This bill requires urban transit providers in Maine to install protective security barriers in large buses by August 1, 2029, to protect bus operators from potential attacks. The law defines a large heavy-duty bus as one weighing over 26,001 pounds and measuring 30 feet or longer, and specifies that security barriers must be transparent, durable, and allow operators to see clearly and communicate with passengers. A new state fund will provide grants to help transit providers purchase and install these barriers, with an initial $1 million transfer from the General Fund to support the program. Transit providers must also submit annual progress reports to the Department of Transportation by August 1 each year from 2027 through 2029, and operators cannot run non-compliant buses after the 2029 deadline.
This Maine bill amends state labor law to prohibit employers from requiring or enforcing noncompete agreements with licensed health care practitioners. The legislation defines a "health care practitioner" as any individual qualified under state law to provide medical services, thereby extending existing protections for low-wage workers and certain veterinarians to this broader group. Additionally, the bill removes a specific exemption that previously allowed noncompete agreements between employers and allopathic or osteopathic physicians to take effect immediately, subjecting them instead to standard waiting periods based on tenure or signing date.
This bill requires health insurance plans in Maine to cover blood testing for perfluoroalkyl and polyfluoroalkyl substances (PFAS) when a healthcare provider deems it medically necessary based on guidelines from the National Academies of Sciences, Engineering, and Medicine. It prohibits insurers from charging deductibles, copays, or coinsurance for these tests. The requirement applies to all health insurance plans issued or renewed in Maine on or after January 1, 2026. The bill states this coverage does not expand the state's essential health benefits under federal law, as it aligns with existing coverage for outpatient lab services.
This bill adjusts salaries for executive branch employees represented by specific unions - including the American Federation of State, County and Municipal Employees (AFSCME), Maine State Troopers Association, and Maine Service Employees Association - for fiscal years 2025-26 and 2026-27. It requires the state to fund salary increases based on collective bargaining agreements ratified by October 31, 2023, or negotiated between May 1, 2026, and December 31, 2026. The bill also allocates $9,132,794 from the General Fund to cover a $2,000 lump-sum payment made to these employees in October 2024. It directly affects state employees in the listed bargaining units by ensuring funding for their negotiated compensation.
LD 82 extends a permanent presumption in Maine's workers' compensation law that automatically considers post-traumatic stress disorder (PTSD) work-related for certain public safety workers. This applies to law enforcement officers, corrections officers, E-9-1-1 dispatchers, firefighters, and emergency medical services personnel diagnosed with PTSD. Currently, this presumption was set to expire on October 1, 2025, but the bill removes that expiration date. As a result, these workers no longer need to prove their PTSD was caused by job duties to qualify for compensation benefits.
LD 1951 modifies Maine's tax credit program for food processing and manufacturing facility expansions. It increases the annual tax credit rate from 1.8% to 2% of qualified investments for facilities meeting new criteria, effective 2027. The bill raises the total funding cap for approved projects from $100 million to $200 million and sets a new $100 million maximum per project. To qualify, applicants must employ at least 40 full-time Maine-based workers within 12 months of facility startup and meet specific wage requirements tied to county income levels. This primarily affects businesses seeking tax incentives for expanding or building new food processing facilities in Maine.
LD 532 expands Maine's assault law to specifically protect all health care workers in hospital emergency rooms. The bill defines assault on these workers as a Class C crime, covering anyone employed or contracted by a state-licensed health care entity (including hospitals and clinics) while performing their job in the emergency room. This change directly affects health care workers in Maine's emergency departments by strengthening legal consequences for assaults against them. The key provision amends existing statute §752-F to broaden the definition beyond previous limitations, ensuring all licensed health care workers in emergency settings receive the same legal protection.
LD 1432 would amend Maine's Human Rights Act by removing "gender identity" from the list of protected characteristics. This change means the law would no longer prohibit discrimination in employment, housing, public accommodations, credit, or education based on gender identity. Other protections, such as those for race, sex, sexual orientation, and disability, would remain intact. The bill does not alter existing exemptions for religious organizations that do not receive public funds.
LD 1117 creates a grant program for Maine's certified preapprenticeship training programs, funded through the Maine Apprenticeship Program. It requires that at least 51% of grant funds support programs demonstrating successful enrollment and graduation of individuals from historically marginalized communities, placement into registered apprenticeships paying at least $35 per hour (adjusted annually for inflation), and provision of comprehensive support services like childcare or transportation. Programs must prove graduates are employed in their field or represented by a labor union to remain eligible for funding. The grants can cover program costs, tools, materials, and support services to help participants succeed, with priority given to programs preparing workers for high-wage, in-demand jobs in key sectors.
LD 1712 amends Maine's Paid Family and Medical Leave program to adjust requirements for employees and employers. It requires employees to give reasonable notice before taking leave and allows employers to deny leave based on specific, defined hardships (such as having fewer than 15 employees, a summer labor shortage, or more than 25% of staff already on leave), without review of such decisions. The bill also revises benefit calculations to replace 65% of average weekly wage (with 90% replacement for wages up to 50% of the state average and 66% for higher wages), shortens application deadlines for benefits (with waivers for good cause), and modifies premium payments so employers deduct 50% of the cost from employee wages while covering the remaining 50%.
