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Maine Termination (with Discharge): What you need to know

Maine is an “employment-at-will” state. This means that an employer may generally terminate an employee at any time and for any reason, unless a law or agreement provides otherwise. However, there are a number of exceptions to employment at will, including federal or state law, collective bargaining agreements, and express employment contracts.
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Family medical leave and family sick leave. An employer may not discharge, discipline, or discriminate against an employee who exercises rights granted under the state's family medical leave or family sick leave laws (ME Rev. Stat. Tit. 26 Sec. 636 and Sec. 847).
Genetic testing. An employee cannot be discharged on the basis of genetic information or because of the employee's refusal to submit to a genetic test or make available the results of a genetic test (ME Rev. Stat. Tit. 5 Sec. 19302).
HIV testing. An employee cannot be discharged for refusing to be tested for HIV, testifying or assisting in an HIV-related proceeding, or because of the result of an HIV test (ME Rev. Stat. Tit. 5 Sec. 19204-B).
Judgment debtors. No employer may discharge an employee because the employee's earnings are subject to a court order to enforce a monetary judgment (ME Rev. Stat. Tit. 14 Sec. 3127-B).
Jury duty. It is a crime for employers to discharge or terminate the health insurance of an employee for receiving a summons for jury service, responding to a summons for jury service, serving as a juror, or attending court for prospective jury service (ME Rev. Stat. Tit. 14 Sec. 1218).
Military service. It is unlawful for an employer to discharge or discriminate against an employee because of the employee's membership or participation in the National Guard or the ...

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Maine Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.