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DLRS Home > Notice of Clarification Re Equal Opportunity

Notice of Clarification Re Equal Opportunity

In 1991 An Act to Effect Cost Savings and Ensure Worker Safety by Implementing Sexual Harassment Education and Training in the Workplace became law. It requires the following:

Workplace Posting:

Employers must post a notification in a prominent and accessible location within the workplace providing, at a minimum, the following information

  • The illegality of sexual harassment;

  • A description of sexual harassment, using examples;

  • The complaint process available through the Maine Human Rights Commission; and

  • Directions on how to contact the Commission

The text of the notice may not exceed 6th Grade literacy standards. (Posters are available through the Maine Human Rights Commission (624-6050) at cost.

Employee Notification:

Employers must provide all employees annual written notice which includes at least the following information:

  • The illegality of sexual harassment;

  • The definition of sexual harassment under state law;

  • A description of sexual harassment under state law, using examples;

  • The internal complaint process available to the employee;

  • The complaint process available through the Maine Human Rights Commission and how to contact them; and

  • The protection against retaliation as provided pursuant to Title 5, Section 4553, Subsection 10, Paragraph D of state law.

Education and Training:

In workplace with 15 or more employees, employers must conduct an education and training program for all new employees within one (1) year of commencement of employment that includes at least the following:

  • The illegality of sexual harassment;

  • The definition of sexual harassment under state and federal law (including the Maine Human Rights Act and the Civil Rights Act of 1664);

  • A description of sexual harassment, using examples;

  • The internal complaint process available to the employee;

  • The Complaint process available through the Maine Human Rights Commission and how to contact them; and

  • The protection against retaliation as provided pursuant to Title 5, Section 4553, Subsection 10, Paragraph D of state law.

For supervisory and managerial employees, the above must be provided as well as specific responsibilities and methods that these staff must take to ensure immediate and appropriate corrective action in addressing complaints of sexual harassment.

If you have any questions regarding the above or regarding the state law concerning sexual harassment, please contact Kathi Lincoln, EEO Coordinator at (207) 287-4289