{"id":124744,"date":"2024-01-08T21:25:57","date_gmt":"2024-01-08T19:25:57","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=124744"},"modified":"2024-12-09T13:17:32","modified_gmt":"2024-12-09T11:17:32","slug":"maine-minimum-wage","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/","title":{"rendered":"Maine Minimum Wage: Everything You Need to Know"},"content":{"rendered":"<p>Navigating the ever-evolving landscape of labor laws can be tricky, especially when it comes to <strong>minimum wage requirements<\/strong>. For employers in Maine, staying informed about the <strong>state&#8217;s specific regulations<\/strong>, incuding the Maine minimum wage, is crucial to ensuring compliance and fostering a fair and ethical work environment.<\/p>\n<p>This post will explore <strong>everything that employers need to know about the Maine minimum wage<\/strong>, including <strong>rates, history, and exemptions<\/strong>. We will also share <strong>best practices<\/strong> to help employers comply with all Maine&#8217;s wage law requirements.<\/p>\n<ul>\n<li><a href=\"#Tiers\">US Minimum Wage Tiers<\/a><\/li>\n<li><a href=\"#History\">History of the Maine Minimum Wage<\/a><\/li>\n<li><a href=\"#Rates\">Maine Minimum Wage Rates<\/a><\/li>\n<li><a href=\"#Exemptions\">Maine Minimum Wage Exemptions and Special Cases<\/a><\/li>\n<li><a href=\"#Laws\">Additional Maine Wage Laws<\/a><\/li>\n<li><a href=\"#Compliance\">Compliance Requirements for Maine Employers<\/a><\/li>\n<li><a href=\"#Factorial\">How Factorial Can Help You Comply with Maine\u2019s Wage Laws<\/a><\/li>\n<li><a href=\"https:\/\/factorialhr.com\/payroll\" target=\"_blank\" rel=\"noopener\">What Can You Do with Factorial&#8217;s Payroll Management Software?<\/a> \ud83d\ude80<\/li>\n<\/ul>\n<h2><strong><a name=\"Tiers\"><\/a>US Minimum Wage Tiers<\/strong><\/h2>\n<p>The minimum wage in the United States is a <strong>complex system with multiple tiers<\/strong>, each set by a different level of government: <strong>federal, state, and municipal<\/strong>. This progressive approach ensures that workers across the country receive a <strong>fair wage in line with their local economic conditions<\/strong>.<\/p>\n<h3><strong>Federal Minimum Wage<\/strong><\/h3>\n<p>As the baseline, the <strong>federal minimum wage<\/strong> is the lowest hourly rate that employers are legally allowed to pay their employees. It is set by the <a href=\"https:\/\/factorialhr.com\/blog\/fair-labor-standards-act\/\" target=\"_blank\" rel=\"noopener\">Fair Labor Standards Act<\/a> (<a href=\"https:\/\/www.dol.gov\/agencies\/whd\/flsa\" target=\"_blank\" rel=\"noopener\">FLSA<\/a>) and was last raised in 2009 to <strong>$7.25 per hour<\/strong>. This rate, which ensures that employers comply with a <strong>basic level of compensation<\/strong> regardless of their location or industry, has not been adjusted since <strong>2009<\/strong>, and it is <strong>significantly lower than the median hourly wage of all workers in the United States<\/strong> ($18.04 per hour).<\/p>\n<h3><strong>State Minimum Wages<\/strong><\/h3>\n<p>Recognizing <strong>regional variations in cost of living and economic factors<\/strong>, many states have enacted their own <strong>minimum wage laws that are higher than the federal rate<\/strong>. These state-level mandates ensure that workers in higher-cost areas receive a wage that reflects their cost of living.<\/p>\n<h3><strong>Municipal Minimum Wages<\/strong><\/h3>\n<p>To further address local economic realities, some <strong>cities and counties<\/strong> have implemented their own minimum wage ordinances that are <strong>higher than both the federal and state rates<\/strong>. This approach ensures that workers in urban centers, where the cost of living is often higher, receive a <strong>wage that reflects their specific circumstances<\/strong>.<\/p>\n<p>In addition to regional differences, the minimum wage can also be <strong>adjusted based on industry<\/strong>. For example, the <strong>minimum wage for tipped employees<\/strong> in the restaurant industry is typically lower than the minimum wage for non-tipped employees. This is because tipped employees are expected to receive a significant portion of their income from tips. However, in some states, employers are required to make up the difference if the employee&#8217;s hourly wage plus tips does not equal at least the minimum wage.