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SSD Mistakes: Why Social Security Disability Claims are Denied and how to Appeal

Filing for a social security disability (SSD) claim can be a long and complicated process. It can be challenging to track and document financial and medical situations. Many people are confused by the requirements for doctor appointments, paperwork, and detailed medical requests. Even the most organized filers can inadvertently make mistakes that lead to a denial of SSD benefits.

If you’re getting ready to file a social security disability claim, or if your claim has been denied, this blog may help you understand why some denials happen. If the Social Security Administration has denied your claim, it’s important to file an appeal quickly. Dennis Plank, an attorney, and partner in Going and Plank with over 30 years of legal experience in Lancaster County, may be able to you help you fight social security disability denials. Mr. Plank shares his list of some common mistakes that sometimes result in denied claims, and explains what to do to improve your odds of winning an appeal.

Social Security Disability Claims: Common Mistakes, Effective Remedies

by Dennis Plank

Dennis-Plank-Lancaster-County-Attorney-PAApplying for Social Security Disability (SSD) benefits may be one of the most challenging government applications you ever encounter. In addition to requiring an enormous amount of paperwork, doctor appointments, and documentation, fraud is a perceived issue in disability claims. That means that the Social Security Administration is especially vigilant, and pays close attention to the details of every application. To make it even more complicated, the claims approval process allows government employees to factor personal opinions into their decisions. The result is that over 70% of Social Security Disability claims are denied. But don’t get discouraged. Many of these denials can be appealed and overturned with the help of a competent attorney experienced with social security disability claims.

If you’re filing for social security disability benefits, or if you’ve recently been denied, take a look at these common mistakes.

SSD Mistake: Not Following Your Doctor’s Orders

If you’ve filed for a social security disability claim, it is important to see a doctor, and follow their advice to the letter. Take extra care to schedule and attend follow up appointments. Make sure you carefully follow advice for physical activity, diet, and take any prescription medicines that have been prescribed. If you find that you have concerns about your doctor’s recommendations, or if you’re unsure about your physical, mental, or financial ability to follow your doctor’s medical advice, voice your concern with your doctor up front. If you encounter challenges with your doctor’s advice after you leave the appointment, promptly call the doctor’s office to let them know that you’re having issues with medication, diet, or physical activity regimens. Finally, If you don’t keep appointments or follow medical advice for treatment, it can affect your claim. The Social Security Administration may perceive this as refusing to improve your medical situation.

SSD Mistake: Continuing to Work Against Medical Orders

Many of us have a hard time making ends meet without a steady income. That’s why some people who are no longer able to do their job due to a disability still try to find some type of paid work despite medical orders. Others accept a position that provides short-term income but isn’t a long-term solution because of their disability. If you continue to work or take another job, even if you can’t keep that job long-term, the Social Security Administration may assume that you can earn a living and can deny your benefits as a result.

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SSD Mistake: Using Illegal Drugs or Abusing Alcohol

The Social Security Administration can deny claims if they believe that drug use or alcohol abuse a significant factor in your disability. Misuse of drugs and alcohol also reduces your credibility as a witness and make the determination process difficult. Additionally, drug and alcohol abuse are not considered eligible disabilities for SSD.

SSD Mistake: Collecting Unemployment

SSD applicants may need help paying their bills while they wait for an SSD claim approval. Some apply for unemployment as a way to bridge the income gap. However, unemployment is reserved for people who are actively job-seeking. That’s why the Social Security Administration sometimes denies claims to those who collect unemployment. If the applicant is receiving unemployment benefits, the Social Security Administration may assume that the recipient is ready and able to work.

SSD Mistake: Missing Deadlines

There are time limits on many activities and applications including when to send a document, how long you have to appeal a decision, and timeframes for requesting a hearing. You could risk losing benefits if you miss deadlines on any of these activities.

SSD Mistake: Making an SSD Appeal Without a Lawyer

While the Social Security Administration may tell you that you don’t need a lawyer to appeal a claim, many people fail in appeals because they didn’t understand the process, missed a deadline, made mistakes on paperwork, or allow their application to languish in approval. At Going and Plank, we’ll assess your claim, let you know if you have a chance at overturning the decision, make sure you’ve met all requirements, and coach you for your appeals hearing. And if we take on your case, you won’t be billed until you receive your disability benefits.

