Perspectives

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. 

California has taken a significant step in debt collection regulation by expanding the Rosenthal Fair Debt Collection Practices Act (RFDCPA) to cover specific commercial debt obligations. This move introduces a new layer of legal exposure for creditors, lenders, and collection professionals involved in commercial finance-particularly those engaging with individual borrowers and personal guarantors.

As of July 1, 2025, covered commercial debts in California will be subject to the same strict collection practices previously reserved for consumer debts.

This includes avoiding:

• Harassment or abusive collection practices
• Contacting a debtor’s employer without authorization
• Communicating with a represented debtor
• Any deceptive or misleading collection tactics

Key Legal Update: What Senate Bill 1286 Changes

Traditionally, the RFDCPA applied only to consumer debts-obligations incurred primarily for personal, household, or family use. Now, the law will include:

• “Covered commercial credit” and “covered commercial debt”- defined as debts owed by natural persons, including personal guarantors, for commercial purposes, if the total transactional value is $500,000 or less.
• Types of debt affected include:
  • Commercial loans
  • Accounts receivable financing
  • Factoring and asset-based lending
  • Lease financing
  • Open-end credit lines

This means any individual-whether acting as a direct borrower or as a personal guarantor of a business obligation-will receive protections under the RFDCPA, provided the transaction meets the dollar threshold.

Effective Date and Scope

• Applies to commercial debt entered into, renewed, sold, or assigned on or after July 1, 2025
• Does not apply retroactively to prior transactions
• Applies to original creditors as well as third-party debt collectors and debt buyers

Implications for Credit and Finance Professionals

Violations of the RFDCPA can result in:

• Actual and punitive damages
• Attorney’s fees and costs awarded to the debtor
• Reputational and legal risk to your organization

Best Practices: Preparing for Compliance

 To position your business for regulatory readiness, we recommend the following steps:

Audit Your Commercial Collections Process

Review your current collection protocols, especially those involving personal guarantors or individual borrowers in California. Ensure all communications and outreach methods meet RFDCPA standards.

Implement Training for Staff and Third Parties

Educate internal collections teams, customer service representatives, and any third-party collection vendors on the new legal requirements. Emphasize prohibited conduct, including harassment, unauthorized employer contact, and deceptive communications.

Update Commercial Loan Documentation

Revisit your loan agreements and guaranty language to align with anticipated enforcement risks. Ensure clear delineation between business and personal obligations.

Strengthen Recordkeeping and Communication Controls

Ensure you have robust documentation of all borrower communications and can demonstrate compliance if challenged.

Partner with Legal Counsel Proactively

Engage experienced counsel to review your California-based commercial lending and collections operations. WFJ can help you identify exposure areas and implement changes before the law takes effect.

This new bill represents a growing trend of consumer-style protections being extended into the commercial finance space. For credit and finance professionals managing portfolios with individual guarantors or natural-person borrowers, this is the time to act.

WFJ is here to help you navigate this shift with clarity and confidence. Reach out to us today to learn how this new law may impact your business. 

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. 

Chasing down overdue payments can drain valuable time and resources. You’re balancing the need to maintain customer relationships with the hard reality that unpaid invoices impact cash flow and threaten financial stability. That’s where WFJ comes in.

Working with a legal team for collections-rather than a traditional agency-gives you a strategic edge. At Wagner, Falconer & Judd, our collection services combine the power of proactive outreach with the legal backing you need to get paid.

Here’s how our process works and why it adds value at every step.

A Transparent, Legal-First Process from Day One

When you place an account with WFJ, whether by email or through our secure portal, our team immediately gets to work. Within 24 hours, a written demand is sent on your behalf. This first step signals to your debtor that the matter is now in the hands of a law firm-often motivating a quicker resolution.

Ongoing Contact from Experienced Collectors

Our collectors begin calling the debtor right away and continue making 2-3 calls each week. These calls are more than just reminders-they’re strategically crafted conversations backed by a legal presence, designed to move the conversation toward resolution.

