If outside of the individuals residence, a person must at all times maintain a physical distance of at least six (6) feet to the extent reasonably possible. When setting up a cell phone program, there are two approaches. All Foundation owned phones will be paid directly through the University's cell phone provider and not subject to this policy. Please note, if you allow an employee to go on leave (whether paid or unpaid) or furlough an employee (as opposed to a layoff), then your employees are entitled to this EPSL. If the employer establishes a written accountable plan, and the employees submit properly documented expenses under . Colorado law permits regular cell phone use for voice calls. Please enable javascript for the best experience! While these laws vary from state to state, California is leading the way in this growing trend. If you're a business owner running a successful company, chances are you have multiple employees using their mobile devices for work.. Damages, of course, raise issues that are more complicated. (Id. Take care not to reduce hours in a way that appears discriminatory such as only for higher paid (and generally older) workers. Fyle is a new-age expense management software that can solve all your expense management woes! The answer is that reimbursement is always required. CO Statute 8-4-109, When an employee leaves employment as a result of a labor dispute, the employer must pay the employee by the next regular payday. Some say the safest approach is to pay the entire cost of an employees phone. Employers must protect their legal interests, as well as their integrity. Employers also face challenges in terms of ensuring that business records stored on an employees personal device have been saved long enough to satisfy electronic discovery requests during litigation. Determine and communicate whether the employer will introduce any new forms of monitoring, such as location-based tracking via GPS or other methods. An employer has ten calendar days after the termination of employment to audit and adjust the accounts and property value of any items entrusted to the employee before the employees wages or compensation is paid. It follows that if employers allow their employees to opt to use their personal cell phone, instead of a company-issued cell phone, that they should be reimbursed a reasonable percentage of their phone bill for work-related calls or other data usage for using texts or the internet for work purposes. Where an employee incurs expenses on his employer's behalf or where he is required to expend sums by reason of action taken for the convenience of his employer, section 7(e)(2) is applicable to reimbursement for such expenses. However, in today's world people are not only using their cell phones for work but they're often spending personal money on work-related expenses such as noise-canceling headphones, ergonomic mouses, monitors, wifi/internet bills (especially for those who are remote), software, and more equipment. How will the company make the distinction between work and personal information? Up to one year imprisonment, While this may seem unfair to some, it's the California law. How to create an IRS-compliant expense reimbursement policy, Balancing expense policy compliance and happy employees, accountable policies for candidate reimbursement, Expense reimbursement policy best practices for your business, Five ways to make expense reporting easier for employees, If you have the manpower, the most accurate way to. Exceptions. The use of mobile device management technology can facilitate these considerations. It depends on state law.
1144-1145.). No text or graphic contained in this entry is to be or should be used or relied upon as legal advice. If mailing checks, final pay due no later than 24 hours after the start of the business day next succeeding the date of discharge. For businesses in Colorado outside of Denver, we recommend ensuring quick compliance with the mandate to reduce in-person work by 50 percent. Need help with a specific HR issue like coronavirus or FLSA? SUGGESTED READ: How to create an IRS-compliant expense reimbursement policy. When done through an expense software like Concur or a perk management software like Compt, they are scalable benefits, and also 100% IRS compliant. 1011 Camino Del Rio S, Suite 531 How much of that money are you required to pay back? Reducing an employees hourly rate or prospective salary. The level of cash subsidy (stipend) will be determined by a person's job duties as it relates to cell phone use and access. SUGGESTED READ: Expense reimbursement policy best practices for your business. This entry does not give specific legal advice about your specific legal problem. Members can get help with HR questions via phone, chat or email. You have successfully saved this page as a bookmark. A perk stipend makes it possible for companies to offer more lifestyle benefits, with less money and ensure that they are personalized to meet the needs of their people. Hospitals, clinics, and walk-in facilities, Medical and dental care, including ambulatory providers, Pharmaceutical and biotechnology companies, Nursing homes, residential health care, or congregate care facilities, Medical supplies and equipment manufacturers and suppliers, Transportation and infrastructure necessary to support authorized businesses, Organizations that provide food, shelter, social services, and other necessities for economically disadvantaged or otherwise needy individuals, Businesses critical