Perspectives

Minnesota’s new Paid Family and Medical Leave program is set to significantly impact employers starting January 1, 2026. While most Minnesota employers will participate in the state-run paid leave program, there is an alternative: offering an equivalent private plan. For employers considering this option, it’s critical to understand the requirements, benefits, and compliance obligations.

What is Minnesota Paid Leave?

Minnesota Paid leave is a state-mandated insurance program providing eligible employees with partial wage replacement for qualifying medical and family reasons. The program is funded by premiums paid by both employers and employees and covers nearly all private and public employers in the state.

Can Employers Opt Out?

Generally, no. Minnesota employers are required to participate-unless they offer an approve priate plan that meets, or exceeds the benefits of the state-run program.

Key Benefits of a Private Plan Alternative

• No State Premium Payments: Employers with approved private plans do not have to submit premiums to the state but must continue submitting quarterly wage reports.
• Direct Benefit Payments: Under a private plan, the employer (or insurance carrier) determines eligibility and pays benefits directly to employees, potentially speeding up the process compared to the state.
• Flexibility: Employers can offer a fully or self-funded plan and may cover medical leave, family leave, or both.

Requirements for Equivalent Private Plans

Private plans must match or exceed the state’s coverage in all major areas, including:

• Benefit Duration: At least 12 weeks of medical leave and/or family leave, depending on the type of plan.
• Eligibility Standards: Cannot be more restrictive than the state program.
• Employee Costs: Premiums charged to employees cannot exceed what they would pay under the state plan.
• Job Protections: Must provide equal employment protections as those in the state program.
• Coverage Continuation: Coverage must continue for 26 weeks after employee separation or until they start a new job.
• Types of Leave: Private plans must cover the same qualifying reasons, including medical conditions, bonding with a child, care for a family member, military-related leave, and safety leave.

Additionally, the private plan must:

• Allow intermittent leave or reduced schedules.
• Not impose additional restrictions or conditions beyond those in the state plan.
• Continue benefits for former employees on approved leave.

Approval Process and Next Steps

The state plans to open private plan applications in July 2025. Employers can prepare by:

• Working with insurance providers to explore pre-approved plan options.
• Gathering required application materials, including policy numbers, coverage documents, and payment of applicable fees.
• For self-insured plans, securing a surety bond equal to the total annual premiums that would be due under the state program.

Employee Notice Requirements

Employers with approved private plans must provide written notice to employees within:

• 30 days of the employee’s start date, or
• 30 days before collecting premiums, whichever is later.

The notice must include:

• Confirmation that the private plan offers all rights and protections under the state law.
• Details of wage replacement and leave benefits.
• Eligibility and premium contribution processes.
• Appeal rights and claim procedures.

Recordkeeping Obligations

Employers must securely maintain records related to an employee’s private plan benefits and provide copies of relevant claim information within 10 business days of an employee’s request-at no cost to the employee.

Why Consider a Private Plan?

For some employers, a private plan could offer:

• Potential cost savings.
• Faster processing of leave requests and benefit payments.
• More control over the leave administration process.

However, private plans come with strict compliance obligations. Employers must carefully weigh the benefits against the adminstrative responsibilities.

Stay Compliant. Stay Prepared.

Minnesota’s Paid Leave program is evolving, and the private plan offers an alternative path that could benefit your workforce and your bottom line. If you’re considering this option, now is the time to start planning.

WFJ is here to help you navigate the complexities of Minnesota Paid Leave and ensure your private plan meets all legal requirements. Contact us with your questions or to get started.

The 2025 Minnesota legislative session brought a range of important updates to employment laws, focusing on rest and meal breaks, Earned Sick and Safe Time (ESST), and Minnesota Paid Leave. While these changes may not be sweeping, they significantly impact employer responsibilities and workplace policies. HR professionals and employers should take note and prepare to update their practices accordingly.

Rest and Meal Breaks: More Structure, More Liability

Starting January 1, 2026, Minnesota’s rest and meal break laws will have stricter requirements and new penalties.

Rest Breaks

Employers must now provide:

• At least 15-minute rest break for every four consecutive hours worked, or
• Enough time to access the nearest convenient restroom, whichever is longer.

What’s Changing?

Previously, employers were only required to give employees “adequate time” to use the restroom. The new rule sets a clear minimum of 15 minutes, offering more definitive protection for employees.

