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California employers should be aware of a new compliance obligation under the Workplace Know Your Rights Act (the “Act”). This law requires employers to provide employers to provide employees with a written notice outlining certain workplace rights by February 1, 2026, and annually thereafter. The notice must also be provided to all new employees at the time of hire.

The notice must be distributed as a stand-alone document using the employer’s usual method for communicating employment-related information-such as personal delivery, email, or text message. For unionized workforces, employers must also provide the notice annually to the employee’s exclusive collective bargaining representative, either electronically or by regular mail.

The California Labor Commissioner has issued an official “Know Your Rights Act” notice template, currently available in English and Spanish. Employers are required to provide the notice in the language they typically use to communicate with the employee-provide the Labor Commissioner’s template is available in that language. Because the template is expected to be updated annually, employers should ensure they are using the most current version each year.

What the Notice Must Include

The notice must inform employees of several key rights and protections, including:

• The right to worker’s compensation benefits
• The right to receive notice of an I-9 inspection by immigration agencies
• Protections against unfair immigration-related practices
• The right to organize a union or engage in concerted activity
• Constitutional rights when interacting with law enforcement in the workplace

Emergency Contact Notification Requirements

The Act also introduces new obligations related to employee emergency contacts. Employers must notify an employee’s designated emergency contact if the employee is arrested or detained at the worksite-but only if the employee previously requested that the employer make such contact.

If an arrest or detention occurs outside the worksite, but during work hours or while the employee is performing job duties, the employer must notify the designated emergency contact if the employer has actual knowledge of the arrest or detention. 

Employers must give current employees the opportunity to designate an emergency contact by March 30, 2026, and must offer the same opportunity to all new hires at the time of employment.

Anti-retaliation, Recordkeeping, and Penalties

Employers are prohibiting from retaliating against employees who exercise-or attempt to exercise- their rights under the Act. Employers must also maintain records demonstrating compliance for three years, including documentation showing when each required notice was provided.

Failure to comply with the Act may result in civil penalties ranging from $500 to $10,000 per employee. 

When laws change, your obligations can change with them WFJ works alongside businesses to translate new legal requirements into clear, actionable steps-helping you remain compliant, prepared, and protected before issues arise.

In construction and commercial law, deadlines are unforgiving. Miss one, even by a day, and valuable legal rights can disappear. Now the United States Postal Service (“USPS”) has changed how they define and apply postmarks, and that shift has important implications for anyone relying on the mail to meet legal deadlines.

For contractors, suppliers, and property owners, this is especially critical when it comes to preliminary notices, lien filings, and bond claim.

What Changed with USPS Postmarks?

As of late 2025 USPS clarified and formalized how postmarks are applied. Under the updated rules, the date printed on a postmark may reflect when the mail is processed at the USPS facility-not necessarily when it was dropped off or accepted at the counter.

In practical terms, this means:

• A document handed to USPS on Day 1
• May not receive a postmark until Day 2 (or later) depending on processing schedules

That distinction may seem minor, but when legal rights depend on a specific date, it can be the difference between a valid filing and a missed deadline.

Why This Matters for Legal Deadlines

Many laws and contracts treat documents as timely if they are “mailed by” or “postmarked on or before” a certain date. This standard is commonly used for:

• Preliminary (pre-lien) notices
• Mechanics lien statements
• Bond claim notices
• Foreclosure and enforcement filings

With the new USPS rules, the postmark may no longer reliably reflect the date you actually mailed the document. If a postmark is applied after a statutory deadline, you could be forced to defend the timing, or worse, lose your rights altogether.

Preliminary Notices: Why Early is Essential

Preliminary notices are often the first and most time-sensitive step in preserving lien and bond rights. Many states require these notices to be sent within a short window-sometimes 20,30, or 45 days from first furnishing labor or materials.

Under the updated postmark rules, waiting until the last day to mail a preliminary notice is riskier than ever.

