Experienced legal counsel for the people, businesses and communities of Maine.

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Rudman Winchell is a full service law firm serving the people, businesses and communities of Maine. With our vast legal resources and more than two dozen attorneys located in Bangor, we become a true strategic partner with the clients we serve.

Rudman Winchell's Practice Groups

Individual Family

Rudman Winchell attorneys provide expert guidance and on matters involving all aspects of Maine individual and family law including Divorce, Probate, Elder Law, Wills and Estate Planning.

Business Corporate

Rudman Winchell business attorneys regularly represent clients in all aspects of business and corporate law.

Litigation Trials

Rudman Winchell’s trial lawyers have extensive experience in both federal and state courts in a vast array of civil matters as well as criminal defense.

Municipal Government Law

Rudman Winchell represents clients' interests in administrative and enforcement proceedings before government agencies and boards, including appeals.

Insurance Workers Compensation

Rudman Winchell’s insurance law attorneys offer specialized representation to insurance companies and their insureds.

Real Estate Property

Rudman Winchell has a broad Maine based real estate practice. Our real estate attorneys provide representation of banks and other lending institutions

Employment Labor Law

Rudman Winchell’s experienced Employment and Labor attorneys advise clients on preventive strategies and positive solutions in Maine labor and workplace law.

Timberlands Natural Resources

Rudman Winchell is located in the heart of Maine's industrial timberlands, and is a trusted partner of the timber industry and other natural resource based enterprises.

Healthcare Hospitals

Rudman Winchell provides a comprehensive array of legal services to clients in the health care industry, throughout the state of Maine.

From the Attorney's Blog


From the Attorney's Blog

FMLA Considerations for the New Year

As a new year is beginning, employers covered by the federal Family Medical Leave Act are reminded to assess the way in which the leave is applied.   This is particularly important for employers who use the calendar year method, since under that method an employee’s entitlement to FMLA will start over again as of January 1. Employers can select from one of four methods to establish the 12-month period applied to employees taking FMLA leave.    They are: (1) the calendar year:  this is the 12-month period that runs from January 1 through December 31; (2) any fixed 12-months:  this can be any 12-month period, i.e. based on a fiscal year, the employee’s anniversary date, or a 12-month period required by state law; (3) the 12-month period measured forward: this is the 12-month period measured forward from the first date an employee takes FMLA leave.   So, under this method, the next 12-month period would begin the first time FMLA leave is taken after completion of the prior 12-month period; or (4) a “rolling” 12-month period measured backward: this is the 12-month period measured backward from…

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