reglab/housing_qa huggingface dataset:
26 ME Rev Stat § 594 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §594. Charge by an employer for an application for employment

 §594. Charge by an employer for an application for employment It is unlawful for an employer to assess a fee or charge a prospective employee in any fashion for requesting, submitting, filing or completing an application for employment with that employer. Any employer who violates this section shall be liable to a penalty of not more than $500 for each violation. It is the duty of the director to enforce this section.   [PL 1983, c. 627 (NEW).]SECTION HISTORY PL 1983, c. 627 (NEW).
26 ME Rev Stat § 596 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §596. Recall period

 §596. Recall period An employee who is temporarily laid off by an employer for over 6 weeks and who is placed on a "recall" or "spare" list by that employer for the purpose of being recalled to work shall have 7 days from receiving notice of a recall to work in which to respond to the notice without discrimination on subsequent recalls by the employer.   [PL 1989, c. 460 (NEW).]1.  Effect of exercising option.  No employer may remove an employee from a "recall" or "spare" list solely because the employee chooses to exercise the 7-day option under this section. No employer may discriminate against an employee in subsequent recalls to work solely because the employee chooses to exercise the 7-day option under this section.   [PL 1989, c. 460 (NEW).] 2.  Limitations.  Nothing in this section may be construed to:   A. Prevent an employer from offering recall to another employee on the "recall" or "spare" list in the place of an employee who is contacted earlier but who chooses to exercise the 7-day option under this section;   [PL 1989, c. 460 (NEW).]B. Require an employer to hold a position or an offer of recall open for an employee who exercises the 7-day option under this section; or   [PL 1989, c. 460 (NEW).]C. Require an employee to wait 7 days before returning to work after receiving a recall notice.   [PL 1989, c. 460 (NEW).][PL 1989, c. 460 (NEW).] SECTION HISTORY PL 1989, c. 460 (NEW).
26 ME Rev Stat § 597 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §597. Conditions of employment

 §597. Conditions of employment An employer or an agent of an employer may not require, as a condition of employment, that any employee or prospective employee refrain from using tobacco products outside the course of that employment or otherwise discriminate against any person with respect to the person's compensation, terms, conditions or privileges of employment for using tobacco products outside the course of employment as long as the employee complies with any workplace policy concerning use of tobacco. This section does not prohibit an employer or an agent of an employer from offering a voluntary wellness program that offers incentives for the cessation of use of tobacco products in compliance with applicable federal regulations.   [PL 2017, c. 219, §6 (AMD).]SECTION HISTORY PL 1991, c. 366 (NEW). PL 2017, c. 219, §6 (AMD).
26 ME Rev Stat § 598 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §598. Employment reference immunity

 §598. Employment reference immunity An employer who discloses information about a former employee's job performance or work record to a prospective employer is presumed to be acting in good faith and, unless lack of good faith is shown by clear and convincing evidence, is immune from civil liability for such disclosure or its consequences. Clear and convincing evidence of lack of good faith means evidence that clearly shows the knowing disclosure, with malicious intent, of false or deliberately misleading information. This section is supplemental to and not in derogation of any claims available to the former employee that exist under state law and any protections that are already afforded employers under state law.   [PL 1995, c. 335, §1 (NEW).]SECTION HISTORY PL 1995, c. 335, §1 (NEW).
26 ME Rev Stat § 598-A (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §598-A. Prospective employee's social security number

 §598-A. Prospective employee's social security number Except as required by federal law, beginning January 1, 2020, an employer may not request a social security number from a prospective employee on an employment application or during the application process for employment except for the purposes of substance use testing under subchapter 3‑A or a preemployment background check. This section does not apply to an employer's request for a social security number after the employee has been hired.   [PL 2019, c. 567, §1 (AMD).]SECTION HISTORY PL 2019, c. 47, §1 (NEW). PL 2019, c. 567, §1 (AMD).
26 ME Rev Stat § 599 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §599. Broadcasting industry contract

