These FAQs reflect real questions from Texas business owners and HR professionals.
It depends on your tax strategy, liability concerns, and business goals. LLCs are common for small businesses. We help you choose and set up the right structure.
Terms for ownership, profit-sharing, roles, dispute resolution, and exit strategies. A strong agreement avoids misunderstandings.
Yes. Contracts protect both sides by defining expectations, deliverables, timelines, and what happens if something goes wrong.
Use written agreements that clarify independent contractor status, IP rights, deadlines, and payment terms.
Consider liability, dilution of ownership, regulatory compliance, and new obligations. Get legal help before signing anything.
Yes. We review contracts to flag risks and explain terms in plain English—so you can negotiate better.
You may need a trademark or IP clause in contracts. We can guide you through registration and enforcement.
We can help draft a demand letter or negotiate a payment plan before taking legal action.
Corporations require bylaws; LLCs need operating agreements. Both are essential for governance and legal protection.
At least annually or when your business grows, adds partners, or changes services.
Include clear policies on at-will employment, discrimination, harassment, time off, leave policies, pay practices, and complaint procedures. It’s also important to update it regularly to reflect changes in federal and state laws.
Offer a process that is accessible in Spanish and ensure the employee feels safe reporting the issue. Use bilingual HR staff or legal support to manage the situation appropriately.
We help you identify policy gaps, implement preventive practices, and train your team to manage HR risks proactively.
Texas is an at-will employment state, meaning you can terminate employment without cause—but not for discriminatory or retaliatory reasons. Document your reasons and follow consistent policies.
Ideally, every 12 months or whenever there are changes in labor laws. Regular reviews keep your company protected.
Yes. Legal training ensures that managers understand what to document, how to apply policies fairly, and how to prevent costly mistakes.
Avoid retaliation. Gather all relevant documentation and seek legal counsel immediately to respond appropriately.
Track hours carefully, classify employees correctly, and avoid unpaid overtime or off-the-clock work. A legal review of your pay practices can help.
Misclassification can lead to major penalties. We review your work relationships to ensure compliance with IRS and DOL rules.
Respond quickly, with accurate and well-documented information. An attorney can help craft your position statement and protect your interests.
If your process is consistent, well-documented, and communicated clearly to employees, it is much easier to defend in case of a dispute.
We help you identify policy gaps, implement preventive practices, and train your team to manage HR risks proactively.
The I-9 verifies an employee’s identity and authorization to work in the U.S. It must be filled out accurately and kept on file. We offer training and reviews.
Mistakes can lead to fines or audits. We help correct errors properly and reduce legal exposure.
Yes, if they’re legally authorized to work and can provide other required documents. We’ll guide you through it.
Fines, investigations, and damage to your business reputation. We help you stay compliant.
By keeping accurate I-9s, using standardized onboarding, and training HR staff. We offer audit prep services.
Yes. We develop bilingual onboarding templates and internal processes for your team.
Only the specific combinations listed on the I-9 form. Avoid requesting extra documents.
Only as part of the I-9 process. Asking beyond that could be discriminatory.
Provide legal templates, Spanish-language training, and direct access to bilingual counsel.
Consult legal counsel immediately. Don’t take adverse action without verifying the issue properly.
It includes ongoing legal guidance for employment law, contract reviews, HR support, and access to bilingual legal advice. One flat monthly fee, no surprises.
If your business has regular HR questions, contracts to review, or wants to stay compliant while avoiding unexpected costs—you’re a great fit.
Yes. That’s one of the main benefits. No need to schedule a full meeting just to get answers.
We’ll let you know in advance. If something’s outside your plan, we’ll quote it clearly so you can decide.
You get high-level legal support without the cost of a salary and benefits. It’s flexible and scalable.
Yes. Plans are month-to-month and can be adjusted as your needs change.
Yes. Laura personally reviews your case or assigns it to a trusted attorney if needed.
Absolutely. Preventive counsel is one of the smartest ways to protect your business.
You can use it for both—employment and business contracts are covered.
Yes. All services are offered in English and Spanish, including contract reviews and client communications.
Attorney Advertising: The information on this website is for general informational purposes only and does not constitute legal advice.
Viewing this site or contacting us does not create an attorney-client relationship.
Laura Hernandez Law PLLC provides bilingual corporate, employment, and business immigration legal services to Texas businesses. Board-Certified in Labor and Employment Law by the Texas Board of Legal Specialization.
*Percentage calculated based on official data from the Texas Board of Legal Specialization (TBLS) website regarding licensed attorneys and active specialty certifications.
