by Meagan | Apr 23, 2026 | Employment Law, Human Resources
Some benefits need to be paid or transferred to beneficiaries, while others must be terminated. Both have rules you’ll need to follow. Beneficiary-driven benefits include life insurance, retirement plans, and health savings accounts. Your obligations include starting...
by Meagan | Apr 8, 2026 | Employment Law
Exempt and nonexempt are classifications under the Fair Labor Standards Act (FLSA), a federal law requiring that most employees receive at least minimum wage for each hour worked and overtime pay for hours worked over 40 in a workweek. Employees who are entitled to...
by Meagan | Mar 26, 2026 | Affordable Care Act, Employment Law, health insurance
The Affordable Care Act (ACA) requires applicable large employers (ALEs) to report each year on whether they did or did not offer health coverage to each of their full-time employees. An ALE is an employer averaging 50 or more full-time employees, including full-time...
by Meagan | Mar 12, 2026 | Employment Law, Human Resources
Employers with 15 or more employees are required by federal law to provide reasonable accommodations for an employee’s sincerely held religious beliefs, practices, and observances, unless doing so would create an undue hardship for the employer. The need for a...
by Meagan | Mar 10, 2026 | Employment Law, Human Resources
With increased federal immigration enforcement activity in Maine, it is understandable that many employers are feeling uneasy. Questions about employee documentation, audits, and what to do if federal officers show up at your workplace can keep even the most seasoned...
by Meagan | Jan 28, 2026 | Employment Law, FMLA, Human Resources, Time & Attendance
Yes. If no paid leave laws apply and you don’t offer any paid time off, you can deduct from an exempt employee’s salary for leave designated as Family and Medical Leave Act (FMLA), even if that leave is taken intermittently. FMLA leave is one of the instances in which...
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