Maine Maternity and Pregnancy laws & HR compliance analysis

Maine Maternity and Pregnancy: What you need to know

The Maine Human Rights Act prohibits discrimination on the basis of sex, including pregnancy and related medical conditions (ME Rev. Stat. Tit. 5 Sec. 4572-A).
The Act applies to all employers.
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Under the law, a “pregnancy-related condition” means a known limitation of an employee’s ability to perform job functions due to pregnancy, childbirth, or related medical condition, including lactation.
Employers must provide a reasonable accommodation to any employee with a pregnancy-related condition unless doing so would impose an undue hardship on the employer’s business. Reasonable accommodations include providing more frequent or longer breaks, temporary modification in work schedules, seating or equipment, temporary relief from lifting requirements, temporary transfer to less strenuous or hazardous work, and provisions for lactation as required under state law. See section on Breastfeeding, below.
Employers are not required to provide pregnancy leave, but must treat employees who are affected by pregnancy the same for all employment-related purposes as other employees are treated who require temporary leave (ME Rev. Stat. Tit. 5 Sec. 4572-A).
The Maine Family Medical Leave Act requires employers to provide up to 10 weeks of paid or unpaid leave in any 2 years for family medical leave.
Qualifying reasons for family medical leave include the serious health condition of the employee, employee's child, domestic partner's child, spouse, or domestic partner, as well as the placement of a child 16 years of age or younger with the employee or the employee's domestic partner in connection with the adoption of a child.
Employees ...

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