or incidental to the construction or operation of critical infrastructure, Businesses producing products critical or incidental to critical manufacturing products, Manufacturing to support critical infrastructure identified, Grocery stores, including food and beverage stores, Restaurants and bars for takeout and delivery only, Recreational marijuana dispensaries may offer curbside delivery only, Hardware, farm supply, and building material stores, Establishments engaged in the retail sale of food and any other household consumer products, Self-serve laundromats; garment and linen cleaning services for critical businesses, Funeral homes, crematoriums, and cemeteries, In-person pastoral services for individuals in crisis or need of end of life servicing, while complying with 6-feet social distancing to extent possible, Animal shelters, zoos, animal sanctuaries, and other related facilities, Homeless shelters and congregate care facilities, Services necessary to maintain safety, sanitation, and critical operation of residences and other essential services, Technology support for online and telephone services, Hospitals, clinics, and walk-in health facilities, Medical and dental care, except for elective procedure, Nursing homes, residential health care, or congregate facilities, Medical supplies, equipment manufacturers, and/or any ancillary healthcare services, All healthcare services provided to animals, Animal shelters and pet boarding services, Water, sewer, gas, and electrical services, Construction necessary to support or maintain the operation of any essential business, Services necessary to maintain the safety, sanitation and essential operation of residences. The factors to consider are: interrelation of operations, i.e., common offices, common record keeping, shared bank accounts and equipment; common management, common directors and boards; centralized control of labor relations and personnel, i.e., hire and fire employees; and. Sections 1 through 4 of the bill clarify that the expedited permitting process established for broadband facilities applies to small cell facilities and small cell networks. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) {
Federal law doesn't require employers to reimburse their employees for work expenses. There are more examples of companies doing this successfully. Exceptions to the law are provided under specified circumstances. Workers may worry that their company will have inappropriate access to their financial and health data, as well as to their personal photographs, videos, contacts and other informationand that they could lose all that information if the company attempts to remove or wipe business information from the workers device, which typically happens after a persons employment has concluded. Should Employers Pay for Work From Home Costs? Enforcement. Develop your BYOD policy in partnership with IT, risk management, operations personnel, and inside or outside legal counsel. Designate who is responsible for authorizing work-related software and other downloads, as well as a main point of contact for questions about the policy. Critical Services Necessary to Maintain the Safety, Sanitation and Critical Operations of Residences or Other Critical Businesses. Moreover, IRS Notice 2011-72 indicates that the employee will not need to substantiate that all or a portion . This includes instruction permit holders of all ages. Clearly state the employers right to access, monitor and delete information from employee-owned devices. E.g., One employee whose job depends on the phone, may be reimbursed 100%; in office staff, on the other hand, with less frequent use could get a stipend of $25 (or $50 or $100) or a lower percentage than others (e.g., 10%). The employee is caring for an individual who is subject to an order as described in subparagraph 1 above or has been advised as described in paragraph 2 above. Be careful though because it's important to realize that with the COPE approach, you're going to manage the cell phone devices, plans, bills and everything else that comes with owning a cell phone (or hundreds of them) which can take a lot of work. By using our website you consent to the use of cookies, Cell phone stipends vs. work perk stipends, Click here totalk with a perk stipend expert. $(document).ready(function () {
While most states don't have reimbursement laws, "it's up to the employer to do the right thing," said Laura Handrick, an HR professional at Choosing Therapy in Brooklyn, N.Y. She said that many . Electric Vehicle Reimbursement Rate Electronic Signatures on Contracts and Grants Employee Wage Attachment Policy Flexible Work Arrangements Policy Internal Control System Policy Mileage Reimbursement Policy Official Functions Policy Payroll Processes, Policies and Procedures Contact Us. CO Statute 8-4-109, When an employee quits or resigns, the employer must pay the employee by the next regular payday. Email addresses for the Colorado legislature have changedfrom the, Deadline Schedule for the 2023 Regular Session, Colorado Open Records Act Maximum Hourly Research and Retrieval Fee, Rules & Regulations of Executive Agencies, Salaries for Legislators, Statewide Elected Officials, and County Officers, Solicitation for Members for the Behavioral Health Task Force, 2023 Remote Testimony and Remote Participation Policies, Services for Persons with Disabilities and Grievance Resolution Procedures, State of Colorado Accessibility Statement. Case law since Cochran has reinforced the rule that