Canopy Business Law

03/17/2026

Are you meeting your obligations under Minnesota law?

Minnesota’s Women’s Economic Security Act (WESA) sets clear expectations for how employers must support and protect their employees. Compliance is not only a legal requirement, it is a key part of building a fair and sustainable workplace.

Under WESA, your employees have the right to:
• Discuss their wages without retaliation
• Access pregnancy and parental leave
• Receive reasonable pregnancy accommodations, including extra breaks, seating, and lifting limits
• Use a clean, private, non-bathroom space to express milk

Employers are responsible for ensuring these rights are understood, implemented, and consistently applied across the organization.

If concerns arise, employees may contact the Minnesota Department of Human Rights to report possible pregnancy or s*x discrimination. Taking a proactive approach to compliance helps reduce risk, strengthens workplace culture, and ensures your organization is meeting its legal responsibilities.

01/13/2026

Zlimen & McGuiness, PLLC is becoming Canopy Business Law!

While our name is changing, everything else remains the same, the same attorneys, the same management, the same office, and the same commitment to serving our clients with clarity and care. You can check out our updated website by clicking the following link: www.canopylaw.com

As part of this transition, we are also launching a focused estate planning and probate firm, Cooperative Will & Trust. This allows us to better serve clients by dedicating distinct teams and resources to business law and to estate planning and probate, all under the same leadership you already know and trust.

Over the next several weeks, you may see updates to our website, emails, and branding. We’ll continue to keep you informed and are always happy to answer questions.

11/18/2025

Minnesota small business owners — if you’re feeling overwhelmed by the new Paid Family & Medical Leave (PFML) requirements, you are definitely not alone.

We’ve been getting so many questions that we decided to host another free webinar to help walk through the new law, the upcoming deadlines, and what you need to do to get ready for 2026.
These sessions are short, practical, and totally focused on helping you understand PFML without the overwhelm. You do NOT have to navigate this by yourself — we’re here to guide you through it.

Upcoming Sessions:
* Wednesday, November 20 (4–5 PM): Employers + small businesses
* Tuesday, December 2 (12–1 PM): Employers + small businesses
We’ll break down what’s changing, what’s required, key deadlines, and exactly how to get your business prepared.

Our goal is to help as many Minnesota small businesses as possible feel confident and supported — not stressed and confused.

Register here: https://www.eventbrite.com/cc/minnesotas-paid-family-and-medical-leave-4746763

Please share with anyone you think would benefit. We’re all in this together.

Take a look at the different dates and times we offer presentations on Minnesota's new Paid Family and Medical Leave laws.

10/28/2025

What would you do if an employee needed to take 12 weeks of paid leave starting January 1 — do you have your PFML policy in place, AND a plan for what your business will do when employees use it?

Beginning January 1, 2026, every employer in the state — no matter the size — will be required to comply with Minnesota’s new Paid Family & Medical Leave (PFML) law. The new program introduces paid leave benefits, payroll contributions, and posting requirements that will affect every workplace.

And while 2026 might sound far away, there are key deadlines this fall that every employer should know:
November 10, 2025: Deadline to apply to opt out of the state plan (if pursuing a private plan)
December 1, 2025: Deadline to post the required employee notice in the workplace

To help employers prepare, Zlimen & McGuiness business attorney Annie DuBose has teamed up with HR Consultant Gina Lemon of Vivid Joy HR to host a series of free, educational info sessions this fall.

These short, practical webinars are designed to help Minnesota employers understand what’s changing, what’s required, and how to prepare with clarity and confidence. Annie and Gina will walk through the essentials in plain English, answer questions live, and share practical tools you can use to stay compliant without losing your mind in the process.

🗓️ Upcoming Free Sessions:
☕ Thursday, October 30 (12–1 PM): For Minnesota employers + small business owners
⚖️ Tuesday, November 4 (12–1 PM): For small firm & solo practitioner attorneys (1.0 CLE credit pending)
💼 Tuesday, December 2 (12–1 PM): For Minnesota employers + small business owners

✨ Whether you have one employee or one hundred, this law will affect your business — and we’re here to help you feel prepared, not panicked.

🔗 Register on Eventbrite: https://lnkd.in/g6Uphte6

Please share with other Minnesota employers or firm owners who may benefit from this information.

