll.com.

We’d appreciate your help! Please visit our social media sites and “friend” or “like” us where applicable. Feel free to write comments and testimonials as we are actively monitoring activity in each of these areas. You could also help us by writing quick reviews about PCS on yelp and dexknows.com. Just click the links and tell others about your experience with PCS!

Many updates and additional functionality are part of our phase two plans. Included in these are:

  • Expanding product details and information with full demonstrations and tutorials.
  • Updating and expanding our entire Partners section.
  • Adding a more robust, secure Client area with log in capability to access tutorials and other sensitive data.
  • Adding polling features and events calendars.

Keep checking back on a regular basis. Your comments and suggestions are always welcome!