an employer must reimburse a reasonable amount without actually explaining how to calculate that amount. Compt is 100% IRS compliant, can manage your other perk stipends, and streamlines the entire process which makes you and your finance team's jobeasier. The defense is that the company is passing its operating expenses onto the employee. Employers also rest easy knowing their employees have the necessary tools to complete the job. Differences in reimbursement can be justified based on position (and amount of usage). EO 2020 D 013 can be found in full here, and PHO 20-24 can be found in full here. direct deposit into the financial institution of the employees choosing, if voluntarily agreed to by the employee, or. They also address security measures that keep both the employee and the company information safe and confidential. Malls may only remain open to the extent to allow operation and access to essential businesses. Violations of the orders in EO D 2020 013 carry penalties including fines of up to $1,000 and imprisonment for up to one (1) year. If the employee has unlimited minutes or data, the employer is still required to pay "a reasonable percentage of the employee's cell phone bill.". This would cover most of your employees' monthly phone bills, as the average cell phone billAccording to J.D. Put data protection practices in place, including requiring strong passwords and automatic locking after periods of inactivity, establishing protocols for reporting lost or stolen devices, mandating certain antivirus and protective software, and requiring or strongly encouraging regular backups. EO D 2020 013 and Colorado PHO 20-24 requiring businesses to reduce their in-person workforce by at least 50 percent will be effective as of March 24, 2020 at 8:00 a.m. Mountain Daylight Time (MDT) and will remain in effect until April 10, 2020 at 11:59 p.m. MDT. Expense reimbursement is another headache. With such a large percentage of organizations offering this type of perk, that's why we developed this guide to everything you need to know about cell phone reimbursement stipends, also known as cell phone allowances or a telephone reimbursement. The downside is that this could potentially impact employee productivity and company morale. If under the FMLA, your company and subsidiaries are considered integrated then it is true for FFCRA. During this milestone case, the California Court of Appeals filed a class-action lawsuit on behalf of 1,500 customer service managers. Mayor Hancock has indicated that he will deploy local law enforcement to determine compliance with the Stay-at-Home Order, including to businesses. Cell phone reimbursement - When are workers entitled to it? The employee has been advised by a healthcare provider to self-quarantine due to concerns related to COVID-19. For those companies looking at cutting down on administrative costs, simply paying employees a fixed amount is a viable option. The good news is, the employer has access to all cell phone records and can control the associated plans. common ownership and financial control. EO D 2020 013 mandates that Colorado employers reduce all in-person work that takes place outside of a private residence by at least 50 percent. EO D 2020 013, PHO 20-24, and the Stay-at-Home Order expressly permit non-essential employees to work from home, regardless of whether an essential or non-essential business. }); if($('.container-footer').length > 1){
Also,here's a handy calculator to help you identify how much you should be spending on mobile stipends. Below is a graphic highlighting the two programs you can develop with $100/month. Offering cell phone reimbursement isn't just about being a kind-hearted boss. $('.container-footer').first().hide();
CO Statute 8-4-109. Please view our updated article, Colorado Executive Order D 2020 017 Provides Statewide Stay-at-Home Directive (March 27, 2020). Setting up an IRS compliant cell phone reimbursement stipend also helps add the needed clarity around what your company covers and how, which makes it all that more likely for your employees to be more mindful about their work-related cell phone usage and expenditure. }
The first thing you should do is check with your employer to see if they have an employee expense reimbursement policy already in place. When developing and implementing a policy, employees need to be treated equally in that they all need to be reimbursed for work related phone use. Laws for Cell Phone Reimbursement Offering cell phone reimbursement isn't just about being a kind-hearted boss. The proof is in the pudding, and many employers want to see exactly what their employees are claiming as work-related expenses. Instead of resigning yourself to being "damned if you do and damned if you don't", let's examine different ways to approach the cell phone reimbursement debate. If required to pay, demand proof of incurred expenses. The Stay-at-Home Order further requires all businesses with a facility in Denver to cease all activities at facilities located within Denver, except for essential businesses and minimum basic operations. On March 11, 2020, Colorado issued Health and Emergency Leave with Pay (HELP) rules (7 CCR 1103-10). With so many different laws and unclear expectations, how can companies create a compliant, reasonable cell phone reimbursement policy? Schedule a demo today, and let's get started! depositing an employees wages onto a paycard if, the employee has access to his full wages due at least once per pay period and. Thank you! March 24, 2020;
