by Meagan | Mar 31, 2026 | Human Resources, Mental Health
Positive mental health practices are important for everyone and definitely something you can support in the workplace. First, work with your leaders to make mental health awareness a normal part of workplace conversations. Employees don’t always feel safe or...
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 | Feb 26, 2026 | Human Resources, Time & Attendance
Yes, but we recommend having a legitimate business reason for doing so. For example, it would be understandable to deny a vacation request if it would leave you without adequate coverage or because the employee asked with significantly less notice than required by...
by Meagan | Feb 19, 2026 | Human Resources, Payroll
You can help prevent pay discrimination by basing all pay decisions on legitimate, job-related criteria. Here’s how to do that: Establish a clear, written compensation strategy that defines pay ranges, job classifications, and criteria for starting pay, raises, and...
by Meagan | Feb 12, 2026 | Human Resources
You could try, but the heart wants what it wants. Bans of this sort are difficult to enforce and can make employees feel like you’re interfering in their personal lives, potentially diminishing trust and driving these relationships “underground.” (And of course,...
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