<\/p>\n<h2><strong><a name=\"History\"><\/a>History of the Maine Minimum Wage<\/strong><\/h2>\n<p>Maine has a <strong>long and proud history of fighting for fair wages<\/strong> for its workers. From humble beginnings in 1959 with a minimum wage of just $1 per hour, the state has steadily increased its minimum wage to become <strong>one of the highest in the country<\/strong>.<\/p>\n<p>The following timeline paints a picture of <strong>Maine&#8217;s progressive minimum wage journey<\/strong>, from aligning with national standards to becoming a <strong>national leader in worker-friendly policies<\/strong>.<\/p>\n<ul>\n<li><strong>1959<\/strong>: Maine takes its first step, enacting a uniform minimum wage of $1\/hour, matching the federal rate.<\/li>\n<li><strong>1965-1981<\/strong>: A period of rapid Maine minimum wage increases, aligning with federal hikes. By 1981, the ME minimum wage reaches $3.35\/hour.<\/li>\n<li><strong>1985-1991<\/strong>: Maine takes the lead. While the federal minimum stagnates, the state boosts wages annually, reaching $4.25\/hour in 1991 and surpassing the federal level.<\/li>\n<li><strong>1997<\/strong>: The federal minimum wage finally catches up, rising to $5.15\/hour, which Maine mirrors.<\/li>\n<li><strong>Early 2000s<\/strong>: Maine embarks on a series of independent increases, leaving the federal minimum behind.<\/li>\n<li><strong>2016<\/strong>: A significant jump when the minimum wage in Maine hits $8\/hour, the first state east of the Mississippi to reach this mark.<\/li>\n<li><strong>2020<\/strong>: Another landmark \u2013 the Maine state minimum wage hits $12\/hour, cementing the state&#8217;s position as a leader in minimum wage policy.<\/li>\n<li><strong>2023<\/strong>: The Maine hourly wage reaches $13\/hour, reflecting Maine&#8217;s ongoing commitment to improving worker earnings.<\/li>\n<li><strong>Beyond 2024<\/strong>: Future increases to the Maine hourly wage are tied to the cost of living index, ensuring continued progress towards a living wage for Maine workers.<\/li>\n<\/ul>\n<h2><strong><a name=\"Rates\"><\/a>Maine Minimum Wage Rates<\/strong><\/h2>\n<p>So, what is the <strong>current minimum wage in Maine<\/strong>? Is the minimum wage <strong>going up<\/strong> in Maine this year?<\/p>\n<p>Maine&#8217;s minimum wage landscape presents a nuanced picture for both employers and employees. Let&#8217;s explore the <strong>current rates for tipped and untipped workers<\/strong>, as well as the <strong>future trajectory<\/strong> of increases.<\/p>\n<h3><strong>Untipped Workers<\/strong><\/h3>\n<p><strong>Untipped workers in Maine<\/strong> are entitled to a minimum wage of <strong>$14.65 per hour <\/strong>as of 2025, placing the state among the national leaders in fair compensation. This applies to <strong>all employees who don&#8217;t receive regular gratuities<\/strong> as part of their job, covering sectors like retail, healthcare, and construction.<\/p>\n<h3><strong>Tipped Workers<\/strong><\/h3>\n<p>For those relying on tips to supplement their base pay, Maine operates with a <strong>tipped minimum wage of $7.33 per hour<\/strong>. However, employers can take an employee&#8217;s tips into account as long as they reach the combined standard minimum wage of $14.65 per hour. In simple terms,<strong> if an employee&#8217;s hourly wages plus tips fall below $14.65, the employer must make up the difference<\/strong>.<\/p>\n<h3><strong>Looking Ahead<\/strong><\/h3>\n<p>The good news doesn&#8217;t stop at the current rates. The Maine minimum wage is <strong>indexed to the Cost of Living Adjustment (COLA)<\/strong>, ensuring <strong>automatic increases based on inflation<\/strong>. This means future rises are highly likely, keeping the Maine minimum wage <strong>in line with the rising cost of living<\/strong>.<\/p>\n<p><strong>Remember<\/strong>: These are just the core minimum wage rates. Certain local ordinances might dictate higher minimums. For example, the <strong>Portland minimum wage<\/strong> for untipped workers is currently <strong>$15.50 per hour<\/strong> and for tipped workers it is <strong>$7.75 per hour<\/strong>. Employers should always <strong>check local regulations<\/strong> and ensure they comply with the <strong>highest applicable rate<\/strong>.