San Antonio Bankruptcy Attorney Blog

When the great recession hit, more people found themselves struggling with serious financial problems. They may have lost their jobs or seen their hours reduced, making it difficult for them to have a stable source of income. Because of this, many people had to create strict budgets that allowed them to better track where they spent their money each month.

Now, as the economy shows signs of a rebound, individuals are once again finding themselves spending money more freely. When they have resources available, it is not a problem. However, research has shown that people are taking on more credit card debt, which could lead to serious financial concerns should they be unable to pay down these balances. 

Debt collectors do not get to do whatever they want. Federal and state laws limit what they are allowed to do. Nationally, of course, the key law is the Fair Debt Collection Practices Act (FDCPA).

In the San Antonio area and across the nation, people who are struggling with debt are supposed to be protected by these laws. But many creditors still try to harass debtors or engage in other illegal forms of debt collection.

Responding to such tactics on behalf of consumers is one role a bankruptcy attorney can play. As we regularly seek to explain in this blog, bankruptcy is often a sound strategy for people seeking debt relief.

The need for meaningful relief from credit card debt is an issue we continue to follow closely in this blog. As we discussed in our May 10 post, consumers have been cutting down recently on the amount of debt they are taking on. But problems with credit card still plague many people in San Antonio and across the nation.

Bankruptcy remains a viable option for addressing the issue in many cases. To be sure, much depends on individual facts and circumstances. But the goal of the nation's bankruptcy laws of providing a fresh financial start for debtors should not be forgotten.

When you hire a new employee, you're required by law to collect a completed I-9 form from them, verifying their citizenship and right to work in the U.S. You must keep these forms on file for at least three years after they begin work, or if they leave the position, for one year from their last date of employment. In order to ensure you're compliant with these I-9 regulations and that you are not hiring illegal aliens or persons unauthorized to work in the country, the Department of Immigration and Customs Enforcement regularly conducts I-9 audits. As an employer, it's important to be prepared for these audits, or you could face significant fines and even jail time.

When you hire a new employee, you're required by law to collect a completed I-9 form from them, verifying their citizenship and right to work in the U.S. You must keep these forms on file for at least three years after they begin work, or if they leave the position, for one year from their last date of employment. In order to ensure you're compliant with these I-9 regulations and that you are not hiring illegal aliens or persons unauthorized to work in the country, the Department of Immigration and Customs Enforcement regularly conducts I-9 audits. As an employer, it's important to be prepared for these audits, or you could face significant fines and even jail time. Not sure how to ensure your company is ready for an upcoming audit? Check out our helpful I-9 audit checklist below.