 §599. Broadcasting industry contract 1.  Definition.  As used in this section, unless the context otherwise indicates, "broadcasting industry contract" means an employment contract between a person and a legal entity that owns one or more television stations or networks or one or more radio stations or networks.   [PL 2003, c. 225, §1 (AMD).] 2.  Presumed unreasonable.  A broadcasting industry contract provision that requires an employee or prospective employee to refrain from obtaining employment in a specified geographic area for a specified period of time following expiration of the contract or upon termination of employment without fault of the employee is presumed to be unreasonable.   [PL 1999, c. 406, §1 (NEW).] SECTION HISTORY PL 1999, c. 406, §1 (NEW). PL 2003, c. 225, §1 (AMD).
26 ME Rev Stat § 599-B (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §599-B. Restrictive employment agreements

 §599-B. Restrictive employment agreements 1.  Definition.  For purposes of this section, "restrictive employment agreement" means an agreement that:   A. Is between 2 or more employers, including through a franchise agreement or a contractor and subcontractor agreement; and   [PL 2019, c. 513, §1 (NEW).]B. Prohibits or restricts one employer from soliciting or hiring another employer's employees or former employees.   [PL 2019, c. 513, §1 (NEW).][PL 2019, c. 513, §1 (NEW).] 2.  Restrictive employment agreements prohibited.  An employer may not:   A. Enter into a restrictive employment agreement; or   [PL 2019, c. 513, §1 (NEW).]B. Enforce or threaten to enforce a restrictive employment agreement.   [PL 2019, c. 513, §1 (NEW).][PL 2019, c. 513, §1 (NEW).] 3.  Penalty; enforcement.  An employer that violates subsection 2 commits a civil violation for which a fine of not less than $5,000 may be adjudged. The Department of Labor is responsible for enforcement of this section.   [PL 2019, c. 513, §1 (NEW).] SECTION HISTORY PL 2019, c. 513, §1 (NEW).
26 ME Rev Stat § 600 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1: CONDITIONS FOR EMPLOYMENT|26 §600. Concealed firearms in vehicles

 §600. Concealed firearms in vehicles 1.  Firearms in vehicles.  An employer or an agent of an employer may not prohibit an employee who has a valid permit to carry a concealed firearm under Title 25, chapter 252 from keeping a firearm in the employee's vehicle as long as the vehicle is locked and the firearm is not visible. This subsection applies to the State as an employer when a state employee's vehicle is on property owned or leased by the State. This subsection does not authorize an employee or state employee to carry a firearm in a place where carrying a firearm is prohibited by law. For purposes of this section, "state employee" means an employee of the State within the executive branch, the legislative branch or the judicial branch performing services within the scope of that employee's employment.   [PL 2011, c. 537, §1 (AMD).] 2.  Immunity from liability.  An employer or an agent of an employer may not be held liable in any civil action for damages, injury or death resulting from or arising out of another person's actions involving a firearm or ammunition transported or stored pursuant to this section, including, but not limited to, the theft of a firearm from an employee's vehicle, unless the employer or an agent of the employer intentionally solicited or procured the other person's injurious actions. Nothing in this section affects provisions in the Maine Workers' Compensation Act of 1992.   [PL 2011, c. 393, §1 (NEW).] SECTION HISTORY PL 2011, c. 393, §1 (NEW). PL 2011, c. 537, §1 (AMD).
26 ME Rev Stat § 601 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-A: HOURS OF EMPLOYMENT|26 §601. Rest breaks

 §601. Rest breaks In the absence of a collective bargaining agreement or other written employer-employee agreement providing otherwise, an employee, as defined in section 663, may be employed or permitted to work for no more than 6 consecutive hours at one time unless the employee is given the opportunity to take at least 30 consecutive minutes of rest time, except in cases of emergency in which there is danger to property, life, public safety or public health. This rest time may be used by the employee as unpaid mealtime, but only if the employee is completely relieved of duty.   [PL 2017, c. 219, §7 (AMD).]1.  Small business.  This section does not apply to any place of employment where:   A. Fewer than 3 employees are on duty at any one time; and   [PL 1985, c. 212 (NEW).]B. The nature of the work done by the employee allows the employee frequent paid breaks of a shorter duration during the employee's work day.   [PL 2017, c. 219, §7 (AMD).][PL 2017, c. 219, §7 (AMD).] SECTION HISTORY PL 1985, c. 212 (NEW). PL 2017, c. 219, §7 (AMD).
26 ME Rev Stat § 602 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-A: HOURS OF EMPLOYMENT|26 §602. Enforcement and penalty

