Maine Hiring laws & compensation compliance analysis

Maine Hiring: What you need to know

Discrimination. The Maine Human Rights Act prohibits employment practices that discriminate based on race, color, sex (including pregnancy and related medical conditions), sexual orientation (actual or perceived heterosexuality, bisexuality, homosexuality, or gender identity or expression), physical or mental disability, religion, age, national origin, ancestry, genetic information, or an applicant's previous assertion of rights under workers' compensation laws or protected actions under state whistleblower laws (Me. Rev. Stat. tit. 5, §§ 4551, 19302). It is unlawful to retaliate against any individual who opposes an unlawful discriminatory practice or who has made a charge, testified, or assisted in any investigation, proceeding, or hearing under the Act (Me. Rev. Stat. tit. 5, § 4572(E)). More information is available at theMaine Discrimination and Disabilities (ADA) sections.
Veterans’ preference. Employers may adopt an employment policy granting preference to veterans (Me. Rev. Stat. tit. 26, § 878). In filling any position in the public classified service, the employing agency shall offer an interview to any veteran or gold star spouse who meets the minimum qualifications established for the position (Me. Rev. Stat. tit. 5, § 7054-B).
Pay history. State law prohibits an employer from using or inquiring about a job applicant’s compensation history (Me. Rev. Stat. tit. 26, § 628-A). An employer may not ask the applicant or the applicant’s current or former employer about the compensation history until after an offer of employment that includes all terms of compensation has been negotiated and made to the applicant. After the employment offer, an employer may inquire about or confirm the ...

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