Meal Breaks

Employers must now allow a 30-minute meal break for employees who work six or more consecutive hours.

What’s Changing?

The old rule required employers to “permit” meal breaks after eight hours, without specifying the length. The new law lowers the threshold to six hours and requires employers to actively allow a 30-minute break.

New Penalties

If an employer violates these break requirements, the employee is entitled to:

• Back pay for the missed break time at their regular rate of pay, plus
• An additional, equal amount in liquidated damages

In other words, employers could face double the liability if they fail to comply.

🗓 Effective Date: January 1, 2026

Earned Sick and Safe Time (ESST) Updates

Several employer-friendly adjustments to ESST went into effect on July 1, 2025.

Notice for Unforeseeable Leave

Employees must now give advance notice as “reasonably required by the employer” for unforeseeable absenses, replacing the former standard of “as soon as practicable”.

Documentation Timeline

Employers can now request reasonable documentation after two consecutive scheduled workdays of ESST use. The previous rule allowed requests only after three consecutive days.

Shift Replacements

Employers remain prohibited from requiring employees to find a replacement worker, but the law now clarifies that employees can voluntarily trade shifts if they choose.

ESST Advancement

🗓Effective January 1, 2026:

Employers may advance ESST hours based on anticipated hours the employee will work for the remainder of the accrual year. If the advanced amount is less than what the employee would earned based on actual hours, employers must make up the difference.

MN Paid Leave: Premium Adjustments

The legislature made made a technical update to the maximum premium cap for Minnesota Paid Leave:

• 2026 premium rate: Remains at 0.88% of employee wages.
• Future cap: The annual premium cap may now be adjusted up to 1.2% (increased from the original 1.1%).

The Minnesota Department of Employment and Economic Development (DEED) can adjust future premiums based on the program’s financial performance and actuarial principles.

Key Takeaways for Employers

• Review and update rest and meal break policies by January 1, 2026.
• Update ESST policies now to reflect the July 1, 2025 changes.
• Stay informed on future premium adjustments under MN Paid Leave.

Although these changes may seem incremental, noncompliance-especially regarding rest and meal breaks-could lead to significant penalties.

Stay Ahead of Compliance

WFJ is here to help you review your policies, update your handbooks and ensure you’re fully prepared for these changes. Reach out to our team for support in navigating Minnesota’s evolving employment laws.

Creating a fair, respectful, and legally compliant workplace starts with understanding anti-discrimination and Equal Employment Opportunity (EEO) laws. These laws are designed to protect employees and job applicants from unfair treatment based on certain protected characteristics-and they’re more than just best practices; they’re legal requirements.

For HR professionals and employers, staying informed and compliant with these laws is essential to fostering a workplace culture built on trust, inclusion, and legal integrity. Here’s an overview of the key federal anti-discrimination laws and how they impact your hiring and employment practices.

What is Employment Discrimination

Employment discrimination occurs when an employer takes an adverse action-such as refusing to hire, denying a promotion, or terminating employment-based on individual’s membership in a protected class. This kind of conduct is often referred to as disparate treatment and is prohibited under a patchwork of federal, state, and local laws.

Key Federal Laws the Prohibit Employment Discrimination

Understanding these major federal statutes is a critical first step in building a compliant and inclusive workplace:

Title VII of the Civil Rights Act of 1964

Prohibits discrimination based on:

• Race
• Color
• Religion
• Sex (including sexual orientation, gender identity, and pregnancy)
• National origin

Americans with Disabilities Act (ADA)

Protects individuals with disabilities from discrimination and requires reasonable accommodations in most employment situations. This includes the ADA Amendments Act (ADAAA), which broadened the definition of disability.

Rehabilitation Act

Mirrors the protections of the ADA but applies to:

• Federal employers
• Federal contractors and subcontractors (with contracts over $10,000)
• Employers receiving federal funding

Age Discrimination in Employment Act (ADEA)

Prohibits discrimination against individuals aged 40 and over.

Genetic Information Nondiscrimination Act (GINA)

Protects employees from discrimination based on genetic information, including family medical history.

Uniformed Services Employment and Reemployment Rights Act (USERRA)

Prohibits discrimination based on past, present, or future military service.

Section 1981 of the Civil Rights Act of 1866

Ensures equal rights to make and enforce contracts, including employment contracts, regardless of race, color, or ethnicity.