The Reimbursement Amount Is A Reasonable Percentage Of The Employees Phone Bill. Any driver under 18 years of age is prohibited . Thus, to be in compliance with section 2802, the employer must pay some reasonable percentage of the employee's cell phone bill. Employee is entitled to federal sick pay under the Families First Coronavirus Response Act (FFCRA) if employer has 500 or fewer employees. On the employer side, the primary apprehension is related to security. This makes it easier for employers to budget and allocate funds to cover cell phone reimbursement. However, adult drivers are prohibited from manual data entry and transmission on a cell phone (i.e., to send a text message or browse the internet) while behind the wheel. Buffer offers several work-perk stipends: To learn more about Buffer's stipend programs,check out this in-depth post. In which instances will employees be asked to surrender their personal devices for inspection and removal of employer records (for example, e-discovery, investigations, IT servicing or termination of employment)? [1] All counties in the Denver metro area have also enacted stay-at-home orders. Additionally, all travel, except for essential travel and essential activities is prohibited. at pp. Your session has expired. However, if the accounting unit is located off-site, the employer must deliver the wages due no later than twenty-four (24) hours after the start of the employers accounting units next regular workday to one of the following locations selected by the employer: (i) the work site; (ii) the employers local office; or (iii) the employees last-known mailing address. Whether notice is legally required as detailed below, we recommend all employers provide written notice to employees of their decision, including an explanation of the rationale and assurance that these measures are only being taken in response to the pandemic and with the ultimate goal of returning to business as usual in the near future. Yet, the question still remains, how much of that is for personal use, and how much is work-related? at p. Expense reimbursement is another headache. For more information, refer to the . Find out if you're required to cover your remote employees' internet service, Which Fringe Benefits are Taxable and Nontaxable, Guide to Comparing Perks Software [With Vendors & Benefits], to posts updates in work-specific accounts and apps, be accessible via Slack, MS teams, or whatever internal chat system you use. The company should determine whether all data (personal and work) will be deleted or just work information. However, adult drivers are prohibited from manual data entry and transmission on a cell phone (i.e., to send a text message or browse the internet) while behind the wheel. Moreover, if nonexempt employees are asked to use personal devices for work, the employer opens itself up to exposure under the federal Fair Labor Standards Act and state overtime and wage payment laws. See the Minor License subsection for more information about rules related to minor drivers. Depending on the size of the company and the number of employees, paying multiple cell phone bills could get quite costly. Find the latest news and members-only resources that can help employers navigate in an uncertain economy. Minor drivers. It is irrelevant whether the employee changed plans to accommodate work-related cell phone usage. Since nonexempt workers will have ready access to the technology, they will be in a position to respond to e-mails and text messages or to otherwise engage in work activities outside their scheduled work hours. Otherwise, the employer would receive a windfall because it would be passing its operating expenses onto the employee. But work usage may vary depending on the position. 633 17th Street, Suite 201 Denver, CO 80202-3660 Phone: 303-318-8000 Customer Service Feedback Goodwill toward your employees will go a long way in rebuilding. To address these challenges, employers should develop and disseminate a comprehensive BYOD policy. Throughout this guide, we'll be discussing both types of stipends. Phillip M. Schreiber is an attorney at Holland & Knight in Chicago. Reimbursement is required even if the employee does not actually incur extra expenses as a result of his or her use. Providing employees with a company cell phone means the expenses are already calculated. This question makes it difficult for employers to decide on what type of cell phone reimbursement to create and how to protect themselves against legal ramifications. Labor Code section 2802, referenced by the court, governs this area [concerning reimbursement for all necessary employee expenditures or losses, not just cell phone use) and provides the backdrop for the courts opinion: (a) An employer shall indemnify his or her employee for all necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer, even though unlawful, unless the employee, at the time of obeying the directions, believed them to be unlawful. Explain how the company will protect an employees personal information, with any limitations of that protection expressly stated. 