Perspectives

Louisiana has enacted significant amendments to its bond claim statutes, impacting both private and public projects. These changes, which took affect on August, 1, 2024, for private bond claims and June 19, 2024, for public bond claims, introduce new obligations for sureties while also allowing them to assert additional defenses in certain circumstances.

Key Changes in the Law

One of the most notable updates is the introduction of “pay-if-paid” and “pay-when-paid” defenses for sureties, provided these provisions exist in the general contractor’s contract. However, material suppliers are specificaly exempt from these defenses, ensuring stronger payment protections for their claims.

How Material Suppliers Can Secure Payment

Under the amended statuses, sureties are now required to make payment to a material supplier if the following conditions are met:

1. Delivery Compliance: The materials supplied must conform to the specifications outlined in the order.
2. None of Nonpayment: If 45 days pass without payment after material delivery, the supplier may send a Notice of Nonpayment to the general contractor, surety, owner.
3. Final Payment Notice: If 90 days elaps from the date of delivery without receiving payment, the supplier can issue a “payment notice” to the surety.
4. Mandatory Payment Decline: Upon receipt of the “payment notice”, the surety must pay the material supplier within 10 days. While the statute is unclear, it appears the deadline for payment is based on the date the “payment notice” is mailed rather than when it is received.

Proper Notice Delivery is Critical 

To ensure compliance with the new requirements, all required notices should be sent via registered or certified mail, return receipt requested. This helps establish a clear record of compliance with statutory deadlines and protects the material supplier’s rights.

While the law does not provide a detailed definition of a “payment notice”, it is reasonable to assume that this notice should include:

• Acopy of the outstanding invoice(s)
• A copy of the previously sent Notice of Nonpayment

What this Means for Material Suppliers

These amendments provide a structured process for material suppliers to secure payment more effectively, reducing the risks associated with delayed or withheld funds. By following the outlined notice procedures, material suppliers can ensure their claims are properly documented and enforceable under the new legal framework.

For businesses supplying materials on bonded projects in Louisiana, understanding and adhering to these new requirements is essential to securing timely payments and avoiding potential disputes. Staying informed and proactive in sending notices can make all the difference in ensuring financial stability and compliance with the updated bond laws.

Partner with WFJ for Legal Guidance and Protection

Navigating legal changes can be complex, but you don’t have to do it alone WFJ is here to help businesses stay compliant, protect their projects, and secure payments efficiently. Our legal team is well versed in construction law and bond claims, ensuring your rights are safeguarded under the latest legal updates. Contact WFJ today to learn how we can support your business and keep your projects moving forward without unnecessary financial risks.

Navigating the ever-evolving landscape of lien and bond laws is crucial for construction professionals and large businesses looking to protect their financial interests. In recent years, several states have enacted key legislative changes impacting private, commercial (non-residential) mechanic’s lien claims and public bond claims-shaping how contractors, suppliers, and other stakeholders secure payment on projects. Staying informed about these updates can mean the difference between a smooth claim process and costly legal disputes. Below, we break down some of the significant changes affecting commercial and government construction projects.

 Public Bond Threshold

In recent years, more states have raised the minimum contract amount that requires general contrators on public projects to secure a payment bond. Here are some of the latest increases:

Alabama – $50,000 – $100,000

Kentucky – $40,000 – $100,000

Illinois – $50,000 – $150,000

Montana – $50,000 – $150,000

Subcontractors and material suppliers should continue to track these increases to ensure there is payment protection on these government projects.

Florida

In October 2023, the Florida lien law was amended.  Notably, Florida expanded the definition of “contractor” to include both construction management services and program management services.  Construction management services include coordinating and scheduling a project’s preconstruction and construction phases, and program management services include cost and schedule control, and coordinating project planning, design, and construction.

Additionally, if a payment bond has been posted on a private project, both the contractor and the contractor’s surety must be served with the Notice of Nonpayment.  For rental equipment, the Notice must be served no later than 90 days after the date that the equipment was on the project and available for use.

