by Meagan | Apr 15, 2026 | Time & Attendance
Maine’s paid family and medical leave (PFML) benefits will be available to employees beginning May 1, 2026. Employees who work for at least 120 consecutive calendar days prior to taking leave will generally be entitled to job protection. Notice and Posting Employers...
by Meagan | Mar 19, 2026 | Time & Attendance
Floating holidays are a type of paid leave that allow employees to observe personal, cultural, or religious occasions not covered by your organization’s designated holiday calendar. Employees usually appreciate them, and they generally pose little burden on employers....
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 | 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...
by Meagan | Jan 20, 2026 | Human Resources, Payroll, Time & Attendance
You’re only required to pay overtime when a nonexempt employee works more than 40 hours in a workweek. Paid time the employee didn’t work—such as vacation, paid holidays, or sick leave—doesn’t count towards hours worked for overtime purposes. A couple of examples: If...
by Meagan | Jan 6, 2026 | Time & Attendance
You can, but we generally recommend not tracking unless you’ve got a legitimate business reason for doing so. Most exempt employees don’t expect to have to track their hours and will likely bristle at the idea. After all, not having to punch a clock is considered one...
Recent Comments