Labor Law Requirements

• Workers’ Compensation (Required)
• Regulation of Employment (Required)
• Child Labor Laws (Required)
• Whistleblowers’ Protection Act (Required)
• Minimum Wage (Required)
• Employment Security Act (Unemployment Compensation) (Required)
• Video Display Terminal Law (Required)
• Sexual Harassment (Required)
• Equal Employment Rights (Recommended)

• Family and Medical Leave (Required)
• Equal Employment Opportunity (Required)
• USERRA (Required)
• OSHA (Required)
• Federal Minimum Wage (Required)
• Polygraph Protection Test (Required)

Recent Changes

Regulation of Employment - September 2009

Maine has added a section entitled Severance Pay. The new section states that businesses that have 100 or more employees at a single location may have to provide severance pay to employees if that business location closes or has a mass layoff. They have also added nursing mothers under the section for Rest Breaks. Nursing mothers must be provided with unpaid break time or be permitted to use their paid break or meal time to express milk. The employer must make reasonable efforts to provide a clean room or location, other than a bathroom, where the milk can be expressed.

Minimum Wage - April 2009

Non-substantive change: Removed the outdated 2007 information.

Regulation of Employment - January 2009

Under the “Family Medical Leave” section, serious illness or death of a sibling who shares joint living and financial arrangements with the worker has been added as a fifth bullet to the qualifications for leave of absence. The phone number to obtain further information regarding the Federal medical leave has also changed.
This was a Substantive change

Unemployment Insurance - Minimum Wage - April 2008

• Unemployment Insurance (Non-substantive) - An address has been changed on the Unemployment Insurance notice.
• Minimum Wage (Substantive) - The Minimum Wage notice has been updated to reflect the upcoming increases in the minimum wage (to $7.25 per hour on October 1, 2008, and to $7.50 per hour on October 1, 2009. Additionally, “employees in domestic service in or about private homes, if employed by the home owner” and “public-supported nonprofit organization or educational nonprofit organization employees” have been removed from the list of exemptions from minimum wage and overtime, and “hotels, motels, restaurants and other eating establishments” has been removed from the list of overtime exemptions.
This was a Substantive change