Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Maine Severance Pay: What you need to know

Any employer who relocates or terminates employees because of a relocation or plant closing is liable to the employee for 1 week's pay for each year of employment at the establishment regardless of prior ownership of the establishment. The severance pay to eligible employees must be in addition to any final wage payment to the employee and must be paid within 1 regular pay period after the employee's last full day of work. New regulations clarify the operation of this requirement (ME Rule 12-170-15).
Calculation of severance pay. The years worked are to be calculated from the most recent date of hire or date of rehire, in case of a break in employment, to the last date the eligible employee worked at the covered establishment. The employer may reduce the severance pay only by any voluntary and unconditional payments made to the eligible employee, except that premiums or bonuses offered to encourage employees to maintain employment through the termination or relocation period may not be used to reduce the severance pay. The employer may reduce the severance pay by any payments made under a contract that provides for severance pay.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Employers are not liable for severance pay if he relocation or termination was the result of a physical calamity, such as fire, flood, or other natural disaster, or the final order of any federal, state, or local governmental agency, including adjudicated bankruptcy
Employee eligibility requirements. To be eligible for severance pay for the termination or relocation of a covered establishment, an employee:
· Must have worked at the establishment at some time during the 12-month period before the date of termination or relocation
Must not be covered by an express contract providing for ...

>> Read more about Severance Pay

More on this topic:

State Requirements

National | Idaho | Maine | Massachusetts | Rhode Island |

Maine Severance Pay Resources

Severance Pay Products

SmartPolicies - Over 350 Prewritten Personnel Policies
This easy-to-use CD-ROM turns your computer into a policy-writing partner. Smart Policies includes over 350 prewritten policies on over 100 crucial HR topics, developed and used by top companies. Use as is or customize to fit your needs. This CD is a top choice of Society for Human Resouce Management members."
Final Pay Webinar Recording
BLR Webinar: "Final Pay: Common Pitfalls to Avoid with Final Paychecks, Severance, Unemployment Claims, and More""
I Quit/You're Fired Webinar Recording
BLR Webinar: "I Quit/You're Fired: Best Practices for Administering Final Pay and Severance Payments""
Mexico Labor Law Update Webinar Recording
BLR Webinar: "Mexico Labor Law Update: A Legal Primer for U.S. Employers""
Final Pay Webinar - April 17
BLR Webinar: "Final Pay: Understanding Your Rights and Obligations When the Employment Relationship Ends""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!