<\/p>\n<p><a href=\"https:\/\/factorialhr.com\/templates\/download-free-payslip\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-77147\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2022\/06\/23182506\/Payslip-template-1-300x103.jpg\" alt=\"payslip template\" width=\"801\" height=\"275\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2022\/06\/23182506\/Payslip-template-1-300x103.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2022\/06\/23182506\/Payslip-template-1-768x263.jpg 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2022\/06\/23182506\/Payslip-template-1.jpg 900w\" sizes=\"(max-width: 801px) 100vw, 801px\" \/><\/a><\/p>\n<h2><strong><a name=\"Exemptions\"><\/a>Maine Minimum Wage Exemptions and Special Cases<\/strong><\/h2>\n<p>Maine minimum wage regulations are not always straightforward, with certain <strong>exemptions and special cases applying to specific types of workers or industries<\/strong>. Employers must be aware of these exemptions and special cases to ensure they are compliant with the Maine minimum wage regulations.<\/p>\n<p>Here&#8217;s a summary of the <strong>key exemptions and special considerations<\/strong>.<\/p>\n<p><strong>Exemptions<\/strong>:<\/p>\n<ul>\n<li><strong>Public sector<\/strong>: Most state and local government employees are exempt from the minimum wage requirement.<\/li>\n<li><strong>Certain professions<\/strong>: Individuals working in designated professions like doctors, lawyers, and real estate agents are exempt from minimum wage requirements as they receive a salary.<\/li>\n<li><strong>Students and youth employees<\/strong>: Students working for colleges or universities where they are enrolled qualify for a lower minimum wage. In addition, employers can legally pay youth employees a rate lower than the standard minimum wage for a limited time.<\/li>\n<li><strong>Seasonal employees<\/strong>: Those working with seasonal employers for less than 60 days per year aren&#8217;t subject to the minimum wage.<\/li>\n<li><strong>Outside salespeople<\/strong>: If an outside salesperson meets specific criteria regarding commission-based pay, they&#8217;re exempt from the Maine minimum wage.<\/li>\n<\/ul>\n<p><strong>Special cases<\/strong>:<\/p>\n<ul>\n<li><strong>Tipped employees<\/strong>: Maine&#8217;s tipped minimum wage is lower, but employers must make up the difference if tips don&#8217;t bring total earnings to $14.55 per hour.<\/li>\n<li><strong>Disability wages<\/strong>: Maine allows employers to pay individuals with disabilities less than the minimum wage in certain circumstances, with approval from the state Department of Labor.<\/li>\n<\/ul>\n<p><strong>Remember<\/strong>: Local ordinances within Maine, like Portland&#8217;s higher minimum wage, might supersede state exemptions. Always <strong>check local regulations for full clarity<\/strong>.<\/p>\n<h2><strong><a name=\"Laws\"><\/a>Additional Maine Wage Laws<\/strong><\/h2>\n<p>Aside from the Maine minimum wage, the Pine Tree State has several <strong>additional wage laws that employers must comply with<\/strong> to ensure fair compensation and compliance with state regulations.<\/p>\n<p>This includes:<\/p>\n<ul>\n<li><strong>Overtime<\/strong>. Most employees working beyond 40 hours per week earn overtime pay at one and a half times their regular rate (<a href=\"https:\/\/factorialhr.com\/blog\/time-and-a-half\/\" target=\"_blank\" rel=\"noopener\">time and a half<\/a>). Some exemptions apply to public sector employees and certain professions.<\/li>\n<li><strong>Breaks<\/strong>. While breaks aren&#8217;t mandated for all employees, Title 26 requires employers to provide a 30-minute unpaid meal break for employees working over six hours.<\/li>\n<li><strong>Timekeeping<\/strong>. Unlike some federal requirements, Maine doesn&#8217;t dictate a specific method for timekeeping. Employers can choose any system that accurately tracks employee hours, such as punch clocks, timesheets, or electronic timekeeping software. Records must be readily accessible for inspection by authorized representatives of the Maine Department of Labor.<\/li>\n<li><strong>Recordkeeping<\/strong>. According to Title 26, employers must maintain accurate employee records for at least three years (with some exceptions for specific industries). These records should include:\n<ul>\n<li>Employee names, addresses, and dates of birth<\/li>\n<li>Dates of hire and termination<\/li>\n<li>Wage rates and hours worked<\/li>\n<li>Deductions made from wages<\/li>\n<li>Any overtime pay earned<\/li>\n<\/ul>\n<\/li>\n<li><strong>Earned paid leave<\/strong>. Several Maine cities, like Portland, have ordinances mandating earned paid leave for employees.