Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to close your Maine State Unemployment and Withholding accounts prior to joining our platform. Here are the steps to do that.
Maine has a statewide minimum wage and other minimum pay requirements that exceed federal standards. Employers can find the most up-to-date minimum wage requirements from the Maine Department of Labor.
The localities in Maine, listed below, may have a higher minimum wage than at the state level. Where both laws apply to an employee based on worksite, the law that favors the employee should be followed. Minimum wages in these localities are always changing, and this list is always growing. The very best way to ensure compliance with all applicable laws is to consult with legal counsel.
Additionally, Maine law prohibits pay disparity on the basis of sex.
Harassment & Discrimination
Maine law requires that employers with 15 or more employees conduct sexual harassment training for all new employees within one year of commencement of employment. Training must include a written notice of the illegality of sexual harassment; the definition of sexual harassment under state law; a description of sexual harassment, utilizing examples; the internal complaint process available to the employee; the legal recourse and complaint process available through the Maine Human Rights Commission; directions on how to contact the Commission; and information concerning protection against retaliation.
Managers and supervisory employees must be trained on their specific responsibilities, and methods these employees must follow to ensure immediate and appropriate corrective action in addressing sexual harassment complaints.
Justworks has teamed up with EVERFI to offer customers free access to a suite of trainings, which meet or exceed Maine minimum training standards.
In Maine, the final paycheck for terminating employees should be issued no later than the next regularly scheduled payday.
Accrued and unused vacation need not be paid out to employees upon termination, unless company policy dictates otherwise.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.