Harassment Prevention Training in Maine
Everything You Need to Know
What is the key legislation for harassment prevention training in Maine?
The key legislation governing harassment prevention training in Maine is Title 26, Section 807(3) and (4) of the Maine Revised Statutes (Me. Stat. tit. 26, §807(3), (4)).
Which types of employers are affected?
The law applies to all employers with 15 or more employees in Maine. These employers are required to provide sexual harassment prevention training to their employees.
What are the seat time and training frequency requirements?
Maine law does not require a minimum amount of seat time for harassment prevention training. Employers must provide training to all new employees within one year of their start date. The statute does not specify a recurring retraining requirement.
Which topics are required for training?
Harassment prevention training in Maine must cover the illegality, definition, description, and examples of sexual harassment. Training must also explain the complaint procedures available through both the employer and the Maine Human Rights Commission, as well as protections against retaliation under Maine law. Supervisory and managerial employees must receive additional training on their specific responsibilities and on appropriate methods for addressing sexual harassment complaints promptly and effectively.
How can ComplyEQ help employers meet these requirements?
ComplyEQ’s Preventing Harassment and Discrimination in the Workplace training helps organizations address Maine’s sexual harassment prevention training requirements with content covering key state-mandated topics. Employers can also leverage configurable course elements to incorporate organization-specific policies and additional guidance as needed. Learn more about how this training can address your compliance goals here.
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This resource highlights workplace training mandates on selected topics, including harassment and discrimination prevention, bystander intervention, and workplace violence prevention. It is not a comprehensive list of all workplace training requirements or recommendations across all topics or jurisdictions. Information reflects the latest guidance available at the time of publication and may change. This resource is provided for educational and informational purposes only and does not constitute legal advice. Organizations should consult their legal counsel to determine specific training obligations.