Easy Ways to Spot Suspicious Calls from Those Claiming to be the IRS

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With tax season in full swing, phony IRS calls are more frequent than usual. It’s important to stay apprised of the scams and how they can illicit your personal information for financial gain. Due to the importance of maintaining compliance with IRS requirements, most people are quick to hand over their information. Doing so can result in your identity being compromised and the resolution for such requires an incredible amount of work to resolve. It is particularly dangerous for business owners as your livelihood can be stripped from under you overnight.

The IRS offers some great tips for vetting the calls and discerning phony from real calls.

The first is an understanding for what they are typically using as bait. They may demand money, or say you are due money. They likely will know a significant amount of your personal information and mask their phone numbers from the IRS. Some will go one step further and provide fake names and IRS identification numbers.

The IRS Commissioner, John Koskinen states “We have formal processes in place for people with tax issues. The IRS respects taxpayer rights, and these angry, shake-down calls are not how we do business.” According to the IRS website, there are 5 things the IRS will never do:

  1. Call to demand immediate payment, nor will we call about taxes owed without first having mailed you a bill.
  2. Demand that you pay taxes without giving you the opportunity to question or appeal the amount they say you owe.
  3. Require you to use a specific payment method for your taxes, such as a prepaid debit card.
  4. Ask for credit or debit card numbers over the phone.
  5. Threaten to bring in local police or other law-enforcement groups to have you arrested for not paying.

The IRS does not use unsolicited email, text messages or any social media to discuss your personal tax issue. One way to ensure that you are up to date on taxes is to work with a PEO – they will make sure that you are following the correct codes, regulations and tax requirements. Contact us today to find out which PEO is right for you!

The Age Discrimination in Employment Act of 1967

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We find that many employers are unaware of this act.  It is, however a very important hiring regulation.  According to the Equal Employment Opportunity Commission, “age discrimination involves treating someone (an applicant or employee) less favorably because of his age.”

The Age Discrimination in Employment Act (ADEA) only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40, although some states do have laws that protect younger workers from age discrimination.

Most frequently, we see cases of age discrimination in the elder set – companies who are hesitant to hire someone who is closer to retirement in favor of someone younger who can put in more time with the company.  The law doesn’t require that one individual be below the age of 40, discrimination can also occur when the victim and the person who inflicted the discrimination are both over 40.

Age discrimination doesn’t simply apply to hiring, but all aspects of employment. As it relates to work situations: “The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment,” according to the Department of Labor.

Additionally, age driven harassment is protected under this law. Types of harassment can include remarks that can be deemed offensive regarding someone’s age or abilities as a result of their age.  The Department of Labor notes that, “Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that aren’t very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).”  This can be a slippery slope and it is incredibly important to ensure that your Employee Code of Conduct covers these topics.

Do you have an Employee Code of Conduct?  If so, does it cover age specific topics like hiring and discrimination?  These topics can be confusing and there is often quite a bit of gray area – that’s where you can benefit from a PEO.  PEOs are experts in the area of defining employee codes of conduct as well as hiring regulations.  Contact us today to set up a consult to find a PEO that can support your business.