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If you’re serious about appealing your Social Security Disability denial, act quickly. There’s a 60-day limit on appeals. Contact us today to schedule your free consultation.

Lancaster Child Custody Lawyer Shares 5 Common Mistakes

Child custody proceedings can be an emotional process. The thought of losing time with your children can make you frustrated and scared. However, your actions will be closely evaluated, so it’s more important than ever to keep your cool and stay calm. Show your children and the courts that you are a dependable, level-headed parent.

Robert M. Going, Jr. is a child custody attorney with over 30 years of experience in custody cases in Lancaster County and throughout Central Pennsylvania. We asked Bob to share some of the most common mistakes parents make during child custody proceedings.

5 Common Child Custody Mistakes

by Robert M. Going, Jr.

Robert-Going-Plank-Attorney-CustodyI really enjoy practicing family law in Lancaster County. It’s important to me to help families through tough times, and I try to be the kind of attorney who is compassionate and caring. After all, when you’re dealing with the custody of your children, you don’t w­­ant to talk to a lawyer who is rushed, or who isn’t completely focused on you and your situation.

If you’re getting divorced or getting ready to determine child custody, you may have to fight through some tough emotions. While you may be tempted to give into a temper or make life tough for your spouse, that approach might actually backfire in the long-run. Sometimes good people let a bad situation get the better of them. But if you know the consequences of your actions, you may be able to make better decisions. That’s why I was happy to put together this list of the five most common mistakes people make in when dealing with child custody proceedings.

Child Custody Mistake: Being the One Who Walks Out of Your Martial Home

Every situation is different, but if you can be the one to stay in your home with your children, you may increase your odds of getting a more favorable custody ruling in Pennsylvania. Of course, if you or your children are unsafe, seek a Protection From Abuse (PFA) order right away. But if abuse is not a factor, staying in your home with your children often helps your custody case. If you must leave, try to do it quietly, respectfully, and without drama. Keep the emotional well-being of your children in mind. While cases vary, some judges prefer to keep the children in their current home with the parent who is residing in that home. Other judges will question the commitment of a parent who leaves abruptly, dramatically, or without consideration to the emotional well-being of their children.

Child Custody Mistake: Not Respecting the Rules

Temporary interim custody orders are often issued in Pennsylvania at the onset of a divorce or paternity action. That means you’ll have to abide by these orders until your official custody hearing is held. While the restrictions of shared custody can be difficult, even heart-breaking, you must follow these interim custody orders to the letter. Some parents are tempted to break the rules and take their children on outings without telling the other parent. Even if you’re just taking the children on a short trip to the park, or if you keep them an hour longer than permitted, you’re disobeying court orders. Custody judges are evaluating your ability to respect the other parent and the court itself. Violating the terms of custody, even just a little, may result in being assigned less visitation time, or even arrest. While following the court-assigned custody orders may be difficult in the short-term, it could help you gain more time with your children in the long-term.

Child Custody Mistake: Posting on Social Media

Social media has become such an accepted part of our lives that it’s sometimes easy to forget that what you say and show on social media can be shared with anyone. That’s why, during a divorce and throughout the child custody process, it’s important to be as respectful and responsible on social media as you would be in the courtroom. It’s almost always a bad idea to share rants about your spouse. It’s can also be harmful to share posts about how well you’re doing, showing yourself intoxicated, or showing yourself in a new relationship. Posting anything that could be seen as hurtful to your children or that portrays you as a less-than-ideal parent, even when you’re away from your children, can be used against you in court. Remember that, in Pennsylvania, social media posts can be used as evidence that you are an unfit parent. Sometimes your posts will be used intentionally out-of-context. Play it safe, and keep your social media posts very conservative.

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Child Custody Mistake: Refusing to Co-Parent

Divorces are rarely easy, and some parents will find it challenging to communicate calmly and rationally after a divorce. However, the Pennsylvania courts usually favor parents who place the welfare of their children above their own feelings. If parents can’t agree on joint legal custody, then a judge may favor the parent who has consistently made good-faith efforts to co-parent. The courts rarely favor the parent who refuses to communicate or the parent who is repeatedly angry, insulting, or unavailable. Custody judges tend to side with parents who make sincere efforts to be reasonable and cooperative. To improve your odds in a custody case, once you’ve decided to divorce, try to shift your focus away from the spouse towards the well-being of your children. Working with your spouse to provide the best life for your kids will not only impress the courts, it may make the process easier for your children.

