Summer in Maine means lobster, campfires, diving into crystal clear waters…and soon, getting a crystal clear vision of your pay.
The state known as “Vacationland” won’t take a break from pay transparency this summer, as it becomes the latest jurisdiction to require it with a law taking effect on July 29.
That law, which was signed by Maine Gov. Janet Mills in April, requires employers with 10 or more workers to share expected salary ranges not only in external job postings, but also with current employees upon request.
The internal disclosure provision sets Maine’s pay transparency law apart from many others in effect throughout the US, which typically only require businesses to disclose pay in job listings externally.
Nevertheless, many HR teams are likely already navigating conversations with current employees about compensation, even if it’s not required by law, sources told us.
What Maine’s pay transparency law requires. From July 29, covered Maine employers must include “the prospective range of pay” they expect to offer a successful applicant for an open position at their organization. If compensation for the role will be based solely on commission, they must indicate that.
Additionally, an employer must “disclose the range of pay the employer offers for the position the employee holds” if they request that information. Employers must maintain records of employees’ positions and pay history with the company.
Bernstein Shur, a law firm with offices in Maine, is...
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