Equal Pay Act (EPA)

Requires that men and women in the workplace be given equal pay for equal work.

Family and Medical Leave Act (FMLA)

Prohibits retaliation against employees who take unpaid job-protected leave for qualifying family or medical reasons.

Immigration Reform and Control Act (IRCA)

Prohibits employment discrimination based on citizenship status or national origin and governs the employment eligibility verification process.

Why Compliance Matters

Failing to comply with EEO and anti-discrimination laws can result in:

• Costly lawsuits and settlements
• Damage to your company’s reputation
• Decreased employee morale and engagement
• Increased turnover and recruitment challenges

What HR Departments and Employers Should Do

• Review and update your policies to reflect current federal and state anti-discrimination laws.
• Train hiring managers and supervisors on appropriate interviewing, accommodation, and disciplinary practices.
• Establish clear procedures for handling discrimination complaints and conducting internal investigations.
• Audit pay practices and job classifications to ensure compliance with equal pay laws.
• Document decisions related to hiring, promotion, and termination to demonstrate non-discriminatory practices.

WFJ Can Help

At WFJ, we understand how complex and ever-evolving employment laws can be. Our team is here to support your HR department with tailored legal guidance, policy reviews, training, and proactive risk management strategies. By partnering with us, you gain peace of knowing your practices align with the law-and your employees’ rights are protected.

Ready to build a compliant and inclusive workplace? Let’s talk. 

Minnesota employers, change is coming and it’s time to prepare. Beginning in 2026, the State’s new paid family and medical leave program, which is the State is calling MN Paid Leave, will provide workers with paid time off for life events like bonding with a new child, recovering from an illness, or caring for a loved one. If you’re feeling overwhelmed by the details, you’re not alone. At Wagner, Falconer & Judd, we believe in simplifying the complex, so here’s what you need to know.

The Basics: What is MN Paid Leave?

Minnesota passed MN Paid Leave in 2023, and it is a state-run insurance program that provides up to 20 weeks of paid leave per year for qualifying family or medical reasons.

• Contributions Start: January 1, 2026
• Benefits Available to Employees: January 1, 2026
• Administered by: The Minnesota Department of Employment and Economic Development (DEED)

Employer Responsibilities: What You Need to Do

Here’s your action list:

Submit Wage Reports: Starting already on October 31, 2024, you must file quarterly wage detail reports.

Start Payroll Deductions: Contributions being January 1, 2026. Employers and employees share the cost of the total premium rate of 0.88%, with employers and employees each typically paying 0.44% (employees cannot be required to pay more than 0.44%).

Post Notices: You’ll be required to post workplace notices and distribute individual notifications by December 1, 2025.

Maintain Coverage: While an employee is out on MN Paid Leave, you must maintain their health insurance and other benefits coverage.

WFJ Tip: Employers can opt out of the State program if they offer a private plan that meets State standards.

Eligibility: Who Qualifies?

Covered Employers

All private and public employers are covered and must participate in MN Paid Leave (except the federal government).

Covered Employees

To qualify for MN Paid Leave, employees must meet all of the following:

1. Earn at least 5.3% of the statewide average annual wage in the past year (about $3,700 in 2024); and

2(a) Worked at least 50% of their time in MN in a calendar year; or

2(b) If an employee (i) does not work at least 50% of their time in MN or in any other state, and (ii) the employee performs some work in MN and (iii) lives in MN for at least 50% of the calendar year.

Eligible employees includes full-time, part-time, temporary, and most seasonal employees.

Seasonal employees who work less than 150 days during any consecutive 52-week period in hospitality are generally not eligible to MN Paid Leave benefits.

Remote Employees Count Too: Even if your company is based out of state, if you have just one employee working remotely in Minnesota that satisfies the State’s eligibility requirements, then your business must participate in MN Paid Leave.

Independent contractors are not eligible under the employer’s MN Paid Leave contributions, but they may opt into the MN Paid Leave program on their own.

What Leave is Covered?

There are two main types of leave under MN Paid Leave:

• Medical Leave (up to 12 weeks): For the employee’s own serious health condition
• Family Leave (up to 12 weeks): For bonding time with a new child, caring for a family member with a serious condition, addressing a military exigency, or taking safe leave.

Combined Cap: An employee may take up to 20 total weeks of paid leave per benefit year.

