Maine Selection and Testing: What you need to know

The Maine Human Rights Act prohibits employment discrimination based on race, color, sex (includes pregnancy and related medical conditions), sexual orientation (including gender identity), disability, religion, age, ancestry, or national origin, unless a characteristic is a bona fide occupational qualification (BFOQ), i.e., is necessary in order to perform the job in question. In addition, employers are prohibited from printing or circulating any job notice or advertisement indicating a discriminatory preference, specification, or limitation, unless the preference, limitation, or specification is based on a BFOQ. The law applies to all employers in the state (ME Rev. Stat. Tit. 5 Sec. 4551 et seq.).
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Employment agencies. An employer is prohibited from using the recruitment services of an employment agency that the employer knows, or has reason to know, discriminates on the basis of a protected characteristic (ME Rev. Stat. Tit. 5 Sec. 4572(1)(A)).
Genetic information and testing. A separate law prohibits employers from discriminating against employees or applicants based on genetic information, a refusal to provide genetic test results or to submit to genetic testing, or on the basis that the individual received a genetic test or genetic counseling, unless such factors constitute a BFOQ (ME Rev. Stat. Tit. 5 Sec. 19301 et seq. ).
Employers may generally use any professionally developed aptitude test when selecting employees as long as the test is job related, is consistent with business necessity, and is not designed, intended, or used to discriminate against a protected individual or class of individuals.
Employers cannot charge an ...

>> Read more about Selection and Testing

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Maine Selection and Testing Resources

Selection and Testing Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

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.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.