For preliminary notices, there is rarely a second chance. If that notice is deemed untimely, all applicable lien and bond rights may be lost.

The Bigger Picture for Lien and Bond Claims

The same risk applies to later-stage filings:

• Lien statements that must be mailed to owners
• Notices required before enforcing a lien
• Bond claim notices on public projects

Mailing at the last minute leaves too much to change, especially when postmark timing is out of your control.

Best Practices: How to Protect Your Rights

Given these changes, best practices around mailing legal notices should shift from “just in time” to intentionally early.

• Mail Early-Not on the Deadline
  • The most effective protection is simple: don’t wait. Build mailing time into your compliance process so that notices are sent days, not hours, before the deadline.
• Request a Manual Postmark
  • If you are mailing time-sensitive documents close to a deadline, go to the post office counter and request a manual postmark. This reflects the date USPS accepted the item, rather than when it was later processed.
• Use Certified or Registered Mail
  • Certified and registered mail provide receipts and tracking that help establish when documents entered USPS custody-critical evidence if timing is ever disputed.
• Keep Clear Records
  • Maintain copies of notices, receipts, tracking confirmations, and any manual postmarks. When deadlines are challenged, documentation matters.

Bottom Line

The USPS postmark change didn’t alter lien or bond laws-but it did change how easily mailing dates can be proven. For anyone relying on mailed notices to preserve legal rights, early action is now more important than ever.

When it comes to preliminary notices, lien filings, and bond claims, the safest approach is proactive compliance.

• Mail early
• Document thoroughly
• Never assume the postmark will protect you

In today’s legal environment, being early isn’t just good practice, it’s risk management.

Legal Insight =  Strategic Advantage

For many businesses, legal counsel is brought in only when something goes wrong-a dispute, a contract issue, a compliance concern that’s already escalated. While responsive legal support is important, it’s only part of the picture.

When legal insight integrated into strategic planning, it becomes a powerful growth tool. Businesses that involve legal counsel early don’t just reduce risk, they make better decisions, move faster with confidence, and gain competitive edge.

From Reactive to Strategic

Reactive legal support focuses on solving problems faster than they appear. Strategic legal counsel helps prevent those problems from arising in the first place.

When legal counsel is part of the planning conversations, businesses gain:

• Clarity around risk before commitments are made
• Stronger contracts that align with operational goals
• Compliance strategies that support-not hinder-growth
• Greater confidence when entering new markets or scaling operations

This shift allows leadership teams to evaluate opportunities with a clearer understanding of both upside and exposure.

Legal Insight Strengthens Decision-Making

Every major business decision carries legal implications, whether they’re obvious or not. Growth initiatives-such as hiring, expanding locations, launching new services, or entering new contracts-often trigger regulatory, contractual, or liability considerations.

Legal counsel helps leadership teams:

• Identify legal constraints early
• Understand which risks are manageable and which are not
• Structure deals and operations to minimize exposure
• Avoid costly revisions or disputes down the line

Informed decisions are rarely slower. In fact, they are often faster because fewer surprises emerge later.

Contracts as Strategic Tools

Contracts are not just protective documents-they are strategic instruments. Well-drafted agreements clarify expectations, allocate risk appropriately, and support long-term objectives.

When legal counsel is involved early, contracts can:

• Improve cash flow through clear payment terms
• Reduce disputes by eliminating ambiguity
• Support scalability by anticipating future growth
• Protect relationships while preserving enforcement rights

Strategic contracts create stability, allowing businesses to focus on execution rather than conflict.

Planning for Change-Not Just Compliance

Regulatory environments evolve. Employment laws change. Industry standards shift. Businesses that rely solely on compliance checklists often find themselves scrambling to adjust.

Strategic legal counsel helps businesses:

• Anticipate regulatory trends
• Build adaptable policies and processes
• Plan growth with compliance built in
• Respond to change without disruption

Instead of reacting to new rules, businesses are positioned to adapt smoothly.

