by Meagan | Jun 11, 2026 | Time & Attendance
When you close due to inclement weather, nonexempt employees (those who are entitled to overtime) need to be paid only for actual hours worked plus any reporting time pay that might be required by state law. You have the following options when it comes to if or how...
by Meagan | May 14, 2026 | Business Tips, Earned Paid Leave
If at all possible, wait until the employee returns from vacation before telling them about these changes. Employees should be able to enjoy their time away and not be expected to check their email or other work messages. For nonexempt employees, time spent doing so...
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...
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