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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the
employee all wages due by the next regular payday on which the employee would have
been paid had employment continued or within two weeks of the employee's demand for
payment, whichever comes first. Maine Stat. 26:626
Employees who quit or resign
When an employee quits, the employer must pay the employee all wages due by the next
regular payday on which the employee would have been paid had employment continued
or within two weeks of the employee's demand for payment, whichever comes first. Maine
Stat. 26:626
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns due to a labor dispute, the employer must pay the employee all
wages due by the next regular payday on which the employee would have been paid had
employment continued or within two weeks of the employee's demand for payment,
whichever comes first. Maine Stat. 26:626
Wages in Dispute
Maine does not have any laws requiring an employer to pay an employee wages conceded
to be due when involved in a wage dispute with the employee.
Employees who are fired, discharged, terminated, or laid off
When an employer discharges or lays off an employee, the employer must pay the
employee all wages due by the next regular payday on which the employee would have
been paid had employment continued or within two weeks of the employee's demand for
payment, whichever comes first. Maine Stat. 26:626
Employees who quit or resign
When an employee quits, the employer must pay the employee all wages due by the next
regular payday on which the employee would have been paid had employment continued
or within two weeks of the employee's demand for payment, whichever comes first. Maine
Stat. 26:626
Employees who are suspended or resigns due to a labor dispute (strike)
When an employee resigns due to a labor dispute, the employer must pay the employee all
wages due by the next regular payday on which the employee would have been paid had
employment continued or within two weeks of the employee's demand for payment,
whichever comes first. Maine Stat. 26:626
Wages in Dispute
Maine does not have any laws requiring an employer to pay an employee wages conceded
to be due when involved in a wage dispute with the employee.
Frequency of Wage Payments
An employer must pay employees at regular intervals not to exceed 16 days. An employer
must pay employees within 8 days of the end of a pay period. An employer must notify
employees at least 30 days before increasing the interval between paydays. Maine Stat.
26:621-A
An employer must pay employees at regular intervals not to exceed 16 days. An employer
must pay employees within 8 days of the end of a pay period. An employer must notify
employees at least 30 days before increasing the interval between paydays. Maine Stat.
26:621-A
Manner of Payment
An employer may pay employees by:
- cash,
- check convertible into cash on demand, and
- by direct deposit, an automated teller machine card, or other means of electronic transfer
as long as the employee either can make an initial withdrawal of the entire amount without
additional cost to the employee or the employee can choose another means of payment
that involves no additional cost to the employee. Maine Stat. 26:663
Direct Deposit
An employer may pay employee by direct deposit so long as the employee either can make
an initial withdrawal of the entire amount without additional cost to the employee or the
employee can choose another means of payment that involves no additional cost to the
employee. Maine Stat. 26:663 This tends to indicate that an employer may require
employees to participate in a direct deposit program so long as the employees do not
incur additional costs by participating.
An employer may pay employees by:
- cash,
- check convertible into cash on demand, and
- by direct deposit, an automated teller machine card, or other means of electronic transfer
as long as the employee either can make an initial withdrawal of the entire amount without
additional cost to the employee or the employee can choose another means of payment
that involves no additional cost to the employee. Maine Stat. 26:663
Direct Deposit
An employer may pay employee by direct deposit so long as the employee either can make
an initial withdrawal of the entire amount without additional cost to the employee or the
employee can choose another means of payment that involves no additional cost to the
employee. Maine Stat. 26:663 This tends to indicate that an employer may require
employees to participate in a direct deposit program so long as the employees do not
incur additional costs by participating.
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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Deductions from Wages
An employer may not withhold or deduct wages from an employees wages for:
- cash shortages,
- inventory shortages,
- dishonored checks,
- dishonored credit cards,
- damages to the employer's property in any form or
- any merchandise purchased by a customer.
An employer cannot deduct or withhold any portion of an employee's wages except for:
- the payment of a loan, debt or advance made to the person,
- for the payment of any merchandise voluntarily purchased by the employee from the
employer,
- for sick or accident benefits, or life or group insurance premiums, excluding
compensation insurance, that an employee has agreed to pay, or
- rent, light or water expense of a company-owned house or building.
Maine Stat. 26:629
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer cannot require an employee to pay for uniforms, clothing, tools, equipment, or
other items necessary for employment with the employer. An employer cannot require an
employee to pay for the cleaning and maintenance costs of a uniform, but can enter into a
signed agreement with the employee to deduct the cost of cleaning and maintenance from
their wages. Maine Stat. 26:629
Medical or Physical Exams, including Drug Tests, Required for Employment
Maine does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
An employer may not withhold or deduct wages from an employees wages for:
- cash shortages,
- inventory shortages,
- dishonored checks,
- dishonored credit cards,
- damages to the employer's property in any form or
- any merchandise purchased by a customer.
An employer cannot deduct or withhold any portion of an employee's wages except for:
- the payment of a loan, debt or advance made to the person,
- for the payment of any merchandise voluntarily purchased by the employee from the
employer,
- for sick or accident benefits, or life or group insurance premiums, excluding
compensation insurance, that an employee has agreed to pay, or
- rent, light or water expense of a company-owned house or building.
Maine Stat. 26:629
Uniforms, Tools, and Other Equipment Necessary for Employment
An employer cannot require an employee to pay for uniforms, clothing, tools, equipment, or
other items necessary for employment with the employer. An employer cannot require an
employee to pay for the cleaning and maintenance costs of a uniform, but can enter into a
signed agreement with the employee to deduct the cost of cleaning and maintenance from
their wages. Maine Stat. 26:629
Medical or Physical Exams, including Drug Tests, Required for Employment
Maine does not have any laws prohibiting an employer from requiring an applicant or
employee to pay the cost of a medical examination or the cost of furnishing any records
required by the employer as a condition of employment.
Notice of Wage Reduction
An employer must give an employee at least one working day's notice of its intent to reduce
the employee's wages. Maine Stat. 26:621-A
An employer must give an employee at least one working day's notice of its intent to reduce
the employee's wages. Maine Stat. 26:621-A
Statement of Wages (Pay Stub)
Maine does not have any laws requiring employers to provide employees at the time of
payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Maine does not have any laws requiring employers to provide employees at the time of
payment any notice of wages paid, wage rates, deductions, or other wage payment
information.
Record Keeping Requirements
An employer must keep a true record showing the date and amount paid to each employee.
An employer must keep a daily record of the time worked by each employee unless the
employee is paid a salary that is fixed without regard for the number of hours worked. The
law does not provide the time period for which the records must be kept. Maine Stat. 26:622
An employer must keep a true record showing the date and amount paid to each employee.
An employer must keep a daily record of the time worked by each employee unless the
employee is paid a salary that is fixed without regard for the number of hours worked. The
law does not provide the time period for which the records must be kept. Maine Stat. 26:622
Notice Requirements
An employer must notify employees at least 30 days before increasing the interval between
paydays. Maine Stat. 26:621-A
Upon request by an employee, an employer must give the employee in writing the reason
for his or her termination from employment. An employer must provide the written reason
to the employee within 15 days of the request. Maine Stat. 26:630
An employer must notify employees at least 30 days before increasing the interval between
paydays. Maine Stat. 26:621-A
Upon request by an employee, an employer must give the employee in writing the reason
for his or her termination from employment. An employer must provide the written reason
to the employee within 15 days of the request. Maine Stat. 26:630
| Wage Payment Laws for Private Sector Employers |
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