<\/li>\n<li><strong>Equal pay<\/strong>. Title 26 prohibits employers from discriminating in wages based on sex, race, national origin, or other protected characteristics.<\/li>\n<li><strong>Wage garnishment<\/strong>. The Maine Wage Payment and Collection Law governs the process of wage garnishment. This law outlines the procedures that employers must follow to obtain a court order for wage garnishment and establishes the maximum percentage of an employee&#8217;s disposable earnings that an employer can garnish.<\/li>\n<li><strong>Final pay<\/strong>. Employees are entitled to their final paycheck (including accrued vacation time) on the next regular payday after leaving a company.<\/li>\n<\/ul>\n<h2><strong><a name=\"Compliance\"><\/a>Compliance Requirements for Maine Employers<\/strong><\/h2>\n<p>As we embark on 2025, employers in Maine must keep up with the <strong>evolving landscape of labor laws in the state<\/strong>, particularly those surrounding <strong>minimum wage and employee compensation<\/strong>. The following <strong>best practices<\/strong> will help you <strong>comply with Maine&#8217;s wage regulations<\/strong> and foster a <strong>fair and ethical work environment<\/strong> for your employees.<\/p>\n<h3><strong>Maine Minimum Wage<\/strong><\/h3>\n<p>As we saw above, Maine&#8217;s minimum wage stands at <strong>$14.65 per hour for non-tipped employees<\/strong>. For tipped workers, the hourly wage is <strong>$7.33<\/strong>, but employers must ensure the combined total of hourly wages and tips reaches $14.65 per hour. Remember, some <strong>local ordinances<\/strong>, like Portland&#8217;s $15.50 minimum wage, might set the highest bar, so always check local regulations.<\/p>\n<p>Moreover, the Maine minimum wage is <strong>indexed to the cost of living adjustment (COLA)<\/strong>, meaning <strong>future increases are likely<\/strong>. Keep tabs on these changes and <strong>adjust your compensation accordingly<\/strong> to avoid falling behind.<\/p>\n<h3><strong>Overtime<\/strong><\/h3>\n<p>Most employees working <strong>beyond 40 hours per week<\/strong> in a single workweek earn <a href=\"https:\/\/factorialhr.com\/blog\/mandatory-overtime\/\" target=\"_blank\" rel=\"noopener\">overtime<\/a> pay at <strong>one and a half times their regular rate<\/strong>. Remember, some specific jobs and public sector employees might be exempt, so familiarize yourself with exceptions.<\/p>\n<p>In addition, implement a <strong>reliable system to accurately track employee hours<\/strong>, including overtime. Consider <strong>electronic timekeeping software<\/strong> or clear timesheets to avoid payroll discrepancies and potential legal disputes.<\/p>\n<h3><strong>Timekeeping<\/strong><\/h3>\n<p>Choose a <strong>timekeeping system that accurately reflects the hours your employees work, including breaks and meal periods<\/strong>. Ensure employees understand <strong>how you calculate their hours<\/strong> and provide them with <strong>access to their time records upon request<\/strong>.<\/p>\n<h3><strong>Recordkeeping<\/strong><\/h3>\n<p>Maine requires employers to <strong>keep detailed employee records for at least three years<\/strong>.<\/p>\n<p>These records <strong>must include<\/strong>:<\/p>\n<ul>\n<li>Employee names, addresses, and dates of birth<\/li>\n<li>Dates of hire and termination<\/li>\n<li>Wage rates and hours worked<\/li>\n<li>Deductions made from wages<\/li>\n<li>Any overtime pay earned<\/li>\n<li>Tip records for tipped employees<\/li>\n<\/ul>\n<p>Implement a <strong>system for easy access and retrieval of employee records<\/strong> with all this data. This will aid in <strong>audits, inspections, and potential legal proceedings<\/strong>.<\/p>\n<h3><strong>Breaks<\/strong><\/h3>\n<p>Maine doesn&#8217;t mandate breaks for all adult employees. However, providing a <strong>30-minute unpaid meal break for employees working over six hours<\/strong> fosters physical and mental well-being. This in turn boosts productivity and employee satisfaction.