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.
LD 1219 requires the University of Maine System (UMS) campuses to receive state funding at 95% of their peer institution's per-student state funding starting July 1, 2026, and 100% starting July 1, 2027. Peer institutions are defined by UMS trustees and determined using the most recent available data. The bill also raises UMS hourly employee wages to 125% of Maine's state minimum wage, effective July 1, 2025. Funding allocations include $14.37 million for fiscal year 2025-26 and $24.53 million for 2026-27 to support these changes.
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 updates Maine's Paid Family and Medical Leave program by requiring employers with self-insured private plans to post a financial bond with a state-authorized surety company. It also prohibits these employers from pooling risk, financial resources, or administrative functions with other employers in the program. The changes apply retroactively to April 1, 2025, affecting any self-insured plans operating under the program from that date forward.
LD 874 establishes a Maine state program to provide financial relief to Maine-resident state and federal employees who lose pay during government shutdowns lasting over 7 days. The bill creates a special fund managed by the Treasurer to guarantee loans made by eligible Maine credit unions or financial institutions to these affected employees. Employees must prove their Maine residency, employment status, and income to qualify for loans covering up to 90 days of lost wages during the shutdown. The state will reimburse lenders for any unpaid loans through the fund, with repayment guaranteed for borrowers during the shutdown period or a 90-day grace period after. This program directly benefits Maine-based government workers facing financial hardship due to federal or state shutdowns.
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 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.
This bill amends Maine's Competitive Skills Scholarship Program and establishes the Community Workforce Connections Program. It updates eligibility rules to require applicants to have a "marketable postsecondary degree" (defined as industry-recognized credentials or degrees that enable employment in qualifying labor markets) and to meet income thresholds (under 275% of the federal poverty level or receiving specific state assistance programs). The bill also creates new definitions for "cohort" (group training programs) and clarifies that degrees must not be excluded due to health limitations or lack of licensure recognition. These changes directly affect low-income Mainers seeking workforce training and education credentials. The program will operate under new rules for cohort-based training approved by the commissioner.
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.