Legal Counsel as a Thought Partner

The most effective legal relationships are collaborative. Legal counsel brings a different perspective-one grounded in risk assessment, precedent, and regulatory awareness-that compliment operational and financial viewpoints.

When legal counsel is included in strategic decisions, leadership teams gain:

• A sounding board for high-stakes decisions
• Practical guidance grounded in real-world outcomes
• Clear explanations of complex legal considerations
• Actionable options rather than abstract warnings

This partnership allows businesses to move forward with confidence, not hesitation.

Growth is Stronger with Legal Insight

At Wagner, Falconer & Judd, we view legal counsel as more than problem-solvers. Our goal is to support clients as they plan, grow and adapt-providing legal insight that aligns with business objectives and adds value at every stage.

When law is used as a business tool, it becomes strategic advantage.

Whether you are a U.S. citizen, lawfully present in the United States, or undocumented, you have constitutional rights when interacting with Immigration and Customs Enforcement (ICE). These protections apply to everyone, regardless of immigration status.

Understanding your rights—and preparing in advance—can make a critical difference in high-stress encounters.

Your Rights During an ICE Encounter

You Have the Right to Remain Silent

You are not required to answer questions about where you were born, your immigration status, or how you entered the country.

To protect this right, you must clearly say it out loud. You may state:

“I am exercising my right to remain silent.”

Once you say this, you can stop answering questions.

You Are Not Required to Disclose Immigration Status

You do not have to disclose your immigration status to ICE agents.

If you are not a U.S. citizen and are carrying immigration documents, you may be required to show them if requested—but you still do not have to answer questions.

You Have the Right to Refuse Consent to a Search

ICE cannot search you, your car, or your home without:

• Your consent, or

• A valid judicial warrant

If agents ask to search, you may clearly say:

“I do not consent to a search.”

If ICE Comes to Your Home

You do not have to open the door unless ICE has a judicial warrant.

You may ask agents to:

• Slide the warrant under the door, or

• Hold it up to a window

A valid warrant must:

• Be signed by a judge (not an ICE officer)

• List the correct name and address

If they do not have a judicial warrant, you may state:

“I do not consent to a search.”

You Have the Right to a Lawyer if You Are Arrested

If you are detained or arrested, you have the right to request a lawyer immediately.

Important note: In immigration cases, the government does not provide a free lawyer. However, you still have the right to consult an attorney at your own expense.

You Have the Right to Record the Interaction

You may record ICE agents as long as you do not interfere with their activities.

You also have the right to ask agents to identify themselves as ICE officers.

How to Prepare in Advance

Preparation can reduce confusion and help protect your rights during an encounter.

Consider taking these steps now:

• Practice clearly invoking your right to remain silent.

• Store photos of important documents securely on your phone (passport, immigration paperwork, driver’s license).

• Carry important phone numbers on paper in case your phone is taken or unavailable.

• Identify a trusted family member or friend who can help secure legal representation if you are detained.

Important Contacts to Keep Handy

• ACLU of Minnesota
  Phone: 651-645-4097

• Immigrant Law Center of Minnesota
  Office: 651-641-1011
  Toll-Free: 1-800-223-1368

• Minnesota U.S. Senators
  Amy Klobuchar: 202-224-3244
  Tina Smith: 202-224-5641

• Wisconsin U.S. Senators
  Tammy Baldwin: 202-224-5653
  Ron Johnson: 202-224-5323

Need Guidance or Legal Support?

If you would like additional information about your rights during encounters with ICE—or need help understanding your options—Wagner, Falconer & Judd is available to assist.

📞 Minnesota: 612-424-5500
📞 Wisconsin: 262-792-1818

Knowing your rights is a powerful first step. Preparing in advance can help ensure those rights are protected when it matters most.

If it feels like the rules keep changing faster than your business can keep up, you’re not imagining it.