10/21/2025

Paid Family & Medical Leave Info Sessions:
Big changes are coming for Minnesota employers.

Beginning January 1, 2026, all Minnesota employers — regardless of size — will be required to comply with the state’s new Paid Family & Medical Leave (PFML) program. The law introduces paid leave benefits, payroll contributions, and posting requirements that will impact every workplace in the state.

To help business owners prepare, Attorney Annie DuBose of Zlimen & McGuiness, PLLC and HR Consultant Gina Lemon of Vivid Joy HR are hosting a series of free, educational info sessions this fall.

These short, practical webinars will help Minnesota employers understand what’s changing, what decisions need to be made before 2026, and how to implement the new requirements with confidence.

🗓️ Upcoming Free Sessions:
☕Thursday, October 30 (12–1 PM): For Minnesota employers & small business owners
⚖️Tuesday, November 4 (12–1 PM): For small firm & solo attorneys (1.0 CLE credit pending)
💼Tuesday, December 2 (12–1 PM): For Minnesota employers & small business owners

All sessions are virtual and free, with time for Q&A.

Whether you have one employee or one hundred, this law will affect your business — and we’re here to help you prepare with clarity, confidence, and compliance.

Register here: https://lnkd.in/dHsewbZC

Questions? Contact Annie at [email protected].

05/12/2025

We are excited to welcome our newest attorney, Annie DuBose!

Annie DuBose is a strategic and solutions-focused attorney with eight years of experience in litigation, employment law, and advising small businesses. Before joining us here at Zlimen & McGuiness, Annie practiced at two of Minnesota’s top law firms and clerked for a federal judge on the U.S. Court of International Trade. She now helps clients navigate legal disputes, manage risk, and resolve issues with confidence and clarity.

After several years away from traditional practice, Annie returned to law with a renewed fire for helping others build, grow, and protect what they’ve worked hard to create—whether it’s a business, a brand, or a legacy. During that time, she launched and scaled multiple ventures that sharpened both her business acumen and her empathy as an advisor. She brings that dual perspective to her work with business owners, entrepreneurs, and nonprofit leaders navigating complex legal questions and strategic decisions.

09/22/2023

Thanks to the MNLA Foundation for hosting the Shootout this past Tuesday! We might not have brought home a trophy this year, but there's always next year.

08/28/2023

Minnesota Ma*****na Laws

A newly effective law allows persons 21 years and older in Minnesota to engage in recreational use of Ma*****na. Employers can no longer test for Ma*****na in most cases. But if an employer has reasonable suspicion that the employee is under the influence of ma*****na in the workplace, therefore violating employment policy, then the employer may employ reasonable suspicion testing. Employees cannot be disciplined for the use of Ma*****na outside of the workplace.

Follow the link below for more information about Minnesota Ma*****na Testing

A newly effective law allows persons 21 years and older in Minnesota to engage in recreational use of Ma*****na. Employers, for the most part, can no longer test job applicants nor employees for Marij

08/25/2023

Ease of use in the New I-9 Form

The I-9 Form is used by employers to authorize individuals for employment in the United States. Employers will be required to use the updated I-9 Form beginning November 1, 2023, but may use the updated form before then.

The I-9 form was updated for better ease of use for employers and employees. Now, it is a fillable form which can be filled out online and on mobile devices. When filling out Section 1, employees no longer need to write “N/A” in unused fields. While employers and employees were not penalized if the I-9 Form failed to include “N/A,” the change will still alleviate pressure to complete that extra step.

Follow the link below for more information.

The I-9 Form is used by employers to authorize individuals for employment in the United States. Employers will be required to use the updated I-9 Form beginning November 1, 2023, but may use the upda

08/24/2023

New Earned Sick and Safe Time Requirement for 2024 New Earned Sick and Safe Time Requirement for 2024

Effective January 1, 2024, Minnesota legislature is implementing new and improved “Earned Sick and Safe Time” provisions. Earned Sick and Safe Time will help employees by allowing them to earn up to 48 hours of paid sick leave for every 12-month period. This new benefit reaches beyond personal sickness, and grants employees time to aid ill family members, or seek safety, without the economic burden of missing work. For more information follow the link below!

Effective January 1, 2024, Minnesota legislature is implementing new and improved “Earned Sick and Safe Time” provisions. Earned Sick and Safe Time will help employees by allowing them to earn up