Maine employment law compliance requirements

Employers with more than 10 employees must provide up to 40 hours of earned paid leave per year, accruing at 1 hour for every 40 hours worked.

26 M.R.S. § 637 · effective Jan 2021 · source

Sexual harassment is a form of sex discrimination prohibited under Title VII.

42 U.S.C. § 2000e-2 · effective Jan 2020

Prohibits employment discrimination based on race, color, religion, sex, or national origin.

42 U.S.C. § 2000e et seq. · effective Jan 2020

WARN notices must include: whether closing/layoff is permanent or temporary, expected date, whether bumping rights exist, name/contact for company representative.

29 U.S.C. § 2102 · effective Jan 2020

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must offer affordable, minimum-value health coverage to full-time employees and their dependents or risk an employer shared responsibility payment.

26 U.S.C. § 4980H · effective Jan 2015

Agreement must advise employee to consult with attorney

29 U.S.C. § 626(f)(1)(E) · effective Oct 1990

Eligible employees entitled to 12 weeks unpaid leave

29 U.S.C. § 2612(a)(1) · effective Aug 1993

Employers must maintain anti-harassment policies

42 U.S.C. § 2000e-2 · effective Jul 1964

Employers with 100 or more employees must provide 90 days' notice before a physical shutdown or relocation of an establishment.

26 M.R.S. § 625-B · effective Jun 2023 · source

Employers must provide 60 days advance notice of plant closings (50+ employees) or mass layoffs (500+ or 50-499 if 33% of workforce).

29 U.S.C. § 2101 et seq. · effective Jan 2020

60 days advance notice for plant closings and mass layoffs

29 U.S.C. § 2102 · effective Feb 1989

Discharged or departing employees must be paid all accrued wages on the next regularly scheduled payday, or within 2 weeks of demand.

26 M.R.S. § 626 · effective Aug 2022 · source

Employees 40+ must be given 21 days to consider individual severance agreements

29 U.S.C. § 626(f)(1)(F)(i) · effective Oct 1990

Employees 40+ in group terminations must be given 45 days to consider

29 U.S.C. § 626(f)(1)(F)(ii) · effective Oct 1990

Employees 40+ must be given 21 days to consider a separation agreement that includes a release of age discrimination claims.

29 U.S.C. § 626(f)(1)(F) · effective Jan 2020

In group terminations, employees 40+ must be given 45 days to consider a separation agreement.

29 U.S.C. § 626(f)(1)(H) · effective Jan 2020

Maine's minimum wage is adjusted annually based on the Consumer Price Index. For 2024, the minimum wage is $14.15 per hour.

26 M.R.S. § 664(1) · effective Jan 2024 · source

Federal minimum wage rate

29 U.S.C. § 206(a)(1) · effective Jul 2009

Non-compete agreements are prohibited for employees earning at or below 400% of the federal poverty line, and employers must provide 3 business days' notice before signing.

26 M.R.S. § 599-A · effective Sep 2019 · source

Employers are prohibited from inquiring about a prospective employee's compensation history until an offer of employment has been made.

26 M.R.S. § 628-A · effective Sep 2019 · source

To be exempt from overtime, salaried employees must earn at least 3,000 times the state minimum wage annually.

26 M.R.S. § 664(3) · effective Jan 2024 · source

Overtime pay for hours worked over 40 in a workweek

29 U.S.C. § 207(a)(1) · effective Oct 1938

Applicable Large Employers (50+ full-time and full-time-equivalent employees) must file annual information returns (Forms 1094-C and 1095-C) with the IRS and furnish Form 1095-C to each full-time employee.

26 U.S.C. § 6056 · effective Jan 2015

Private employers with 100 or more employees (and certain federal contractors with 50 or more) must annually file the EEO-1 Component 1 Report with the EEOC, reporting workforce demographic data by job category, sex, race, and ethnicity.

42 U.S.C. § 2000e-8(c) · effective Jan 1966

Employers must provide employees with a consecutive 30-minute rest break after 6 hours of work.

26 M.R.S. § 601 · effective Sep 1985 · source

Employers with 15 or more employees must provide sexual harassment training to all employees within one year of hire, and to supervisors within one year of appointment.

26 M.R.S. § 807 · effective Oct 1991 · source

Employees 40+ must have 7 days to revoke after signing

29 U.S.C. § 626(f)(1)(G) · effective Oct 1990

Employers may not request criminal history information on an initial employment application form, with limited exceptions.

26 M.R.S. § 600-A · effective Oct 2021 · source

Group terminations must disclose job titles and ages of affected employees

29 U.S.C. § 626(f)(1)(H) · effective Oct 1990