New laws. Updated regulations. Revised guidance. Shifting enforcement priorities. For many employers and business owners, compliance has become a constant background stress—one that never fully goes away. This ongoing pressure has a name: compliance fatigue.

Compliance fatigue doesn’t mean businesses don’t care about following the law. It means the volume and pace of change can be overwhelming, especially when compliance is layered on top of running day-to-day operations. Left unaddressed, fatigue increases the risk of missed updates, inconsistent practices, and reactive decision-making.

The good news? Compliance doesn’t have to feel this way. With the right systems and mindset, it can become sustainable, predictable, and far less stressful.

Why Compliance Feels So Overwhelming

Most businesses don’t struggle with compliance because they lack effort. They struggle because compliance today is:

• Constantly changing – Employment, benefits, construction, licensing, and regulatory rules are rarely static.

• Spread across multiple areas – HR, payroll, management, operations, and leadership all play a role.

• Poorly translated – Laws are written for lawmakers and regulators, not for day-to-day business operations.

• Reactive by default – Many businesses only address compliance when a problem arises.

Over time, this creates a cycle of urgency and exhaustion. Everything feels important. Nothing feels fully complete.

The Cost of Compliance Fatigue

Compliance fatigue isn’t just frustrating—it’s risky.

When teams are overwhelmed, compliance often becomes:

• A “check-the-box” exercise

• Inconsistent across departments or locations

• Dependent on one or two people holding institutional knowledge

• Addressed only after an issue surfaces

This increases exposure to audits, employee complaints, disputes, and penalties—often at a much higher cost than proactive planning would have required.

Shifting the Mindset: Compliance as a System, Not a Sprint

One of the most effective ways to reduce compliance fatigue is to stop treating compliance as a series of urgent tasks and start treating it as a system.

Sustainable compliance is built around repeatable processes, clear responsibility, and regular review—not constant fire drills.

Here’s how to start.

1. Prioritize What Actually Matters

Not every regulation carries the same level of risk. Trying to treat all compliance obligations as equally urgent is a fast track to burnout.

Start by identifying:

• Which laws apply directly to your business

• Which areas carry the highest risk if handled incorrectly

• Where enforcement activity is increasing

This allows you to focus your time and resources where they will have the greatest impact.

2. Assign Clear Ownership

Compliance often fails when “everyone” is responsible—which usually means no one truly is.

Clear ownership matters. Whether it’s HR, operations, finance, or leadership, each compliance area should have:

• A designated point person

• Defined responsibilities

• A clear escalation path when questions arise

Ownership doesn’t mean handling everything alone—it means knowing who is accountable for making sure it gets addressed.

3. Build Regular Review Cycles

Many compliance issues stem from policies and practices that haven’t been reviewed in years.

Instead of waiting for change to force action, establish:

• Annual or semi-annual policy reviews

• Scheduled contract and document check-ins

• Regular updates to employee communications and training

When review becomes routine, compliance stops feeling like a surprise.

4. Translate Rules Into Practical Steps

Legal compliance shouldn’t live only in statutes or policy manuals. It needs to be translated into how work actually gets done.

Ask:

• Do managers understand how these rules affect daily decisions?

• Are policies written in clear, plain language?

• Do employees know what’s expected of them?

Clarity reduces mistakes—and confidence reduces fatigue.

5. Get Proactive Guidance

One of the biggest drivers of compliance fatigue is uncertainty. Businesses spend significant time trying to interpret rules on their own, often without knowing if they’re focusing on the right issues.

Proactive legal guidance helps:

• Filter out noise and focus on what matters

• Anticipate changes before they become problems

• Provide practical solutions tailored to your operations

Compliance is far more manageable when you’re not navigating it alone.

Compliance Should Support Your Business—Not Drain It

At Wagner, Falconer & Judd, we believe compliance should add value, not create unnecessary stress. Our role is to help clients move from reactive compliance to confident, sustainable systems that support long-term success.

If compliance feels overwhelming, that’s a signal—not a failure. With the right structure, clarity, and support, it can become just another well-managed part of doing business.