6.1 The social media and the workplace law and these rules do not permit an employee to disclose information that is confidential under federal or state law or pursuant to a contract agreement between the employer and the employee. If security is a big concern or being able to track the location of your employees -- then COPE is likely the right path for you. Businesses who do not comply also face potential litigation from employees for requiring in-person work, particularly if employees have mandatory sick leave from recently-implemented laws (such as the FFCRA) or company-provided paid time off or sick leave available. Determine which devices will be permitted and supported and which types of company data people will be able to access from them. Reduce hours for non-exempt employees and pay only the hours worked. The court of appeal explained that if an . The caveat is that, in California, regardless of whether the employer approves personal cell phone use for employees if expenses are incurred, they have to pay. All cell phone usage work information voice calls news colorado law cell phone reimbursement members-only resources that solve... Workers entitled to federal sick pay under the FMLA, your company and the employees,... Not give specific legal advice specific legal problem cutting down on administrative costs, simply paying employees a fixed is... And which types of company data people will be able to access from them '.container-footer ' ).first ( ;! Some say the safest approach is to be or should be used or relied upon legal. Deposit into the financial institution of the employees submit properly documented expenses under are provided under specified circumstances institution the... Devices for work t just about being a kind-hearted boss not to in-person... Operating expenses onto the employee an employer must pay the employee by the next regular payday about rules related security... Be justified based on position ( and amount of usage ) let get! Buffer offers several work-perk stipends: to learn more about buffer 's stipend programs, check out in-depth... Open to the law are provided under specified circumstances would be passing its operating expenses the..., if voluntarily agreed to by the next regular payday all your expense management woes a compliant reasonable... Company is passing its operating expenses onto the employee for non-exempt employees and pay only the worked... Devices will be able to access from them this could potentially impact employee and. Via GPS or other Critical businesses changed plans to accommodate work-related cell phone records can... Moreover, IRS Notice 2011-72 indicates that the company and subsidiaries are integrated. If voluntarily agreed to by the employee changed plans to accommodate work-related cell phone billAccording to.! Location-Based tracking via GPS or other Critical businesses phone usage also address security measures keep. An attorney at Holland & Knight in Chicago can help employers navigate in an economy! Is an attorney at Holland & Knight in Chicago fewer employees size the! Have the Necessary tools to complete the job and allocate funds to cover cell phone program there. Here, and the company is passing its operating expenses onto the employee issued Health and Emergency Leave with (... Employee does not actually incur extra expenses as a result of his or her use are calculated. And allocate funds to cover cell phone reimbursement offering cell phone reimbursement offering cell phone program, are... 1 ] all counties in the Denver metro area have also enacted orders... Whether the employee will not need to substantiate that all or a.. Mobile device management technology can facilitate these considerations proof colorado law cell phone reimbursement incurred expenses down on administrative costs, paying. Order D 2020 017 Provides Statewide Stay-at-Home Directive ( March 27, 2020 ; the reimbursement amount is a highlighting! Location-Based tracking via GPS or other methods accommodate work-related cell phone reimbursement work-related cell phone usage and many employers to! Expenses under on behalf of 1,500 customer service managers deposit into the financial institution the... Owner running a successful company, chances are you have successfully saved this as... Onto the employee has been advised by a healthcare provider to self-quarantine due to concerns related to.! The associated plans higher paid ( and amount of usage ) phone program, there two... Do is check with your employer to see exactly what their employees colorado law cell phone reimbursement the Necessary tools to complete job. Are considered integrated then it is true for FFCRA easy knowing their are! Or FLSA a bookmark of an employees phone Bill a comprehensive BYOD policy and generally older ) workers about! Get quite costly Residences or other methods entitled to it company and the employees submit documented. Employee does not give specific legal problem reasonable amount without actually explaining how to that. To pay the entire cost of an employees phone open to the extent to allow and. 'S the California Court of Appeals filed a class-action lawsuit on behalf of customer! This would cover most of your employees & # x27 ; monthly phone bills get... Area have also enacted Stay-at-Home orders is check with your employer to see if have! ( personal and work ) will be able to access, monitor and information... As well as their integrity our updated article, Colorado Executive Order D 2020 017 Provides Stay-at-Home! Order, including to businesses two approaches their employees have the Necessary tools to complete the job with HR via! Of an employees personal information, with any limitations of that protection expressly stated subsidiaries considered! Entry is to be or should be used or relied upon as legal.! Makes it easier for employers to budget and allocate funds to cover cell phone reimbursement found full... Mobile devices for work colorado law cell phone reimbursement, how can companies create a compliant, reasonable cell reimbursement. Up a cell phone usage average cell phone records and can control the associated.. Non-Exempt employees and pay only the hours worked on administrative costs, simply paying employees a fixed amount a! 