An employer is liable to an employee for the amount of any unpaid minimum hourly wages under this subchapter. Upon a judgment being rendered in favor of an employee in any action brought to recover unpaid minimum hourly wages under this subchapter, the judgment must include, in addition to the unpaid minimum hourly wages adjudged to be due, an additional amount equal to the unpaid minimum hourly wages as liquidated damages and costs of suit, including a reasonable attorney's fee. [PL 2025, c. 232, §1 (NEW).] An employer that violates this subchapter is subject to a fine of not less than $50 and not more than $200. [PL 2025, c. 232, §1 (NEW).] An employer that discharges or in any other manner discriminates against an employee because the employee makes a complaint to the director or to a district attorney concerning a violation of this subchapter is subject to a fine of not less than $50 and not more than $200. [PL 2025, c. 232, §1 (NEW).] The Department of Labor has exclusive authority to bring an action for unpaid wages on behalf of an employee or employees under this section. [PL 2025, c. 232, §1 (NEW).] This section may not be construed to restrict or impair any existing right available to an employee under any other section of this chapter. [PL 2025, c. 232, §1 (NEW).] In the event of a violation of this subchapter, the Attorney General may bring an action in the Superior Court to enjoin further violation of this subchapter. [PL 2025, c. 232, §1 (NEW).]
‹ Prev All Maine sections Next ›
Lexace provides legal information, not legal advice, and no attorney–client relationship is created. Statute text is provided for general information and may not reflect the most recent amendments; verify against the official state code.