And it doesn’t have to be exhausting.

Traffic issues have a way of popping up at the worst possible time-on your way to work, during a busy season, or when life is already moving fast. The good news? LegalShield members have meaningful legal support available when motor vehicle issues arise. Here’s a clear breakdown of what’s covered and how Wagner, Falconer & Judd can help.

Moving Traffic Violations: You’re Not On Your Own

If you’re facing a moving traffic violation, LegalShield coverage goes beyond basic advice. WFJ can assist with:

• Legal advice and consultation
• Negotiation related to the violation
• Review of relevant documents
• Representation in court for covered moving traffic violations

Having an experienced attorney involved early can make a significant difference in understanding your options and protecting your record.

Suspended or Revoked Driver’s License: Help When You Need It Most

A suspended or revoked driver’s licence can quickly impact your job, health care access, and daily responsibilities. When a license is suspended or revoked by the issuing authority-and the law provides a right to appeal-WFJ will advise and represent you.

WFJ can also assist with legal efforts to reinstate or maintain your driver’s license when the suspension affects:

• Job-related driving requirements
• Medical or essential personal needs

These situations are often time-sensitive, and having guidance is key.

Motor Vehicle Property Damage: Guidance Without Litigation

If your vehicle is damaged after being struck by another motor vehicle, LegalShield provides assistance to help you pursue recovery for property damage-up to, but not including- filing a lawsuit. WFJ can help you understand your rights, review documents, and navigate next steps to seek compensation.

One Important Step: Start With the Full Picture

To get the most out of your LegalShield benefits, it’s essential to fully discuss your situation with WFJ during your initial coverage call. Sharing all relevant details helps ensure your benefits are clearly understood and properly applied-so there are no surprises or missed opportunities for support.

When traffic issues arise, clarity matters. LegalShield members don’t just get coverage-they get access to trusted legal guidance when it matters most.

Copyright can be tricky. For musicians and anyone working in the music industry, understanding how it works is crucial-especially because each song you hear actually involves two separate copyrights and often two separate licenses. Knowing this can save you headaches, protect your work, and make sure your contracts reflect your rights.

Two Copyrights in Every Song

Every song has a musical work copyright and a sound recording copyright.

• The musical work copyright covers the written composition-the music and lyrics. This is typically owned by the songwriter or sometimes administered by a music publisher under a publishing agreement. Licensing this copyright often involves mechanical licenses, performance licenses, or synchronization licenses when your song appears in film or tv.
• The sound recording copyright covers the actual recorded performance. This is often owned by the record label, and licensing it-like with a master use license-is separate from licensing the musical work.

Understanding the difference is key because both copyrights must often be cleared for uses like film, tv, or streaming. Clearing only one is not enough.

Why Two Licenses Matter

If you hear a song in a movie or on a tv show, chances are both a synchronization license and a master use license were obtained. Musicians and industry professionals need to be aware of who owns each copyright and in what percentage. When licensing your own music, or using someone else’s-failure to clear both rights can lead to legal trouble and unexpected costs.

Protecting Yourself and Your Work

Here are some practical steps musicians can take:

• Know your rights: Identify who owns the musical work and the sound recording of your songs.
• Check your contracts: Have any agreements reviewed by an attorney before signing. Understand exactly which rights you are granting.
• Plan for licensing: If your music is going to be used in media, know which licenses are required and ensure both copyrights are cleared.

Copyright law is complex, but you don’t have to navigate it alone. At Wagner, Falconer & Judd, we help musicians, songwriters, and creative professionals understand their rights, protect their work, and confidently sign contracts. Focusing on art is your job-we’ll handle the legal side.

Meet our Expert:

Paige Kochanski, attorney at Wagner, Falconer & Judd specializes in music, film, and creative content legal matters. Paige works regularly with clients on contracts, copyright, publishing, and licensing, helping musicians and creators navigate the industry with clarity and confidence