Intermittent Leave: Leave can be taken in small blocks (e.g., a few hours or days at a time), with a cap of 480 hours per year for intermittent use.

Reporting and Payroll Deductions: What Goes Where?

Here’s what you’ll need to track and report:

• Quarterly wage detail reports to the State
• Employee payroll deductions (starting in 2026)
• Coordination with PTO/STD: If an employee is also receiving short-term disability (STD) or using PTO, you must report it. Benefits are adjusted to avoid duplication.

How Does MN Paid Leave Work with Other Benefits?

One of the biggest questions we hear from employers is: How does this fit with the FMLA or other leave policies?

• MN Paid Leave and FMLA run concurrently if the reason for leave is a qualifying reason under both MN Paid Leave and FMLA. If an employee qualifies for both, they can’t stack one on top of the other.
• Job protection under MN Paid Leave kicks in once an employee has worked 90 calendar days. 
• Employees can use MN Paid Leave intermittently, but you may limit them to 480 hours of intermittent leave per year.

If you already offer parental leave or short-term disability, MN Paid Leave doesn’t cancel them out, but it will likely require coordination to avoid overpayment or compliance gaps.

Private Plans: Is It Worth Opting Out?

Some employers may choose to offer a private plan instead of participating in the State-run program. To qualify, your plan must:

• Offer benefits at least equal to those provided by the State
• Be approved by DEED
• Be monitored to ensure compliance

Benefits of a private plan may include faster claims processing, better integration with existing policies, and more administrative control.

Penalties and Enforcement

Don’t ignore this law. Employees can sue to enforce rights under MN Paid Leave, and employers can face penalties between $100 and $10,000 per violation. Retaliation against employees who request or take this leave is strictly prohibited.

Your Next Steps

Here’s how to get ready now:

✅ Audit Your Workforce: Identify who may be eligible based on wage and work location.
✅ Evaluate Current Leave Policies: Understand where MN Paid Leave overlaps or conflicts with your current leave policies.
✅ Update Payroll Systems: Prepare for future contributions and reporting.
✅ Plan Your Communications: Clear employee education is critical.
✅ Consider Private Plan Options: If you want more control, explore alternatives.

Need Help Making Sense of MN Paid Leave?

At Wagner, Falconer & Judd, we’re here to help you prepare for changing laws with confidence-not confusion. From policy review to training your HR team, our attorneys can help you navigate the new law while protecting your business.

Contact us today to ensure you’re ready for Minnesota Paid Leave in 2026 and beyond. 

Looking to dive deeper into this subject? Attorney Jordan Cardenas recorded a webinar May 2025 to cover this topic in-depth. You can find that webinar here.

If your business offers subscription services, auto-renewing memberships, or any type of recurring billing program-whether to consumers or other businesses-change is coming. And it’s coming fast. 

Starting July 14, 2025, the Federal Trade Commission’s (FTC) new Click-to-Cancel Rule will take effect, creating significant compliance obligations for companies that utilize what the agency calls “Negative Option Features”. This new rule is designed to make it just as easy for customers to cancel a subscription as it was to sign up in the first place-and failure to comply will lead to regulatory scrutiny.

At WFJ, we’re tracking developments because we understand how quickly evolving federal rules can impact your day-to-day operations. Below, we break down what the Click-to-Cancel Rule requires and what steps your business should be taking now to prepare.

What is a “Negative Option Feature”?

A Negative Option Feature is a provision in a contract where a customer’s silence or inaction is interpreted as acceptance or continuation of a recurring service or payment. Think of automatic renewals, continuity plans, or free-to-paid trial conversions.

The FTC’s new rule applies broadly-to both business-to-consumer (B2C) and business-to-business (B2) transactions.

What Does the Rule Require?

The rule has three core requirements, two of which go into effect on July 14, 2025. The third requirement is already enforceable.

1.Simple Click-to-Cancel Mechanisms

Effective July 14, 2025

If your business allows customers to sign up for a subscription online, you must also allow them to immediately cancel it online-with no unecessary hurdles.

• Online Cancellations must be easy to find and use. If a customer signed up without talking to a representative, they cannot be required to speak with one to cancel.
• Telephone cancellations must be handled promptly, during normal business hours, and can not cost more than the initial call.
• In-person cancellations can’t be the only cancellation method-even if the original sign-up was in person.