Full Control Over Payment Plans & Settlements

All payment plan proposals or settlement offers go directly to you for approval. We don’t accept anything without your say-so. This ensures you retain control of the terms and can align payment solutions with your broader financial strategy.

Prompt Remittance

Once a payment is received, it’s held in our trust account for three weeks. After that, you’ll receive a remittance check for the full amount collected, minus any agreed-upon fees. You get clear, timely disbursements and detailed documentation for your records.

Final Demand Letters & Legal Escalation

If the account remains unresolved after initial outreach, we send a final demand letter within 30 days of placement. If further legal action is needed, our attorneys may recommend retaining local counsel and proceeding with a lawsuit. We’ll walk you through the cost and timeline (typically 7-10 days to file after your approval.)

Clear Closure or Collection Outcomes

Whether an account is paid in full, sent to suit, or utimately deemed uncollectible, we keep you informed every step of the way. You’ll always know where things stand-and when to write off the debt if necessary.

Why Legal Collections Matter

Working with a law firm like WFJ means more than just persistent follow-up. You get:

• Increased credibility- Debtors are more responsive when they know an attorney is involved.
• Custom Strategy– We tailor each case to your goals, not just a quota.
• Legal Recourse– When necessary, we’re ready to take action beyond what traditional agencies can offer.

If you’re ready to collect what you’re owed while preserving customer relationships and maintaining legal protection, we’re ready to help. Connect with us today to place an account or learn more about how our collections team can support your bottom line.

Ready to get started?

In part one, we explored how UCC filings protect creditors by securing interests in business property. Now let’s unpack the legal mechanics of priority, enforcement, and how real-world business events like bankruptcy or acquisition can impact your rights as a secured party.

Who Gets Paid First? Understanding Priority

In a default situation, the UCC provides a clear general rule: First to perfect, first in line. That means the creditor who files first (and correctly) will have top priority among secured parties.

However, there’s a key exception: Purchase Money Security Interests (PMSIs). If the PMSI holder properly files and notifies other creditors before the debtor takes possession of the collateral, they can jump ahead in the priority line-even if others filed earlier.

Enforcement of Security Interests

Once a debtor defaults, a creditor’s rights are triggered. Here’s how enforcement works under Article 9:

• Notice and Surrender: The creditor must notify the debtor and seek voluntary surrender of the collateral.
• No “Breach of Peace”: Repossession must be peaceful. If the debtor refuses, the creditor must pursue judicial remedies.
• Sale of Collateral: Once in possession, the creditor may sell the collateral to recoup the owed balance, in accordance with UCC requirements for commercial reasonableness.

What Happens in Bankruptcy?

If the debtor files for bankruptcy, having a perfected UCC-1 ensures secured creditor status-but that doesn’t mean full recovery is guaranteed. If the value of the collateral is depleted or prior creditors exceed the available equity, you may still end up unsecured.

Subordinations: When You’re Asked to Step Aside

Sometimes a third-party creditor (often a bank) will request a subordination agreement. This means you agree to place your security interest behind theirs, allowing them to take priority. While this may help the debtor access additional capital and keep operations running, reviewing the terms carefully and reassessing your collateral’s status is critical.

Assignments, Amendments, and Business Changes

Mergers and acquisitions complicate collateral rights. If Company A acquires Company B, UCC filings may remain enforceable-if the collateral description allows for successors and assigns. In these cases, the original filing date holds, maintaining your priority.

If your business changes names, locations, or undergoes restructuring, updating the UCC-1 through assignments or amendments is essential to avoid lapses in perfection.

Final Thoughts

For finance professionals, a strong understanding of UCC filings isn’t just a box to check-it’s a proactive step in managing credit risk. Whether you’re reviewing credit applications, extending financing, or considering subordination, a properly filed UCC-1 can protect your interests and prioritize your right to recovery.

At Wagner, Falconer & Judd, our team helps simplify the complexities of commercial lending. If your company is navigating secured transactions, we’re here to review your filings, draft enforceable agreements, and ensure your position is protected.

Ready to safeguard your assets? Contact us today.