Child Custody Mistake: Assuming Your Parenting Skills Will be Accurately Evaluated

In many divorce cases, one party may believe they are clearly the better parent. They think they will have no issues getting a fair custody ruling. However, child custody proceedings in Pennsylvania are not always straightforward. Even amicable divorces can become contentious when child custody is involved, and if your spouse retains a lawyer, they may gain an unfair advantage. Many parents are heartbroken when they realize their spouse has hired a custody attorney that portrays them as an unfit parent. Don’t be surprised by unfair evaluations. Hire a child custody attorney to protect your reputation and help you fight for your custody rights.

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Parents in Lancaster County and throughout Central Pennsylvania have relied on Going and Plank to help them successfully navigate the child custody process since 1956. Robert M. Going, Jr. has been practicing family law in Lancaster County for over 30 years. If you want to talk to a child custody expert, contact us at The Law Offices of Going and Plank today and schedule your consultation.

Choose the Business Form That’s Right for You.

Choose to Incorporate for Liability Purposes. Chose the Form of Your Corporation for tax Purposes.

There are very few businesses that do not face exposure to claims from unhappy customers, vendors, or suppliers. As a business owner, it is important to protect your personal assets from claims that may be made against your business. Incorporating the business is the most effective way of getting protection from liability for claims against the business.

Incorporating your business creates a separate legal entity for liability purposes. Whether it creates a separate entity for tax purposes depends upon the form of corporation that is created. The type of corporation that a business should form is more of an accounting question than a legal question. An accountant should be consulted to be sure that you create the most tax-advantageous form for your business.

Angela Ward is an Associate and business attorney at Going and Plank. With more than 20 years of experience practicing business law, Ms. Ward is a regional expert in business formation and representation. Below, she provides some basic differences in the forms of corporations that can be created.

Which Corporation Form is Right for Your Business?

by Angela Ward

C Corp

Business-Employee-Handbook-Legal-HR-Lawyer-attorney-Lancaster-PAA C Corporation is formed by filing articles of incorporation with the Corporation Bureau of the Pennsylvania Department of State. It is owned by one or more individual or entity shareholders. Management of a C Corp involves three stages: shareholders, a board of directors, and officers. Shareholders vote for a board of directors who make the major business decisions. Members of the board of directors elect officers to take care of day-to-day operations.

For tax purposes, a C Corp is taxed as a separate entity which pays tax on its income. Profits are distributed as dividends to its shareholders who then pay income tax on the distribution. This is why they say that C Corps suffer double taxation. Despite this, C Corps are often chosen because the company pays a low tax rate on the first $75k in profit. C Corps also provides various tax and cost advantages for owners such as paying non-reimbursable medical expenses and disability insurance. A C Corp can be changed to an S Corp whenever the shareholders choose.

S Corp

An S Corporation is also formed by filing articles of incorporation with the Department of State. It is owned by no more than 100 shareholders but cannot be owned by other corporate entities. An S Corp is managed by shareholders, directors and officers.

For tax purposes, an S Corp is a pass-through entity, meaning that it is not a separate tax entity and does not pay corporate income tax. Instead, the shareholders of a C Corp pay tax on business income on their individual tax returns at their individual tax rate. Shareholders also have the advantage of being able to offset non-business income with business losses.

LLC – Limited Liability Company

A limited liability company is formed by filing a certificate of organization with the Corporate Bureau of the Department of State. An LLC has members instead of shareholders, and members are issued certificates showing their percentage ownership instead of stock certificates. An LLC can be owned by one or more member and has a flexible management structure. An LLC can be member-managed, meaning each member has a say in all management, or the members can elect to be manager-managed, where only the persons selected as managers can have a say in the operations of the business.

For tax purposes, an LLC can be either taxed separately or taxed to the member-owners as pass-through taxation. Many LLCs are single member-owned and taxed as the individual taxation rate. however, LLC’s can and often choose to be taxed separately (by filing an S Corp tax election) in order to avoid the imposition of self-employment tax.

Each business and situation differs. If you have questions about how to form and structure your business, contact me to talk more. 

