Debt Consolidation -- Choose Your Credit Counselor Carefully

Written by Charles Essmeier

Recently passed by Congress,repparttar Bankruptcy Abuse Prevention and Consumer Protection Act of 2005 will require people who are filing for bankruptcy to first undergo mandatory credit counseling.

This is probably not a bad idea; after all, many people with problem debt could probably benefit from credit counseling. A good credit counselor can assist clients with problem debts in establishing a repayment schedule, creating a personal budget, and learning how to avoid debt and credit problems inrepparttar 135480 future.

The problem is that withrepparttar 135481 estimated one and a half million additional people seeking credit counseling each year, there will undoubtedly be more credit "counselors" enteringrepparttar 135482 market, and many of them are only interested in reaping huge profits atrepparttar 135483 expense of their clients. There are already a number of credit counseling firms working inrepparttar 135484 marketplace that advertise themselves as "nonprofit", when they actually are closely tied to for-profit debt consolidation firms. These agencies will strongly encourage their clients to consolidate debt through their partner company, andrepparttar 135485 result may be a long-term loan forrepparttar 135486 client that doesn't help them at all, but reaps huge profits forrepparttar 135487 consolidation firm. How can someone who is genuinely seeking legitimate, helpful credit counseling choose a counseling agency wisely?

*Counselors should listen. If they start pitching a solution to you duringrepparttar 135488 first fifteen minutes you are there, you should be suspicious. A credit counselor should be gathering information about you in order to determine how best to help you. They can’t possibly know how to help if they don’t understand your problem. Unless, of course, they don’t care about your problem and only want to sell generic “solutions.”

Benefits Tailored To The Changing Needs Of Canadians

Written by Anna Dorbyk

Increasingly, traditional benefits packages are disappearing fromrepparttar Canadian business landscape. Asrepparttar 135108 face ofrepparttar 135109 Canadian workforce continually changes, companies are finding it necessary to address these shifts. The reality for many employers is that it is becoming more and more difficult to recruit workers if they are not able to offer an attractive benefits package. It is not simply enough to offer affordable health insurance; there must also berepparttar 135110 option to choose. Today, many Canadians opt for a ‘cafeteria-style’ benefits package that offers themrepparttar 135111 freedom to design a customized benefits plan.

Although flexible benefits, commonly referred to as ‘cafeteria-style’, have been around for more than 20 years, they are only now gaining in popularity. Employers and workers alike are attracted torepparttar 135112 flexibility they offer. They allow individuals to choose from a menu of benefits what best suits their needs. By designing a unique combination of health care coverage, employees are able to provide themselves with a feeling of security and protection. These benefits can be offered by an employer in their employee benefits package, or can be bought through a private health insurance provider inrepparttar 135113 form of supplemental health coverage.

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