Maine Hourly Employee Evaluation
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How to fill out Maine Hourly Employee Evaluation?
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FAQ
There is no legally defined number of hours for full time employment, where individual employers can decide how many hours per week are to be considered full time. The hours that workers are expected to work will usually be set out in the company working hours policy and/or within individual contracts of employment.
Susan Collins (and co-sponsored in the House by U.S. Rep. Bruce Poliquin from Maine's 2nd District), it would change the definition of full-time worker from an employee who works 30 hours weekly on average to 40 hours.
Employers may not discriminate against an employee for inquiring about, disclosing, comparing or otherwise discussing the employee's wages with others.
The State of Maine has no labor laws for defining part-time employment status. The Federal Bureau of Labor Statistics defines a part-time employee as someone who worked less than 35 hours per week.
Maine requires that employees receive a ½ hour meal break, after 6 consecutive hours of work, except in cases of emergency and except where the nature of their work allows employees frequent breaks during workday.
Susan Collins (and co-sponsored in the House by U.S. Rep. Bruce Poliquin from Maine's 2nd District), it would change the definition of full-time worker from an employee who works 30 hours weekly on average to 40 hours.
Employers must offer employees a consecutive 30-minute unpaid or paid rest break after 6 hours worked. An employee may waive his or her right to a rest break (preferably in writing).
Part-time employees typically work less than 32 hours per week, full-time is usually 32-40. Part-time employees are usually offered limited benefits and health care. Often a part-time employee is not eligible for paid time off, healthcare coverage, or paid sick leave.
Maine employers and employees work under a system called "employment-at-will." This means that you are free to quit your job whenever you want. Your employer is also free to fire you for any reason or no reason at all. The only limit is that your employer cannot fire you based on discrimination or retaliation.
Shorter breaks are common but not required by law. Shorter breaks or pauses away from performing duties must be paid and cannot be deducted from the employee's time worked.