<\/p>\n<h3><strong>Wage Garnishment<\/strong><\/h3>\n<p>Maine restricts wage garnishment to <strong>authorized deductions like taxes, court-ordered child support, and specific types of unpaid debts<\/strong>. Make sure all deductions you make from an employee\u2019s wages are <strong>legal and authorized<\/strong>. In addition, remember that it&#8217;s illegal to <strong>retaliate against employees<\/strong> who refuse to consent to unauthorized deductions.<\/p>\n<p>Also, <strong>clearly communicate<\/strong> to employees any authorized deductions being made from their wages and provide documentation explaining the <strong>reason and amount<\/strong>.<\/p>\n<h3><strong>Wage Notices<\/strong><\/h3>\n<p>Finally, display a <strong>clear and readily available wage notice<\/strong> in your place of business. This notice should outline the <strong>Maine minimum wage, overtime pay requirements, and other relevant state wage laws<\/strong>. Make sure the notice is accessible to all employees and update it as regulations change.<\/p>\n<p>In addition, educate your employees about their <strong>rights and responsibilities<\/strong> regarding wages and labor laws. Moreover, conduct <strong>training sessions<\/strong> to empower your HR team to navigate this terrain with confidence.<\/p>\n<h3><strong>Additional Best Practices<\/strong><\/h3>\n<p>While legal compliance is essential, you should strive to <strong>go beyond the minimum requirements<\/strong>. Here are a few <strong>additional best practices<\/strong> to help you with this:<\/p>\n<ul>\n<li>Firstly, conduct <strong>pay equity audits<\/strong> to ensure <strong>equal pay for equal work<\/strong> across genders and demographics (<a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\" target=\"_blank\" rel=\"noopener\">pay parity<\/a>). This ensure that your compensation stategy meets the requirements of the federal <a href=\"https:\/\/factorialhr.com\/blog\/equal-pay-act\/\" target=\"_blank\" rel=\"noopener\">Equal Pay Act<\/a>.<\/li>\n<li>Secondly, offer <strong>competitive salaries and benefits packages<\/strong> to attract and retain top talent. Consider offering perks like paid time off, flexible work arrangements, and employee development programs to boost morale and loyalty.<\/li>\n<li>In addition, cultivate a <strong>culture of open communication and employee engagement<\/strong>. Foster a safe space for employees to voice concerns about wages, working conditions, and other workplace issues. Actively listen to their feedback and take steps to address any problems constructively.<\/li>\n<li>Finally, regularly <strong>monitor updates and changes in Maine&#8217;s wage and labor laws<\/strong>. Subscribe to relevant newsletters, attend workshops, and consult with resources like the Maine Department of Labor (MDOL) to keep up to date with legal changes and best practices.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/factorialhr.com\/request-demo\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"alignnone wp-image-125685\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png\" alt=\"payroll software\" width=\"801\" height=\"275\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-300x103.png 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner-768x263.png 768w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/11\/25120137\/payroll-integrate-demo-banner.png 900w\" sizes=\"(max-width: 801px) 100vw, 801px\" \/><\/a><\/p>\n<h2><strong><a name=\"Factorial\"><\/a>How Factorial Can Help You Comply with Maine\u2019s Wage Laws<\/strong><\/h2>\n<p>Factorial&#8217;s <a href=\"https:\/\/factorialhr.com\/blog\/best-payroll-software\/\" target=\"_blank\" rel=\"noopener\">payroll software<\/a> can help you <a href=\"https:\/\/factorialhr.com\/blog\/payroll\/\" target=\"_blank\" rel=\"noopener\">manage your payroll<\/a> accurately and efficiently, ensuring that you <strong>comply with all Maine wage laws<\/strong>, including the Maine minimum wage. Firstly, the software automatically calculates employee wages, including overtime, garnishments, and deductions, and generates paychecks in a variety of formats. It also tracks and manages payroll taxes, ensuring that you are compliant with all legal requirements.<\/p>\n<p>In addition, Factorial can help you <strong>calculate and process holiday pay<\/strong> for your employees in accordance with state legal requirements. The platform can track which employees are entitled to <a href=\"https:\/\/factorialhr.com\/blog\/holiday-pay\/\" target=\"_blank\" rel=\"noopener\">holiday pay<\/a> and automatically calculates the amount of pay they should receive at the end of each <a href=\"https:\/\/factorialhr.com\/blog\/pay-period\/\" target=\"_blank\" rel=\"noopener\">pay period<\/a>.