Maine Affirmative Action laws & HR compliance analysis

Maine Affirmative Action: What you need to know

Affirmative action laws require the employer to make proactive efforts to represent individuals from certain protected classes in the workplace at levels comparable to their numbers in the geographic area. Affirmative action requirements are separate and distinct from nondiscrimination laws, which prohibit discriminatory acts against protected persons but do not mandate proactive steps in their favor.
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The Maine Human Rights Act prohibits employment practices that discriminate on the basis of race, color, sex, sexual orientation, physical or mental disability, religion, age, ancestry, or national origin (ME Rev. Stat. Tit. 5 Sec. 4551et seq.). The Act covers all employers. It has no specific provision that requires private employers to take affirmative action.
State policy is that all state and county agencies must have programs designed to increase the numbers of minorities, women, and handicapped employees in the workforce where imbalances exist (ME Rev. Stat. Tit. 5 Sec. 781 to Sec. 790).
Employers with state contracts must take affirmative action to promote equal employment opportunity and include an equal opportunity clause in their contracts (ME Rev. Stat. Tit. 5 Sec. 781 to Sec. 790). Contractors and subcontractors with contracts in excess of $50,000 must also have an affirmative action program.
Apprenticeship programs under the federal Job Training Partnership Act must comply with affirmative action requirements (ME Rev. Stat. Tit. 26 Sec. 2006).
The Maine Department of Labor provides labor market information to assist employers in developing their affirmative action plans. For more ...

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