Maine Maternity and Pregnancy: What you need to know

The Maine Human Rights Act prohibits discrimination on the basis of sex, including pregnancy and related medical conditions (ME Rev. Stat. Tit. 5 Sec. 4572-A).
The Act applies to all employers.
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Employers are not required to provide pregnancy leave, but must treat employees who are affected by pregnancy the same for all employment-related purposes as other employees are treated who require temporary leave (ME Rev. Stat. Tit. 5 Sec. 4572-A).
The Maine Family Medical Leave Act requires employers to provide up to 10 weeks of paid or unpaid leave in any 2 years for family medical leave.
Qualifying reasons for family medical leave include the serious health condition of the employee, employee's child, domestic partner's child, spouse, or domestic partner, as well as the placement of a child 16 years of age or younger with the employee or the employee's domestic partner in connection with the adoption of a child.
Employees who have been employed by the same employer for 12 consecutive months are eligible for this leave. The Act applies to private employers with 25 or more employees, and to all state employers (ME Rev. Stat. Tit. 26 Sec. 843et seq.).
Please see the Leave of Absence (FMLA) topical analysis for additional discussion.
Negotiation. The employer and employee may negotiate for more or less medical leave, but both parties must agree.
The Maine Human Rights Act mandates that a mother has the right to breastfeed her baby in any location, whether public or private, as long as she is otherwise authorized to be in that location (ME Rev. Stat. Tit. 5, Sec. 4634).
Additionally, state law requires employers to provide adequate ...

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