<\/p>\n<p>Moreover, Factorial&#8217;s <a href=\"https:\/\/factorialhr.com\/blog\/electronic-time-clock\/\" target=\"_blank\" rel=\"noopener\">electronic time clock<\/a> can help you comply with employee <a href=\"https:\/\/factorialhr.com\/blog\/employee-time-tracking\/\" target=\"_blank\" rel=\"noopener\">time-tracking legal requirements<\/a>. For instance, the software can <strong>track employee hours, breaks, and meal periods<\/strong>, and it can <strong>generate reports<\/strong> that can be used to verify compliance.<\/p>\n<p>Finally, Factorial&#8217;s <a href=\"https:\/\/factorialhr.com\/blog\/employee-record-management-software\/\" target=\"_blank\" rel=\"noopener\">employee record management software<\/a> can help you <strong>store and maintain employee records<\/strong>, including <strong>payroll information, timesheets, and other relevant documents<\/strong>. This can help you comply with <strong>Maine&#8217;s recordkeeping regulations<\/strong> and ensure that you have all information readily available if the <strong>Maine Department of Labor<\/strong> conducts an audit of your records.<\/p>\n<p>Ultimately, all these features will help you <strong>stay compliant with the Maine minimum wage law<\/strong> and all other relevant labor regulations in the state. That way, you can rest assured that your business fosters a <strong>positive and productive work environment<\/strong> and contributes to a <strong>healthy and thriving business community<\/strong>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Navigating the ever-evolving landscape of labor laws can be tricky, especially when it comes to minimum wage requirements. For employers in Maine, staying informed about the state&#8217;s specific regulations, incuding the Maine minimum wage, is crucial to ensuring compliance and fostering a fair and ethical work environment. This post will explore everything that employers need<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":124745,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[146],"tags":[],"class_list":["post-124744","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal-hr"],"acf":{"topics":"payroll"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Maine Minimum Wage: Everything You Need to Know | Factorial<\/title>\n<meta name=\"description\" content=\"Employer&#039;s guide to the Maine minimum wage: everything you need to know to ensure fair and legal employee compensation in your business\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Maine Minimum Wage: Everything You Need to Know\" \/>\n<meta property=\"og:description\" content=\"Employer&#039;s guide to the Maine minimum wage: everything you need to know to ensure fair and legal employee compensation in your business\" \/>\n<meta property=\"og:url\" content=\"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/\" \/>\n<meta property=\"og:site_name\" content=\"Factorial\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.linkedin.com\/company\/factorialhr\/\" \/>\n<meta property=\"article:published_time\" content=\"2024-01-08T19:25:57+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-12-09T11:17:32+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2024\/01\/08210548\/Maine-minimum-wage.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"830\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Cat Symonds\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:site\" content=\"@factorialhr\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Cat Symonds\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"12 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/\"},\"author\":{\"name\":\"Cat Symonds\",\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#\/schema\/person\/4ebd3e0d92175b5ddd09603f442b8632\"},\"headline\":\"Maine Minimum Wage: Everything You Need to Know\",\"datePublished\":\"2024-01-08T19:25:57+00:00\",\"dateModified\":\"2024-12-09T11:17:32+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/maine-minimum-wage\/\"},\"wordCount\":2494,\"publisher\":{\"@id\":\"https:\/\/preproduction.factorialhr.com\/blog\/#organization\"},\"articleSection\":[\"Legal &amp; 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