Maine Hiring laws & compensation compliance analysis

Maine Hiring: What you need to know

The Maine Human Rights Act prohibits employment practices that discriminate on the basis of race, color, sex, 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).
Social Media. Maine 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 exception, employers cannot discriminate against an employee or applicant because of their status as a medical marijuana patient or caregiver.
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Maine's new hire reporting law requires all employers to report newly hired employees to the state within 7 days of the date of hire (ME Rev. Stat. Tit. 19-A Sec. 2154). Employers must also report the rehire of any employee who was previously laid off, furloughed, terminated, or placed on leave without pay. Failure to report as required can result in the assessment of fines against the employer.
Details on reporting requirements and filing instructions are available on the website of the state Division of Support Enforcement and Recovery at http://www.maine.gov/dhhs/ofi/dser.
Last reviewed May 2016.

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