Louisiana

In 2024, the law was amended for payment bonds on both private and public projects.  On payment bond claims, sureties may now assert contingent payment clauses as a defense to payment.  If there is a “pay-if-paid” or “pay-when-paid” clause in the contract, a surety can now rely on those clauses to avoid payment.

However, the amended law also created an exception for material suppliers.  If the material supplier sends notice of non-payment to the general contractor, surety, and owner, at least 45 days after the date of delivery, and is not paid within 90 days of the delivery of the materials, the surety is obligated to make payment on the supplier’s claim no later than 10 days after the supplier sends a payment notice.

Texas

In 2023 Texas amended the law for change orders issued on an current project.  For all construction contracts entered on or after September 1, 2023, if the contractor (or subcontractor) receives a directive and the value of that change totals 10 percent or more of the original contract value, the contractor (or subcontractor) can decline the work.   The contractor or subcontractor now has a statutory right to refuse to proceed with the work before an executed change order is signed.  Additionally, a contractor or subcontractor who elects not to proceed with additional work is not responsible for damages associated with the election not to proceed.

Virginia

Effective January 1, 2023, Virginia eliminated pay-if-paid provisions in construction contracts.  If the prime contract was executed prior to January 1, 2023, pay if paid clauses are enforceable, assuming the applicable contract language is clear and unambiguous.   However, if the prime contract was executed on or after January 1, 2023, a pay-if-paid clause is not enforceable in Virginia.

Changes in line and bond laws can create unexpected challenges, but they also present opportunities to strengthen your payment security. WFJ provides the legal knowledge and strategic support you need to adapt to new requirements and protect your projects. Let’s work toegether to ensure your contracts, claims, and compliance efforts are rock solid.

The information provided in this summary does not, nor is it intended to, constitute legal advice. You should not take or refrain from taking any action based on any information contained in this summary without first seeking legal advice.

State specific opinion letters are available upon request.

When starting a small business, addressing legal considerations early on can help lay a solid foundation and avoid costly mistakes. Here are 10 key things to consider, do, or impliment:

Choose the Right Business Structure

• Decide on the legal entity (e.g., sole proprietorship, partnership, LLC, corporation)
• Consider liability protection, tax implications, and administrative responsibilities

Register Your Business

• Register your business name with your state and/or county
• File necessary paperwork to establish your business legally

Obtain Necessary Licenses and Permits

• Research and apply for local, state, and federal licenses or permits required for your industry
• Esure compliance with zoning laws

Understand Employment Laws

• If hiring employees, comply with wage and hour laws, anti-discrimination laws, and workplace safety requirements
• Have clear employe policies and an employee handbook

Draft and Review Contracts

• Use clear, enforceable contracts with customer, suppliers, and partners
• Include terms addressing payment, termination, liability, and dispute resolution

Protect Intellectual Property

• Trademark your business name and logo if necessary
• Consider copyright protections for original content and patents for inventions

Develop a Risk Management Plan

• Obtain appropriate insurance (e.g., general liability, property, worker’s compensation, errors and omissions)
• Limit liability through indemnity clauses in contracts

Comply with Tax Obligations

• Apply for an Employer Identification Number (EIN) with the IRS
• Understand and file required federal, state, and local taxes, including sales tax if applicable

Establish Clear Financial Practices

• Seperate personal and business finances by opening a business bank account
• Maintain accurate financial records for tax and compliance purposes

Stay Current with Legal and Regulatory Changes

• Monitor laws and regulations affecting your industry
• Parnter with a legal professional or compliance partner to ensure ongoing compliance

By proactively addressing these areas, small businesses can reduce risks, remian complant, and set themselves up for long-term success. To learn more about WFJ’s business consulting services, get connected with one of our attorneys today. 

When a customer files for Chapter 7 bankruptcy, it’s crucial to act swiftly and strategically to protect your company’s financial interests. Below is a practical to-do list for credit managers and finance professionals navigating this complex process.