 §602. Enforcement and penalty The following provisions govern the enforcement of this subchapter.   [PL 1985, c. 212 (NEW).]1.  Violation.  Any employer who violates this subchapter commits a civil violation for which a forfeiture of not less than $100 nor more than $500 for each violation may be adjudged.   [PL 1985, c. 212 (NEW).] 2.  Discharge or discrimination.  Any employer who discharges or in any other manner discriminates against any employee because the employee makes a complaint to the director, the district attorney or the Attorney General concerning a violation of this subchapter, commits a civil violation for which a forfeiture of not less than $100 nor more than $500 may be adjudged.   [PL 1985, c. 212 (NEW).] 3.  Injunction.  If any provision of this subchapter is violated, the Attorney General may seek an injunction in the Superior Court to enjoin any further violations or to compel the reinstatement of an employee discharged or discriminated against as described in subsection 2.   [PL 1985, c. 212 (NEW).] SECTION HISTORY PL 1985, c. 212 (NEW).
26 ME Rev Stat § 604 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-A: HOURS OF EMPLOYMENT|26 §604. Nursing mothers in the workplace

 §604. Nursing mothers in the workplace An employer, as defined in section 603, subsection 1, paragraph A, shall provide adequate unpaid break time or permit an employee to use paid break time or meal time each day to express breast milk for her nursing child for up to 3 years following childbirth. The employer shall make reasonable efforts to provide a clean room or other location, other than a bathroom, where an employee may express breast milk in privacy. An employer may not discriminate in any way against an employee who chooses to express breast milk in the workplace.   [PL 2009, c. 84, §1 (NEW).]SECTION HISTORY PL 2009, c. 84, §1 (NEW).
26 ME Rev Stat § 611 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-B: EMPLOYMENT AGENCIES|26 §611. Definitions

 §611. Definitions As used in this subchapter, unless the context indicates otherwise, the following terms have the following meanings.   [PL 1985, c. 623, §1 (NEW).]1.  Employment agency.  "Employment agency" means any person who conducts a full-time or part-time service for the purpose of procuring or attempting to procure permanent or temporary employment or engagement for persons seeking employment or engagement, or for giving information about where employment or engagement may be procured when a fee paid by the employee is charged for that service. Employment agencies do not include teachers' agencies, nurses' associations, charitable institutions, arrangers of employment for seamen and professional or occupational associations which serve only their own membership and which charge only a nominal fee, and persons employed by a public or private nonprofit agency.   [PL 1985, c. 623, §1 (NEW).] SECTION HISTORY PL 1985, c. 623, §1 (NEW).
26 ME Rev Stat § 612 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-B: EMPLOYMENT AGENCIES|26 §612. Fees charged to applicants for employment; receipt

 §612. Fees charged to applicants for employment; receipt 1.  Placement fee.  The placement fee charged to an applicant for employment by an employment agency shall not exceed the equivalent of the first full week's gross wages. This fee shall be in full compensation for all services of the employment agency. If for any reason employment terminates in less than one month, the fee shall be adjusted so as not to exceed 10% of the wages earned.   [PL 1985, c. 623, §1 (NEW).] 2.  Terms of payment of fee for placement.  If the placement fee charged to an applicant for employment is paid weekly, 1/8 of the fee shall be paid each week for the first 8 weeks of employment; if paid semi-monthly, each payment shall be 1/4 of the total fee; and if paid monthly, each payment shall be 1/2 of the total fee.   [PL 1985, c. 623, §1 (NEW).] 3.  Receipt given to an applicant for employment.  Every employment agency shall give to each applicant for employment, from whom a fee or other consideration is received, a receipt which must show the name of the applicant for employment, the amount of the fee, any balance due, the date, name or nature of the employment or situation procured and the name and address of the employer.   [PL 1985, c. 623, §1 (NEW).] SECTION HISTORY PL 1985, c. 623, §1 (NEW).
26 ME Rev Stat § 612-A (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-B: EMPLOYMENT AGENCIES|26 §612-A. Municipal licensing

