WeVote
Log In

Bill

Bill

LD 1554

An Act To Require Sexual Harassment Prevention Training For Restaurant Employees

132nd Legislature (2025-2026) Introduced by Matt Beck and 8 co-sponsors

Maine law now requires restaurant employers to provide sexual harassment prevention training to employees.

Became Law without Governor's Signature
#licensingrequirements #publichealth #restaurants
0
WeVote Research Nonpartisan
Bill Summary · LD 1554

Summary — LD 1554: An Act To Require Sexual Harassment Prevention Training for Restaurant Employees

Status: Became law without the Governor’s signature (June 19, 2025)
Introduced: April 10, 2025
Committee: Labor
Subjects: Licensing requirements, Public health, Restaurants

Purpose

LD 1554 requires sexual harassment prevention training for employees in restaurants. The bill aims to reduce workplace sexual harassment in the restaurant industry by making training on prevention a statutory requirement.

Key provisions (from available documents)

  • Establishes a statutory requirement that restaurant employees receive sexual harassment prevention training.
  • Includes (or was accompanied by) a directive for the Maine Department of Labor (DOL) to prepare and submit a report on sexual harassment (see Resolve referenced in committee materials and fiscal notes).
  • Committee Amendment “A” (H‑352) was adopted during legislative consideration; the amended measure was passed by the Legislature.

Note: The full text of the enacted law (including specifics such as training content, frequency, who must provide the training, enforcement mechanisms, deadlines, licensing ties, and any penalties for noncompliance) was not included in the materials provided. Those details are in the statutory text of the enacted bill.

Who is affected

  • Primary: Employers and employees in restaurants operating in Maine — restaurant owners and managers will be responsible for ensuring employees receive required training.
  • State government: The Maine Department of Labor is tasked with preparing and submitting a report on sexual harassment (per bill/resolve language referenced in legislative documents).
  • Potential secondary effects: Licensing bodies and public‑health or labor enforcement entities may be involved if compliance is tied to licensing or regulatory oversight.

Fiscal impact

  • Fiscal notes (approved 5/27/25 and 6/4/25) estimate a "minor cost increase" to the General Fund attributable to the Department of Labor’s obligation to prepare and submit the required report.
  • The fiscal notes state these additional costs can be absorbed within the DOL’s existing budgeted resources.
  • No statewide fiscal estimate for private‑sector compliance costs (e.g., employer training expenses) is included in the provided fiscal notes.

Legislative history / timeline

  • 2025-04-10: Referred to Committee on Labor.
  • 2025-05-14: Work session held; divided report.
  • 2025-05-29: Reported out OTP‑AM/ONTP.
  • 2025-06-02 to 06-03: Committee Amendment A (H‑352) adopted; bill passed both chambers in amended form.
  • 2025-06-04: Finally passed. Sent for concurrence.
  • 2025-06-19: Became law without Governor’s signature.

Notes and uncertainties

  • The provided materials do not include the enacted statutory text. For implementation details (training curriculum standards, required frequency, recordkeeping, enforcement procedures, effective date, and any exemptions), consult the final enrolled law or the Maine Revised Statutes once the bill is codified.
  • The legislative materials indicate a reporting component directed to the Department of Labor; the substance and schedule of that report are specified in the bill text and/or the adopted amendment.

Compiled from official sources — confirm details with the bill’s official record.

Sign in to ask a question.