Bottom line: The cancellation process must be as easy as the sign-up process. 

2.Clear Disclosures of Material Terms

Effective July 14, 2025

Before you collect billing information, you must provide clear and conspicuous disclosures, including:

• That charges will occur and may increase after trial periods
• How and when customers can cancel
• The cost and frequency of recurring charges
• The cancellation method required under the new rule

These disclosures must appear immediately next to the consent mechanisms and before the customer agrees to the terms.

3.No Misrepresentations

Already in effect

The rule prohibits misrepresenting any material fact about your recurring service-including:

• The cost
• The cancellation process
• The nature or effectiveness of the service
• Any aspect likely to influence a customer’s purchasing decision

If it could affect someone’s choice to sign up or continue a service, it must be stated truthfully and clearly.

Why This Matters Now

Although some aspects of the rule won’t be enforceable until mid-2025, the FTC has already made it clear that transparency and fairness in subscription-based services are a top enforcement priority. With the July 14 deadline approaching, busineses should begin reviewing customer onboarding flows, updating cancellation procedures, and ensuring disclosures meet the new standards. 

It’s also important to note that state laws may impose stricter requirements, and complying with federal rules doesn’t guarantee compliance at the state level.

How WFJ Can Help

At Wagner, Falconer & Judd, our attorneys and Compliance Center team are dedicated to keeping businesses like yours ahead of the curve when it comes to legal and regulatory changes. We know that each business model is different-and compliance isn’t one-size-fits-all.

Whether you need a comprehensive reivew of your current subscription practices, help drafting compliance disclosures, or advice on how this rule interacts with your state’s laws, we’re here to guide you every step of the way.

Reach out to WFJ’s Compliance Center today to ensure your business is ready for the Click-to-Cancel rule and stays compliant.

Minnesota employers, change is coming-and it’s time to prepare. Begining in 2026, the state’s new Paid Family and Medical Leave (PFML) program will provide workers with paid time off for life events like bonding with a new child, recovering from illness, or caring for a loved one. If you’re feeling overwhelmed by the details, you’re not alone. At Wagner, Falconer & Judd, we believe in simplifying the complex, so here’s what you need to know.

The Basics: What is PFML?

Minnesota’s PFML law, passed in 2023, is a state-run insurance program that provides up to 20 weeks of paid leave per year for qualifying family or medical reasons.

• Contributions Start: January 1, 2026
• Benefits Available to Employees: January 1, 2026
• Administered by: The Minnesota Department of Employment and Economic Development (DEED)

Employer Responsibilities: What You Need to Do

Here’s your action list:

Submit Wage Reports: Starting October 31, 2024, you must file quarterly wage detail reports.

Start Payroll Deductions: Contributions being January 1, 2026. Employers and employees share the cost-each typically pays 0.44% of wages (for a total of 0.88%).

Post Notices: You’ll be required to post workplace notices and distribute individual notifications by December 1, 2025.

Maintain Coverage: While an employee is out on PFML, you must maintain their health insurance.

WFJ Tip: Employers can opt out of the state program if they offer a private plan that meets state standards.

Eligibility: Who Qualifies?

Covered Employers

If you employ at least one person in Minnesota, even remotely-you’re subject to the PFML law.

Covered Employees

To qualify for benefits under the Minnesota PFML program, employees must meet all of the following:

• Earn at least 5.3% of the state’s average annual wage in the year prior to the leave (about $3,781.23 in 2024)
• Perform at least 50% of their work in Minnesota, or if no single state meets the 50% threshold, the employee must live in Minnesota and perform some work here
• Be a current employee, or in some cases, a former employee separated from employment for less than 26 weeks
• Provide appropariate notice and documentaiton for the leave requested

This includes full-time, part-time, seasonal, and temporary employees.

Remote Employees Count Too: Even if your company is based out of state, if you have just one employee working remotely in Minnesota, that employee is eligible and your business must comply .

Independent contractors are not eligible under the employer’s PFML contributions-but they may opt into the program on their own.

What Leave is Covered?

There are two main types of leave under PFML:

• Medical Leave (up to 12 weeks): For the employee’s own serious health condition
• Family Leave (up to 12 weeks): For bonding with a new child, caring for a family member with a serious condition, addressing a military exigency, or taking safe leave.

