Eastern Maine Law
  • Home
  • Employment Discrimination
    • Employment Discrimination Overview
    • Disability Discrimination
    • Whistleblower Discrimination
    • Sexual Harassment
    • Family & Medical Leave
  • Civil Rights
    • Civil Rights Overview
    • Housing Discrimination
    • Public Accommodation Discrimination
    • Constitutional Claims
  • Personal Injury
  • About
  • Blog
  • Contact
  • 207-947-5100
  • Home
  • Employment Discrimination
    • Employment Discrimination Overview
    • Disability Discrimination
    • Whistleblower Discrimination
    • Sexual Harassment
    • Family & Medical Leave
  • Civil Rights
    • Civil Rights Overview
    • Housing Discrimination
    • Public Accommodation Discrimination
    • Constitutional Claims
  • Personal Injury
  • About
  • Blog
  • Contact
  • 207-947-5100

Monday, January 18, 2016, MLK Day

  • First Circuit: Eliminating the “job-duties exception,” the court clarified that the critical point when analyzing whether a plaintiff has made out the first element of a Maine Whistleblowers’ Protection Act claim–engaging in activity protected by the Act–is an employee’s motivation in making a particular report or complaint (i.e., is it made to shed light on and “in opposition to” an employer’s potential illegal acts rather than as simply part of his or her everyday job duties), and although a particular employee’s job duties may be relevant in discerning his or her actual motivation in reporting information, those duties are not dispositive of the question
  • US District Court ME: Proposed changes to Local Rules would increase the time for discovery in Standard Track cases from 4 months to 5 months and the time for trial from 6 months to 7 months after the scheduling order issues; alter early processing of IDEA cases; and add a requirement that parties address Daubert and Kumho motions at the time of the Pre-Filing Conference

RSS Feed

Subscribe to this Feed

Resources

  • Articles by John Gause
  • Desk Aids
  • Legal Updates
We're on Your Side
We're on Your Side Let us help you
Eastern Maine Law
23 Water Street, Suite 202
Bangor ME 04401 207-947-5100
  • Home
  • Employment Discrimination
    • Employment Discrimination Overview
    • Disability Discrimination
    • Whistleblower Discrimination
    • Sexual Harassment
    • Family & Medical Leave
  • Civil Rights
    • Civil Rights Overview
    • Housing Discrimination
    • Public Accommodation Discrimination
    • Constitutional Claims
  • Personal Injury
  • About
  • Blog
  • Contact
  • 207-947-5100

Terms of Use

The information on this website is for informational purposes only. It is not intended and should not be interpreted as legal advice or advertising. Contact through this website does not create an attorney-client relationship. Such a relationship is only formed after consultation and agreement by John Gause.

Please do not send confidential information through this website, as it may not be secure. Any information sent will not be deemed confidential or privileged unless Attorney Gause has agreed to represent you. John Gause only practices law in those jurisdictions in which he is authorized.

Referrals or Association with Other Lawyers

Eastern Maine Law is committed to helping other lawyers give their clients the best representation possible. A significant portion of the firm’s work comes from referrals. If a case originates from another firm, John Gause works as associate counsel or pursuant to a referral relationship in which fees are shared.

Website Design & Development © 2025 Links Web Design, Bangor, Maine
Website Content Copyright © 2025 Eastern Maine Law | Sitemap