Understanding Vanessa’s Law for Teen Drivers in Minnesota
January 21, 2026 | Adriel B. Villarreal
Minnesota teen drivers who are convicted of an impaired driving crime or crash-related moving violation are subject to a penalty that would bar them from driving until they are at least 18 years old. This penalty is due to Vanessa’s Law. If you or your child are at risk of losing driving privileges because of Vanessa’s Law, an attorney can help you secure the best possible outcome. What Is Vanessa’s Law in Minnesota? Vanessa’s Law is a Minnesota statute that restricts driving privileges for teens convicted of an impaired driving crime or crash-related moving violation. Teens penalized under Vanessa’s Law cannot obtain a driver’s license until they are at least 18. There are slight differences in how the law applies to unlicensed teens versus teens with provisional licenses, which we’ll explain below. Vanessa’s Law was passed in May of 2004, one year after Vanessa Weiss was killed just days before turning 16. Vanessa was a passenger in a vehicle driven by an unlicensed 15-year-old. Vanessa’s Law was named in her memory and aims to protect people from injuries and fatal accidents caused by teen drivers. How Vanessa’s Law Applies to Unlicensed Teens Unlicensed teens convicted of a crash-related moving violation or alcohol/controlled substance violation cannot receive a license, provisional license, or instruction permit…
Read MoreMinnesota 2025 Legislative Employment Law Updates
December 11, 2025 | Kristin Kingsbury
The 2025 Minnesota legislature amended various employment law statutes. Here are some changes that are important for employers to know: Mandatory Rest Breaks – Amendments to Minn. Stat. § 177.253 subd. 1 and 3: The new rest break statute goes into effect on January 1, 2026, and requires employers to permit employees a rest break of at least 15 minutes or enough time to utilize the nearest convenient restroom, whichever is longer, within each four consecutive hours worked. If the employer does not allow these rest breaks, the employer could be liable for the employee’s rest break time that should have been allowed at the employee’s regular rate, plus an additional equal amount in liquidated damages. Mandatory Meal Breaks – Amendments to Minn. Stat. § 177.254 subd. 1, 2, and 4: Effective January 1, 2026, employees working six or more consecutive hours must be allowed a meal break of at least 30 minutes. If the employer does not allow an employee to take meal breaks, the employer could be liable for the employee’s meal break time that should have been allowed at the employee’s regular rate, plus an additional equal amount in liquidated damages. Earned Sick and Safe Time (ESST) – Amendments to Minn. Stat. § 181.9447 subd. 2, 3, and 4 and…
Read MoreBarna, Guzy & Steffen, LTD Receives State Breastfeeding-Friendly Recognition
November 26, 2025 | Barna, Guzy & Steffen, Ltd.
Barna, Guzy & Steffen, LTD has been named a Breastfeeding Friendly Workplace by the Minnesota Department of Health (MDH) for its contributions to the health of parents and their babies. MDH recognizes workplaces and county health departments that have demonstrated their commitment to supporting breastfeeding families by creating a workplace lactation support program. Barna, Guzy & Steffen completed an office remodel in January 2025, and with that created a Wellness Room that provides a welcoming and comfortable space for nursing mothers. Employees have access to all the necessary storage and cleansing equipment needed for the process. Breastfeeding is a foundational way to ensure that babies receive optimal nutrition during the first formative years of life. Studies show that infants who are breastfed have better health outcomes as they grow. MDH recognizes organizations that have taken a leadership role to improve breastfeeding rates and meet Healthy People 2030 goals. The designation acknowledges Barna, Guzy & Steffen’s commitment to acting as a model for the community by supporting healthy families and receiving the business benefits of supporting breastfeeding employees. The designation is achieved by adopting a written policy and educating staff about it; ensuring adequate break time for breastfeeding employees; providing a clean, private place to pump breast milk; and demonstrating a strong commitment to…
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