Combined Cap: An employee may take up to 20 total weeks of paid leave per benefit year.

Intermittent Leave: Leave can be taken in small blocks (e.g., a few hours or days at a time), with a cap of 480 hours per year for intermittent use.

Reporting and Payroll Deductions: What Goes Where?

Here’s what you’ll need to track and report:

• Quarterly wage detail reports to the state
• Employee payroll deductions (starting in 2026)
• Coordination with PTO/STD: If an employee is also receiving short-term disability (STD) or using PTO, you must report it. Benefits are adjusted to avoid duplication.

Payroll systems must be updated to reflect PFML deductions and payments on employee earning statements.

How Does PFML Work with Other Benefits?

One of the biggest questions we hear from employers is: How odes this fit with the FMLA or other leave policies?

• PFML and FMLA run concurrently when applicable. If an employee qualifies for both, they can’t stack one on top of the other.
• Job protection under PFML kicks in once an employee has worked 90 consecutive days. 
• Employees can use PFML intermittently, but you may limit them to 480 hours of intermittent leave per year.

If you already offer parental leave or short-term disability, PFML doesn’t cancel them out-ut it will likely require coordination to avoid overpayment or compliance gaps.

Private Plans: Is It Worth Opting Out?

Some employers choose to offer a private plan instead of participating in the state-run program. To qualify, your plan must:

• Offer benefits at least equal to those provided by the state
• Be approved by the Minnesota Department of Employment and Economic Development
• Be monitored to ensure compliance

Benefits of a private plan may include faster claims processing, better integration with existing policies, and more administrative control. \

Penalties and Enforcement

Don’t ignore this law. Employees can sue to enforce rights under PFML, and employers can face penalties between $100 and $10,000 per violation. Retaliation against employees who request or take this leave is strictly prohibited.

Your Next Steps

Here’s how to get ready now:

✅ Audit Your Workforce: Identify who may be eligible based on wage and work location
✅ Evaluate Current Leave Policies: Understand where PFML overlaps or conflicts
✅ Update Payroll Systems: Prepare for future contributions and reporting
✅ Plan Your Communications: Clear employee education is critical
✅ Consider Private Plan Options: If you want more control, explore alternatives

Need Help Making Sense of PFML?

At Wagner, Falconer & Judd, we’re here to help you prepare for changing laws with confidence-not confusion. From policy reivew to training your HR team, our attorneys can help you navigate the new law while protecting your business.

Contact us today to ensure you’re ready for Minnesota PFML in 2026-and beyond. 

In honor of Small Business Month, WFJ is highlighting the legal guidance that helps small businesses thrive by sitting down with employment and labor law attorney, Bridget Finn. Known for her collaborative, solutions-oriented style, Bridget works closely with small business owners to help them navigate the complex world of employment law with clarity and confidence. In this interview, she shares her perspective on the value of early legal planning, the most common compliance missteps she sees, and practical steps business owners can take—even without an in-house HR team—to build strong, compliant workplaces.

What’s your favorite part about working with small business clients?

What I value most about working with small business clients is having the opportunity to work with leaders on a variety of issues from start to finish and offering solutions along the way.

If you could give one piece of legal advice to someone starting a new business, what would it be?

I would advise new business owners to recognize the importance of establishing policies early on, as they provide a solid foundation for how operations should be managed. Consulting with professional legal experts at the outset of a business venture will yield significant benefits in the long term as you are getting ahead of any possible legal and employment issues that might come up down the line.

What are some of the most common mistakes you see small businesses make when it comes to employment law?

A common mistake many small businesses make is failing to maintain proper records or documentation of policies, procedures, and incidents. It’s crucial to document these details so that you have a reliable reference to look to when you are busy managing the day-to-day business operations.

What’s one thing business owners often overlook in their employee handbooks or workplace policies?

One key aspect employers often overlook in their employee handbooks or policies is ensuring they are regularly updated to reflect changes in local, state and federal laws, as legal requirements are constantly evolving. The handbook should be viewed as an evolving document that should be adapted as time goes on.

How can small businesses stay compliant with employment laws without having a full in-house HR team?

Small businesses should take full advantage of the resources offered by the Compliance Center, including legal advice, policy and handbook drafting, as well as many other resources that provide summaries and updates on legal developments.

What’s one of your favorite small businesses?

One of my favorite small businesses is FRGMNT Coffee.