As the January 1, 2021, effective date of Maine’s Earned Paid Employee Leave Law approaches, the state Department of Labor (DOL) has promulgated the much-anticipated final regulations for implementing the statute.

Under the law, private employers with at least 10 employees in Maine must provide employees one hour of paid leave for every 40 hours worked, up to a maximum of 40 hours of paid leave per year, for any reason.

As is often the case, the DOL’s regulations answer some questions, but leave others unaddressed.

Read our article.

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Photo of Debra Weiss Ford Debra Weiss Ford

With four decades in employment law, Debra “Deb” Weiss Ford stands as a steadfast advocate for her clients. In both state and federal venues, Deb combines strategic insight with her extensive knowledge to achieve optimal legal results. No New Hampshire employment law challenge…

With four decades in employment law, Debra “Deb” Weiss Ford stands as a steadfast advocate for her clients. In both state and federal venues, Deb combines strategic insight with her extensive knowledge to achieve optimal legal results. No New Hampshire employment law challenge is unfamiliar to her. Her litigation experience ensures effective solutions for both common and novel issues. She’s adeptly represented employers before key institutions, including the New Hampshire Commission for Human Rights, the Equal Employment Opportunity Commission, and the Massachusetts Commission Against Discrimination. This experience grants her unique insights into their processes, offering clients a marked advantage.

Central to Deb’s practice, and of utmost importance in today’s workplace environment, is her vast experience in providing workplace trainings. With literally thousands under her belt, her sessions have been consistently described as educational, insightful, and creative. Deb’s ability to impart knowledge is evident in how she breaks down complex issues into easily understandable segments. These trainings, tailored to each organization’s needs, have proven invaluable in promoting healthy workplaces, avoiding potential litigation, and ensuring compliance.

Deb’s specialization spans areas like discrimination, wrongful discharge, wage and hour issues, workplace trainings, and Title IX compliance. Her approach is always tailored, rooted in a deep understanding of comprehensive legal landscapes. Beyond litigation, Deb routinely provides advice and counsel to clients, with a practical orientation focused on avoiding litigation based on her deep knowledge of litigation risks.