• Confirm the filing

Verify the bankruptcy filing by obtaining the case number and confirming the court’s jurisdiction.

• Comply with the Automatic Stay

Cease all collection activities immediately to avoid potential penalties for violating the automatic stay.

• Obtain the Petition and Mailing Matrix

Review the bankruptcy petition and mailing matrix to ensure your debt is listed correctly Confirm your company’s mailing address to receive important notices.

• File a Proof of Claim

Submit a timely proof of claim to establish your right to receive any distributions from the debtor’s estate.

• Review Recent Transactions

Examine transactions within the last 90 days for potential preferential payments that may be subject to crawlback.

• Evaluate Fraud Concerns

If you suspect fraud, consider pursuing and adversary proceeding to challenge the discharge of the debt.

• Confirm Lien and Bond Rights

Ensure your lien or bond rights are presereved. These rights may offer additionaly protections, even during bankruptcy.

Take Action Today

Navigating a customer’s bankruptcy requires attention to detail and expert legal guidance. Wagner, Falconer & Judd specializes in protecting creidtor’s rights. Contact us to ensure your business is positioned for the best possible outcome in Chapter 7 cases.

Starting January 1, 2025, New York will become the first state in the coutnry to offer Paid Prenatal Leave, setting a precedent for employment legislation nationwide. This groundbreaking law grants employees 20 hours of paid leave for healthcare services related to pregnancy. These services include physical examinations, medical procedures, monitoring, testing, and discussions with healthcare providers about pregnancy.

Key Details Employers Need to Know:

• Coverage for all Private Employers: Regardless of size, all private employers in New York must comply with this law. Whether your business employs one person or 1,000, Paid Prenatal Leave is mandatory.
• Immediate Eligibility: Employees are entiltled to Paid Prenatal Leave from the moment they are hired, eliminating any waiting periods for eligibility.
• Additional to Sick Leave: Paid Prenatal Leave is in addition to New York’s existing Sick Leave Requirements. Employees are entiltled to 40 or 56 hours of Sick Leave (depending on employer size) plus an additional 20 hours specifically for prenatal care.

What This Means for Employers

This new requirement adds to the already complex framework of employment laws in New York. Employers must adjust their policies, track Paid Prenatal Leave seperately from other leave types, and ensure they remain compliant to avoied potential penalties. The law’s universal application, even for small businesses, means no employer is exempt from these changes.

Partner with WFJ to Stay Ahead

Navigating employment legislation can be challenging, especially with New York setting new precendents.. WFJ’s Compliance Center is here to help. Our team of experienced attorneys and SHRM-certified professionals can guide you in updating your policies, answering your questions, and ensuring compliance with the Paid Prenatal Leave law and other evolving regulations.

Don’t wait until you’re impacted by a new law-contact WFJ today to partner with a legal team dedicated to keeping your business compliant and protected in the face of ever-changing employment laws. 

As the calendar flips to 2025, several new laws take effect in Minnesota, impacting everything from public health to renter’s rights. Here’s an overview of the key changes Minnesotans should know:

PFAs Ban

Minnesota has taken a bold step in environmental protection by banning products that intentionally include “forever chemicals”, knows as PFAs. These chemicals, linked to serious health issues such as cancer, thyroid disease, and low birth rates, have been found globally in water, soil, wildlife, and humans. This measure aims to reduce the exposure and protect public health and the environment.

Medical Costs and Coverage

Healthcare affordability sees improvements with the following changes:

• Prescription Drug Caps: Health plans can no longer charge more than $25 for a one-month supply of chronic disease medications, including those for diabetes, asthma, and allergies. Related medical supplies, such as syringes and insulin pumps, are capped at $50 per month.
• Wig Coverage: Health plans must now cover the cost of scalp hair prostheses (wigs) for individuals experiencing hair loss due to medical conditions or treatments.

