Maine Hiring laws & compensation compliance analysis

Maine Hiring: What you need to know

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 Sec. 4551, ME Rev. Stat. Tit. 5 Sec. 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 Sec. 4572(E)).
Social media. State law prohibits an employer, whether public or private, from requiring or requesting an employee or a prospective employee to disclose the username or account password for a personal social media account or e-mail account or to otherwise provide the employer or institution with access to those accounts.
Medical marijuana. With limited exceptions, employers cannot discriminate against an employee or applicant because of their status as a medical marijuana patient or caregiver.
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The Maine Genetic Information Privacy Act prohibits employers from discriminating against applicants for employment or employees based on genetic information concerning that individual, because the individual refused to take a genetic test, make available the results of a genetic test, or received a genetic test or genetic counseling, except where a bona fide occupational qualification (BFOQ) ...

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