Involuntary Terminations: Maine
Federal law and guidance on this subject should be reviewed together with this section.
Author: Linda D. McGill, Bernstein Shur
- Some Maine employees are protected by just cause provisions in employment contracts or collective bargaining agreements, meaning that employers may bear the burden of proof if they seek to terminate the employment relationships prior to its natural conclusion. See Terminations for Cause.
- The Maine Human Rights Act prohibits retaliation on the basis of an employee's having engaged in legally protected activities such as claiming workers' compensation benefits or opposing unlawful discrimination in the workplace. See The Maine Human Rights Act.
- The Maine Whistleblowers' Protection Act guards certain employees from retaliatory terminations when they have made reports to employers or other entities regarding unlawful or wasteful activities in the workplace. See The Maine Whistleblowers' Protection Act.
- Maine has its own version of the federal WARN Act, the Maine Severance Pay Act, which covers more employers than its federal counterpart, pertains to more employer activities and delineates specific penalties for non-compliance. See Layoffs, Reductions in Force and Plant Closings.