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Maine AIDS and Disease: What you need to know

The Maine Human Rights Act prohibits discrimination in employment on the basis of mental or physical disability (ME Rev. Stat. Tit. 5 Sec. 4551 et seq.). The law covers all employers in the state, including employment agencies and labor unions.
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Acquired immune deficiency syndrome (AIDS) and human immunodeficiency virus (HIV) infection are expressly named as disabilities under the Act.
Physical or mental disability. “Physical or mental disability” is defined as:
• A physical or mental impairment that substantially limits one or more major life activities, significantly impairs physical or mental health, or requires special education, vocational rehabilitation or related services
• Absent, artificial, or replacement limbs, hands, feet, or vital organs
• One of several disorders or diseases, including bipolar disorder, cancer, cerebral palsy, diabetes, heart disease, HIV or AIDS, lupus, major depressive disorder, and rheumatoid arthritis
• A record of any of the preceding conditions
• Being regarded as having or likely to develop any of the preceding conditions
Qualified individual with a disability. A “qualified individual with a disability” is an individual with a physical or mental disability who, with or without reasonable accommodation, can perform the essential functions of the job that the individual holds or desires.
Food handlers. The Human Rights Act contains provisions that reaffirm that the law is not intended to affect or modify any federal, state, or local health regulations excluding individuals with actively contagious communicable diseases from jobs involving the handling of food. Under the Act, an employer may refuse to assign a person to a job involving food handling if ...

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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