 §612-A. Municipal licensing This subchapter may not be construed to prevent a municipality from acting under its home rule authority granted by Title 30-A, section 3001 and by the Constitution of Maine, Article VIII, Part Second, to license or regulate the business of employment agencies or to require a bond.   [PL 1991, c. 824, Pt. A, §55 (AMD).]SECTION HISTORY PL 1987, c. 583, §2 (NEW). PL 1991, c. 824, §A55 (AMD).
26 ME Rev Stat § 613 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-B: EMPLOYMENT AGENCIES|26 §613. Enforcement penalty

 §613. Enforcement penalty 1.  Violation.  Any employment agency which violates this subchapter commits a civil violation for which a forfeiture of not less than $100 nor more than $500 for each violation may be adjudged.   [PL 1985, c. 623, §1 (NEW).] 2.  Civil action.  An action may be brought by the injured party, the Attorney General, the Department of Labor or any municipality which has issued a license to the employment agency in accordance with section 612-A.   [PL 1987, c. 583, §3 (AMD).] SECTION HISTORY PL 1985, c. 623, §1 (NEW). PL 1987, c. 583, §3 (AMD).
26 ME Rev Stat § 615 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-C: EMPLOYEE SOCIAL MEDIA PRIVACY|26 §615. Definitions

 §615. Definitions As used in this subchapter, unless the context otherwise indicates, the following terms have the following meanings.   [PL 2015, c. 343, Pt. B, §1 (NEW).]1.  Applicant.  "Applicant" means an applicant for employment.   [PL 2015, c. 343, Pt. B, §1 (NEW).] 2.  Employee.  "Employee" means an individual who provides services or labor for an employer for wages or other remuneration.   [PL 2015, c. 343, Pt. B, §1 (NEW).] 3.  Employer.  "Employer" means a person in this State who employs individuals and includes the State and political subdivisions of the State. "Employer" includes a person acting in the interest of an employer directly or indirectly.   [PL 2015, c. 343, Pt. B, §1 (NEW).] 4.  Social media account.  "Social media account" means an account with an electronic medium or service through which users create, share and view user-generated content including but not limited to videos, still photographs, blogs, video blogs, podcasts, instant and text messages, e-mail, online service accounts and Internet website profiles and locations. "Social media account" does not include an account opened at an employer's behest or provided by an employer or intended to be used primarily on behalf of an employer.   [PL 2015, c. 343, Pt. B, §1 (NEW).] SECTION HISTORY PL 2015, c. 343, Pt. B, §1 (NEW).
26 ME Rev Stat § 616 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-C: EMPLOYEE SOCIAL MEDIA PRIVACY|26 §616. Prohibitions