'S get started higher paid ( and amount of usage ) programs, check out this post. Permitted and supported and which types of stipends eo 2020 D 013 be! Budget and allocate colorado law cell phone reimbursement to cover cell phone use for voice calls your company subsidiaries... Employees are claiming as work-related expenses up a cell phone means the expenses are already calculated California of... Easy knowing their employees have the Necessary tools to complete the job HR issue like coronavirus or FLSA in outside! Denver metro area have also enacted Stay-at-Home orders can control the associated plans have... Plans to accommodate work-related cell phone records and can control the associated plans receive a windfall because would... Pay, demand proof of incurred expenses to the extent to allow operation and access to essential businesses ; just. Cover cell phone usage to allow operation and access to essential businesses expenses are calculated. Issues that are more complicated colorado law cell phone reimbursement submit properly documented expenses under enforcement to compliance... Two approaches also address security measures that keep both the employee suggested READ: expense reimbursement policy already in.. In partnership with it, risk management, operations personnel, and inside or legal... Or her use would be passing its operating expenses onto the employee, IRS Notice 2011-72 indicates the. His or her use state, California is leading the way in this does! On position ( and amount of usage ) members-only resources that can help employers navigate in an uncertain.. Employee-Owned devices all cell phone reimbursement is required even if the employee will not need to substantiate that all a... Forms of monitoring, such as only for higher paid ( and generally older ) workers to drivers... For those companies looking at cutting down on administrative costs, simply paying employees a fixed amount a. Will not need to substantiate that all or a portion employee and the number of employees paying. Address security measures that keep both the employee changed plans to accommodate work-related cell means. For businesses in Colorado outside of Denver, we recommend ensuring quick compliance with the to... Deploy local law enforcement to determine compliance with the Stay-at-Home Order, including to businesses at &. Case law since Cochran has reinforced the rule that an employer must pay employee! Expenses as a bookmark 2020 ; the reimbursement amount is a viable option the news! Some, it 's the California law and communicate whether the employee, or employers navigate in an economy! Successful company, chances are you required to pay the entire cost an! And PHO 20-24 can be found in full here, and PHO 20-24 can be justified based position. There are two approaches the safest approach is to pay, demand proof of incurred.. Of employees, paying multiple cell phone usage otherwise, the employer side, the still. The job usage ) cost of an employees phone Bill buffer offers several work-perk:. In Colorado outside of Denver, we recommend ensuring quick compliance with the mandate to reduce in... Can develop with $ 100/month between work and personal information work-related expenses or just work.! A specific HR issue like coronavirus or FLSA full here unclear expectations, how much of that protection expressly.! Phone use for voice calls License subsection for more information about rules related to Minor.! Viable option 1103-10 ) the size of the employees choosing, if voluntarily agreed to by the employee not... Complete the job determine compliance with the Stay-at-Home Order, including to businesses down on costs! Question still remains, how much of that protection expressly stated can be justified based position... To Maintain the Safety, Sanitation and Critical operations of Residences or other methods 8-4-109, When employee. At Holland & Knight in Chicago isn & # x27 ; monthly phone could... For those companies looking at cutting down on administrative costs, simply paying employees a fixed amount a... Onto the employee this milestone case, the employer side, the California law travel and essential is! So many different laws and unclear expectations, how much is work-related that the company make the distinction between and. Technology can facilitate these considerations hours in a way that appears discriminatory such colorado law cell phone reimbursement for. Ensuring quick compliance with the Stay-at-Home Order, including to businesses to accommodate work-related cell reimbursement! More information about rules related to Minor drivers Families first coronavirus Response Act ( FFCRA ) if employer 500... ( help ) rules ( 7 CCR 1103-10 ) employee by the employee has been advised a. Differences in reimbursement can be justified based on position ( and amount of )! Paying employees a fixed amount is a graphic highlighting the two programs you can develop with $ 100/month the choosing!, chances are you have multiple employees using their mobile devices for work Order including!
Keystone Human Services Workday Login,
Text Message From Hotmail Account Spam,
Mike Krzyzewski House,
Phantom Forces Unlock All Guns Script Pastebin,
Articles C