Lancaster County Employee Handbooks: Communication, Remediation, and Protection

There are many reasons to create an employee handbook that are predicated on sharing company missions, aligning the workforce, creating a shared sense of purpose, and simply providing a set of answers to common human resource and employment questions.

In this blog entry, we’ll focus on the lawful roles of employee handbooks, and hone in on the legal benefits and challenges of creating a comprehensive employee handbook. Angela Ward is an Associate at Going and Plank and has over 20 years of experience in business law in Lancaster County and throughout the Commonwealth of Pennsylvania. Ms. Ward has agreed to help us explain why creating sound employee handbooks can protect your company from lawsuits.

Legal Considerations for Employee Handbooks

By Angela M. Ward

Business-Employee-Handbook-Legal-HR-Lawyer-attorney-Lancaster-PAMost businesses in Lancaster County and throughout our area are aware that Pennsylvania is an at-will employment state. At-will generally means that an employer can terminate employees at any time, or that employees can quit at any time, without fear of legal liability. However, Pennsylvania’s at-will status does not protect companies from wrongful termination suits or discrimination charges. That means that employers must ensure that employment decisions are fair, thoroughly documented, and supported by well-communicated policies and procedures.

Whether you’re a large or small business, you’ll need to share company policies with your employees. Mapping out basic information such as introductory or probation periods, employee benefits, hours of work, overtime policy, dress code, paid time off such as personal days or vacation days, and the use of personal phones and social media are at the foundation of even the simplest handbooks.

Employee Handbooks are an Incredibly Practical Tool

Many companies also find that an employee handbook is a great place to share a mission statement, a vision for their industry, expectations for attitude and customer services, and company values.

Your handbook is also a good place to share that you are an Equal Employment Opportunity (EEO) employer, include legally-mandated language on pay deductions, publish payday schedules, outline benefits, state policies on jury duty and military leave, communicate your policy on unpaid leaves of absence, and, if you have more than 15 employees, discuss your compliance with the American with Disabilities Act (ADA).

Employee Handbooks Explain Redress of Grievances

By thoroughly explaining procedures for submitting complaints, protests, accusations, or whistleblowing, you give your employees a clear path for sharing unethical or illegal behavior. Employee handbooks should offer a  practical way to address workplace issues before they grow into legal problems. When our team at Going and Plank helps companies with employee handbooks, we review your procedures to make sure processes comply with state and national employment law. We may also recommend additional systems and methods that you can put in place to ensure your management team is able to deal with conflicts effectively and legally.

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Employee Handbooks can Provide Legal Protection

Businesses can protect themselves in some measure from wrongful termination suits if they create and share well-crafted employee handbooks. These companies can protect themselves legally by requiring that all employees review and sign handbooks when hired. Companies should also require similar reviews and signatures whenever handbooks are edited or updated.

When creating or editing your company’s employee handbook, it’s critical that you clearly state that your handbook is NOT an employment contract. If your handbook is not clear on this point, plaintiffs may charge that the handbook substituted as an employment contract and may use it as a tool to override the at-will relationship. Employees can also use the lack of an employee handbook as the basis for a wrongful termination action.

There is a long list of Pennsylvania court cases challenging the role of the employee handbook. The well-documented legal liabilities created by the lack of an adequate handbook should convince companies to take handbooks seriously. An employee handbook is the foundation of a legally-sound approach for dealing with at-will employment, company expectations, discrimination and harassment policies, and termination procedures.

Is Your Employee Handbook Doing its job?

Some companies consider an employee handbook as an optional tool that’s “nice to have” but not essential. As numerous Pennsylvania lawsuits can illustrate, an inadequate handbook can fail to protect you in court. Operating without a handbook leaves you even more vulnerable to legal action. That’s why creating a solid, comprehensive employee handbook is an excellent investment of time and money.

Employee Handbooks are Legal Documents

Because employee handbooks are often cited in legal actions, companies should consider a handbook to be a legal document. Whether you ask your business lawyer to create a handbook or to examine existing documents, legal review is essential. If you’d like to talk to Going and Plank about creating or reviewing an employee handbook, contact us today.

Why are Workers’ Compensation Claims Denied in Pennsylvania?

What is Workers’ Compensation?

