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Interviewing and Selecting Job Candidates: Maine

Interviewing and Selecting Job Candidates requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author: Matthew Tarasevich, Bernstein Shur

Summary

  • The Maine Human Rights Act applies to all employers, and protects more categories than federal law. See Maine Human Rights Act.
  • Maine offers more protections to job applicants and employees than the Americans with Disabilities Act. See Disability Issues.
  • Employers may ask about criminal convictions but not arrests. See Arrest and Conviction Inquiries.
  • The Maine Preemployment Inquiry Guide includes many examples of questions employers should avoid on job applications as well as during the interview process. See Application Forms.
  • During interviews, employers should be consistent and avoid questions that relate to protected characteristics or categories. See Interviewing Applicants.
  • Maine prohibits employers from asking job applicants to disclose the usernames or passwords to their personal social media accounts. See Social Media Privacy.
  • Employers must carefully check a candidate's employment history, criminal history and references to avoid potential negligent hiring lawsuits, while still respecting the candidate's constitutionally-protected right to privacy. See Reference Checks.