Renter’s Rights

A series of new laws strengthen protections for tenants:

• Tenant Associations: Tenants can form associations to advocate for improved housing conditions, amenities, or community life without fear of retaliation from landlords.
• Construction Delays: Landlords must provide remedies if a tenant’s move-in date changes due to new construction delays.
• Utility Shut-Off Protections: Residential utility customers are protected from having their electric or natural gas services shut off between October 1 and April 30, ensuring access during the colder months.

Automatic Criminal Record Expungement

Minnesota is giving a fresh start to an estimated 500,000 residents. Nonviolent misdemeanors and certain low-level felonies will be automatically expunged if the individual has remained crime-free for two to five years. This initiative supports rehabilitation and helps reduce barriers to employment and housing.

Crackdown on Junk Fees

To increase transparency and fairness, businesses can no longer advertise goods or services without including all mandatory fees or surcharges. This law targets hidden costs in concert tickets, hotel bookings, and restaurant bills.

Salary Transparency in Job Postings

Minnesota employers with 30 or more employees must disclose the salary range or fixed pay rate in job postings. This measure promotes pay transparency and equity for job seekers.

Candidacy Filing Requirements

Candidates for pubic office must present a valid driver’s license or state ID with their current address, or other proof of residency, when filing an affidavit of candidacy. This change ensures accuracy and accountability in the electoral process.

Binary Trigger Ban

In an effort to enhance public safety, Minnesota has banned guns with binary triggers. These devices allow firearms to discharge on both the pull and release of the trigger, significantly increasing firing rates.

These new laws reflect Minnesota’s commitment to environmental stewardship, public safety, healthcare accessibility, and social equity. As these changes take effect, residents and businesses alike should familiarize themselves with the updates to ensure compliance and take advantage of the new protections.

As 2024 draws to a close, we want to reflect on the critical legal developments of the past year and prepare for the challenges and opportunities ahead. This year has been marked by significant changes across employment law, compliance regulations, and workplace standards. Staying informed is no longer optional-it’s essential to protect your business and foster growth.

Key Legal Updates from 2024

FTC’s Nationwide Non-Compete Ban 

While a Texas federal judge blocked the FTC’s non-compete ban, the regulatory environment remains dynamic. The FTC is likely to appeal, and the state-specific restrictions on non-compete agreements continue to evolve. Employers must tread carefully, especially with the NLRB’s increased focus on these agreements.

DOL Salary Threshold Adjustments

Changes to salary threshold rules have created new challenges for employers. While some salary adjustments may no longer be required, rolling back pay increases could impact employee morale. Employers should remain aligned with current legal standards and future appeals.

OSHA Updates

Enhanced workplace safety standards were introduced, including updated heat illness prevention rules and compliance requirements for indoor workplaces.

State-Specific Legislation

From California’s expanded whistleblower protections to Minnesota’s updates on wage transparency and classification laws, states have been highly active in updating employment regulations. Many of these laws take effect in early 2025, such as Minnesota’s minimum wage increase and job posting pay range requirements.

Preparing for 2025

The new year brings stricter requirements and evolving expectations, such as salary transparency laws in Massachusetts and Vermont, expanded leave protections in Connecticut, and revised minimum wage standards across several states. Employers must remain proactive to avoid penalties and ensure compliance.

Why Partner with WFJ?

At WFJ, we understand that navigating these complex changes can be overwhelming. Our team of experts is here to provide tailored solutions, helping you:

• Monitor regulatory changes and asses their impact on your business.
• Update workplace policies and agreements to align with federal and state laws.
• Foster a compliant and motivated workforce while mitigating risks.

With WFJ as your trusted partner, you’ll stay ahead of the curve in 2025 and beyond. Together, we can safeguard your business, ensuring you remain compliant while building a strong foundation for future success.

Let’s Get Started

Don’t let compliance challenges hold you back. Contact WFJ today to schedule a consultation with our Compliance Center and prepare for a legally secure 2025.