Workers’ compensation is actually a type of insurance. Employers are required by Pennsylvania law to carry workers’ compensation insurance, often called workers’ comp. When employees are hurt on the job, they may incur medical expenses, miss work, or suffer long-term consequences. Employees who are injured or disabled in connection with their job are usually eligible to receive workers’ compensation benefits which may include recovering lost income, payment of medical bills and, in some cases, a lump sum settlement.

Workers’ Compensation in Pennsylvania

Each state has a slightly different plan. In our state, The Pennsylvania Workers’ Compensation Act requires most employers to compensate employees for lost income and medical expenses. If you’ve been hurt on the job, you may also qualify for potential lump sum settlements. Until 2011, small businesses were exempt from carrying workers’ compensation insurance. In 2011, a measure was signed that expanded the availability of workers’ compensation coverage to all types of small businesses, including sole proprietors, partners in partnerships, and members of limited liability corporations.

However, many workers’ compensation claims in Pennsylvania are denied. While not all denials can be successfully overturned, scheduling a free consultation with an attorney from Going and Plank may be your first step towards getting the compensation you deserve.

Why are Workers’ Compensation Claims Denied?

There are many reasons workers’ compensation claims are denied in Pennsylvania. Each case is different, and no one policy covers all situations. However, there are some circumstances that are especially problematic for employees and insurance companies. In these cases, insurance companies are more likely to deny your claim. An experienced workers’ compensation attorney can help you navigate complicated situations. Here’s a list of some of the common reasons workers’ comp claims are denied.

Denied Because of Lack of Witnesses

Without a witness, it’s easier for insurance companies to claim your accident never happened, or to claim it happened elsewhere. If you make a claim without the proof of an eyewitness, insurance companies will question your claim, and many such claims get denied. If you’ve been hurt at work, but no one saw your injury, Going and Plank may be able to build a case, especially if you told co-workers or supervisors about your injury when it happened, if there are witnesses who saw you before or after the accident, or if you left work that day to seek medical attention. Contact us for a free workers’ comp consultation.

Denied Because You Didn’t Report Your Injury Immediately

Sometimes employees get hurt at work and consider it a minor injury. You may put off reporting your injury until you realize it’s a larger issue. Whenever you experience any type of seemingly minor injury at work, such as a bumped head or a sore joint, report it immediately even if you feel it’s a minor mishap. Often small injuries develop into major medical issues, so cover your bases and report all incidents, big or small. Even if you waited to report your injury, you may still be entitled to workers’ comp. Contact us at Going and Plank for a free consultation.

Denied Because of Inconsistent Accounts

If your version of your injury if different from the accounts given by witnesses, co-workers, supervisors or medical professionals, your workers’ comp claim may be denied. If you feel others are deliberately misrepresenting your injury, or that you are being treated unfairly, contact us at Going and Plank to schedule a free consultation.

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Denied Because You Filed a Claim After You Were let go or Fired

Even small injuries at work can quickly escalate into bad situations. It’s important to report work injuries immediately. If you miss working for a few days after your injury to rest up, even if you take sick days, your employer may decide to fire you in the interim. In fact, some employers will fire you because you were hurt on the job, to avoid a claim. Insurance companies often think that if you waited to file a claim until after the termination, it’s an attempt at revenge. If this is your situation, contact us at Going and Plank to discuss your choices.

Denied Because a Medical Exam Detects Illegal Drug use in Your System

After a work-related accident, some employers require a test for illegal substances. Your workers’ comp claim can be denied if drug use led to an increased chance of an accident. However, certain exceptions may apply. Schedule a free consultation with a workers’ comp attorney to weigh your options.

Denied Because You Refuse to Issue a Recorded Statement

Employees may be asked to make a recorded statement for the insurance company, but you are not legally required to make this statement. Since recorded statements can be used against you, it’s smart to consult a workers’ comp lawyer at this point.

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When you retain Going and Plank to represent your interests, we will take the time to thoroughly analyze your claim in order to ensure that lost income is recovered, medical bills are paid, and a lump sum settlement is fully and expertly considered. Click here to schedule a free consultation. 

Chapter 7 Bankruptcy in Pennsylvania

Is This Debt Relief Option Right for You?

When your finances get out of control, you might resist filing for bankruptcy. After all, many people and businesses can find the financial relief they need by selling off assets, downsizing cars and homes, eliminating memberships, rethinking budgets, and reducing expenses dramatically enough to find the funds they need to work their way out of crippling debt.

