Maine Salaried Employee Appraisal Guidelines — General are a set of rules and regulations that provide a framework for evaluating the performance and assessing the progress of salaried employees in the state of Maine. These guidelines ensure a fair and consistent appraisal process that enables employers to make informed decisions regarding salary adjustments, promotions, and professional development opportunities. The Maine Salaried Employee Appraisal Guidelines — General outline the parameters and criteria for evaluating the performance of salaried employees. These guidelines typically cover key performance areas, such as job knowledge, quality of work, productivity, teamwork, communication skills, problem-solving abilities, and adherence to company policies. By following these guidelines, employers can provide constructive feedback to employees, identify areas of improvement, and recognize exemplary performance. Appraisals based on these guidelines are usually conducted on an annual or biennial basis, and sometimes on an as-needed basis. They often involve a formal performance review where supervisors assess each employee's performance against predetermined objectives and competencies. The guidelines aim to eliminate bias and maintain objectivity throughout the appraisal process, ensuring fair treatment for all employees. While the term "Maine Salaried Employee Appraisal Guidelines — General" generally refers to the overarching set of regulations, there may be specific variations or specialized guidelines depending on the organization or industry. For example, some organizations in Maine may have specific guidelines tailored for certain sectors such as healthcare, technology, finance, or education. These specialized guidelines address unique job requirements, technical competencies, and industry-specific performance metrics. In conclusion, the Maine Salaried Employee Appraisal Guidelines — General provide a standardized framework for evaluating the performance of salaried employees in Maine. By adhering to these guidelines, employers can ensure a fair and consistent appraisal process that promotes employee development, identifies areas for improvement, and enables informed decision-making regarding compensation and career advancement.
Maine Salaried Employee Appraisal Guidelines - General
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The second type is for employees (commonly referred to as exempt) whose primary job duties meet the Executive, Administrative or Professional exemptions established in 26 MRS §663 (K). These employees are paid a predetermined fixed amount regardless of the hours worked.
Maine is now the eighth state to enact a salary history ban, joining its New England counterparts in Massachusetts and Connecticut. L.D. 278 specifically prohibits employers from asking about a prospective employee's compensation history until after that employer has extended a job offer including compensation terms.
California's ban prohibits private and public employers from seeking a candidate's pay history. Even if an employer already has that information or an applicant volunteers it, it still can't be used in determining a new hire's pay.
It's illegal to ask for salary history in several states including California, Connecticut, Delaware, Hawaii, Massachusetts, Oregon and Vermont, which all have some form of ban for private employers.
California Governor Jerry Brown signed Assembly Bill 168 into law in October of 2017. The new law goes into effect on January 1, 2018. Assembly Bill 168 prohibits California employers from asking about an applicant's prior salary.
In fact, employees' right to discuss their salary is protected by law. While employers may restrict workers from discussing their salary in front of customers or during work, they cannot prohibit employees from talking about pay on their own time.
A salaried employee refers to an employee that gets paid a set amount of compensation for their work instead of an hourly rate. They receive the full amount of pay they're promised, regardless of how many hours they work during a workweek. Typically, salaried employees receive a regular, biweekly or monthly paycheck.
Employers may not discriminate against an employee for inquiring about, disclosing, comparing or otherwise discussing the employee's wages with others.
Employers may not discriminate against an employee for inquiring about, disclosing, comparing or otherwise discussing the employee's wages with others.