Maine Employment Nondisclosure Package
Description
How to fill out Employment Nondisclosure Package?
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FAQ
An employer terminating or relocating a covered establishment shall pay each eligible employee one-week's pay for each full year that the eligible employee has worked at the establishment regardless of prior ownership of the establishment.
Example: The following non-disparagement clause would be unlawful under Government Code section 12964.5: ?Former Employee agrees that they will not make any statement, directly or indirectly, verbally or in writing, that would cause harm or embarrassment to the Company.?
Employees accrue 1 hour of Earned Paid Leave for every 40 hours worked, up to 40 hours in a defined year. Employees can use their accrued Earned Paid Leave for any reason such as an emergency, illness, sudden necessity, planned vacation, etc. Employees can use up to 40 hours of leave in any defined year.
These require employees to keep quiet about everything they do at work, even after they quit. While employers can prohibit the use of trade secrets, they cannot enforce non-compete agreements. They are void in California by law, even if they are by definition ?reasonable?.
An NDA is a contractual agreement (also known as a ?restrictive covenant?) to protect sensitive information. An employer can ask that a new employee sign an NDA to protect legitimate, confidential business interests such as trade secrets and business practices.
Maine also bans nondisclosure agreements and nondisparagement agreements that: Restrict employees' right to report, testify, or provide evidence to a federal or state agency that enforces employment or discrimination laws. Prevent employees from testifying or providing evidence in federal or state court.
Even when you are in a rush, you should not download a generic NDA online for signing! While non-disclosure agreements are generally enforceable in California, their enforceability can be subject to certain limitations and considerations.
The new law, Nondisclosure Agreements in Employment, 26 M.R.S. § 599-C, is one of the most recent of similar state laws to be enacted that restrict an employer's ability to limit an employee's disclosures about claims of employment discrimination.