 §616. Prohibitions An employer may not:   [PL 2015, c. 343, Pt. B, §1 (NEW).]1.  Passwords.  Require or coerce an employee or applicant to disclose, or request that an employee or applicant disclose, the password or any other means for accessing a personal social media account;   [PL 2015, c. 343, Pt. B, §1 (NEW).] 2.  Access in presence.  Require or coerce an employee or applicant to access, or request that an employee or applicant access, a personal social media account in the presence of the employer or an agent of the employer;   [PL 2015, c. 343, Pt. B, §1 (NEW).] 3.  Information.  Require or coerce an employee or applicant to disclose any personal social media account information;   [PL 2015, c. 343, Pt. B, §1 (NEW).] 4.  Contacts.  Require or cause an employee or applicant to add anyone, including the employer or an agent of the employer, to the employee's or applicant's list of contacts associated with a personal social media account;   [PL 2015, c. 343, Pt. B, §1 (NEW).] 5.  Settings.  Require or cause an employee or applicant to alter, or request that an employee or applicant alter, settings that affect a 3rd party's ability to view the contents of a personal social media account;   [PL 2015, c. 343, Pt. B, §1 (NEW).] 6.  Employees.  Discharge, discipline or otherwise penalize or threaten to discharge, discipline or otherwise penalize an employee for the employee's refusal to disclose or provide access to information as specified in subsection 1, 2 or 3 or for refusal to add anyone to the employee's list of contacts associated with a personal social media account as specified in subsection 4 or to alter the settings associated with a personal social media account as specified in subsection 5; or   [PL 2015, c. 343, Pt. B, §1 (NEW).] 7.  Applicants.  Fail or refuse to hire an applicant as a result of the applicant's refusal to disclose or provide access to information specified in subsection 1, 2 or 3 or refusal to add anyone to the applicant's list of contacts associated with a personal social media account as specified in subsection 4 or to alter the settings associated with a personal social media account as specified in subsection 5.   [PL 2015, c. 343, Pt. B, §1 (NEW).] SECTION HISTORY PL 2015, c. 343, Pt. B, §1 (NEW).
26 ME Rev Stat § 617 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-C: EMPLOYEE SOCIAL MEDIA PRIVACY|26 §617. Exceptions

 §617. Exceptions 1.  Publicly available information.  This subchapter does not apply to information about an applicant or employee that is publicly available.   [PL 2015, c. 343, Pt. B, §1 (NEW).] 2.  Duty to screen or supervise.  This subchapter does not prohibit or restrict an employer from complying with a duty to screen employees or applicants before hiring or to monitor or retain employee communications that is established by a self-regulatory organization as defined by the federal Securities Exchange Act of 1934, 15 United States Code, Section 78c(a)(26) or under state or federal law, regulation or rule to the extent necessary to supervise communications of regulated financial institutions or insurance or securities licensees for banking-related, insurance-related or securities-related business purposes.   [PL 2015, c. 343, Pt. B, §1 (NEW).] 3.  Investigation.  This subchapter does not prohibit or restrict an employer from requiring an employee to disclose personal social media account information that the employer reasonably believes to be relevant to an investigation of allegations of employee misconduct or a workplace-related violation of applicable laws, rules or regulations if requiring the disclosure is not otherwise prohibited by law, as long as the information disclosed is accessed and used solely to the extent necessary for purposes of that investigation or a related proceeding.   [PL 2015, c. 343, Pt. B, §1 (NEW).] SECTION HISTORY PL 2015, c. 343, Pt. B, §1 (NEW).
26 ME Rev Stat § 618 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-C: EMPLOYEE SOCIAL MEDIA PRIVACY|26 §618. Workplace policies

 §618. Workplace policies This subchapter does not limit an employer's right to promulgate and maintain lawful workplace policies governing the use of the employer's electronic equipment, including a requirement that an employee disclose to the employer the employee's user name, password or other information necessary to access employer-issued electronic devices, including but not limited to cellular telephones and computers, or to access employer-provided software or e-mail accounts.   [PL 2015, c. 343, Pt. B, §1 (NEW).]SECTION HISTORY PL 2015, c. 343, Pt. B, §1 (NEW).
26 ME Rev Stat § 619 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 1-C: EMPLOYEE SOCIAL MEDIA PRIVACY|26 §619. Penalties for violation

 §619. Penalties for violation An employer who violates this subchapter is subject to a fine imposed by the Department of Labor of not less than $100 for the first violation, not less than $250 for the 2nd violation and not less than $500 for each subsequent violation.   [PL 2015, c. 343, Pt. B, §1 (NEW).]SECTION HISTORY PL 2015, c. 343, Pt. B, §1 (NEW).
26 ME Rev Stat § 621 (2021)
2021 Maine Revised Statutes|TITLE 26: LABOR AND INDUSTRY|Chapter 7: EMPLOYMENT PRACTICES|Subchapter 2: WAGES AND MEDIUM OF PAYMENT|26 §621. Time of payment (REPEALED)

 §621. Time of payment (REPEALED)SECTION HISTORY PL 1983, c. 778 (RPR). PL 1995, c. 340, §1 (AMD). PL 1999, c. 465, §1 (RP).