However, others struggle to stay afloat when life events severely impact their finances. Perhaps you or someone in your family or business has experienced a serious drop in income, a job loss, got divorced, became ill, or passed away. Sometimes the economy, new regulations, changes in interest rates, or industry shifts also challenge your ability to make ends meet. When life events surprise you, it can become hard to pay leases, rents, mortgages, car payments, installment payments, major medical expenses, or other ongoing financial responsibilities.

Bankruptcy Offers a Chance to Reboot Your Finances.

While declaring bankruptcy feels like a failure to some people, legal and financial professionals know that can actually be a good way to rebuild your life. Numerous successful people have declared bankruptcy during their lives, including Abraham Lincoln, Walt Disney, Henry Ford, Milton Hershey, and H.J. Heinz.

What is Chapter 7 Bankruptcy?

Chapter 7 is the most common form of bankruptcy. Once a Chapter 7 bankruptcy is completed, the debtor is usually free of major debt, and is provided a fresh start with smaller, more manageable expenses. However, in exchange for the forgiveness of debts, a trustee will evaluate your assets and may require you to sell possessions to subsidize your debt. Depending on your situation, you may be able to keep your home and essential vehicles. If you have no possessions, your debt will be dissolved without selling off assets. Contact us to discuss your situation.

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How do I Know if I can Declare Chapter 7 Bankruptcy in Pennsylvania?

Before you file Chapter 7 bankruptcy in Pennsylvania, the Commonwealth mandates that you must meet these requirements.

1. You’re a Pennsylvania Resident

You must be a resident in Pennsylvania for at least 91 of the past 180 days preceding your bankruptcy filing date. Bankruptcy courts in Pennsylvania have jurisdictions. If you live in Lancaster, Berks, or Bucks counties, you’re in the jurisdiction of the United States Bankruptcy Court for the Eastern District of Pennsylvania. Residents of York, Dauphin, and Cumberland Counties fall under the jurisdiction of the Pennsylvania Middle District Bankruptcy Court.

2. You Meet Chapter 7 Income Requirements

To qualify for a bankruptcy discharge in Pennsylvania, you’ll have to submit a variety of forms and records, which will be compared to federal IRS and Social Security documents. Honestly is required, and dishonesty or hiding assets may result in criminal prosecution.

The income means test compares your adjusted monthly income to the median state income for a household of your size. If your income falls below the mean, or average, of a Pennsylvania household like yours, you may be a good candidate for Chapter 7. However, if your income ranks about the mean, or is higher than an average Pennsylvania household like yours, you may be asked to switch to a Chapter 13 bankruptcy filing. Chapter 13 bankruptcies focus on reorganization and repayment, not elimination, of debt. It’s important to remember that each case is different. A qualified legal expert on bankruptcy can help you walk you through this process, and identify exceptions in your favor when they exist.

3. You Have Fulfilled Credit Counseling Requirements

Anyone who wishes to file any type of bankruptcy in Pennsylvania must complete a designated pre-bankruptcy credit counseling course. In fact, this is a federal law. The course requirements and fees may vary slightly among bankruptcy court jurisdictions. A Going and Plank bankruptcy expert can talk you through this process.

Is Chapter 7 Right for You or Should You Pursue Other Options?

Once you decide to explore bankruptcy seriously, you should schedule a free consultation with a bankruptcy expert from Going and Plank. We’ll help you evaluate your current situation in many ways, including assessing your eligibility and identifying which debts can be discharged. Our team will help you check your credit report, identify all your debts, and gather the paperwork needed to file.

Before you commit to a Chapter 7 bankruptcy, we’ll help you explore all your options. Even if you qualify for Chapter 7 bankruptcy, other types of bankruptcies might be more helpful to you or your business. We’ll be understanding but honest, and our experienced legal team will help you explore all your choices.

Bankruptcies Will Change Your Life. Make Sure You Have Experienced Support.

Bankruptcies are complex and time-consuming. Mistakes in the process can significantly affect your ability to file bankruptcy and discharge debt. That’s why it’s so important to get the right legal help from Going and Plank. Like Abraham Lincoln and Milton Hershey, you can make bankruptcy the first step to launching the next phase of your life. Contact us today to schedule your free bankruptcy consultation.

The Law Offices of Going and Plank are a debt relief agency. We help people file for bankruptcy under the bankruptcy code.

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