Maine employers must provide sexual harassment prevention training within one year of a new employee's start date. Here's everything you need to know to remain compliant.
In addition to employer responsibilities set forth in rules adopted under Title 5, section 4572, all employers must ensure a workplace free of sexual harassment. In order to do that, implement these minimum requirements.
Post your policy in a prominent and accessible location. Make sure it includes the illegality of sexual harassment, a description of sexual harassment with examples. Lastly, ensure you include the complaint process and directions on how to contact the commission. The text of your poster may meet but may not exceed 6th-grade literacy standards. The commission may provide this poster to employers at no charge. This poster must also be available on the department's publicly accessible website and may be reproduced.
Secondly, provide annually all employees with individual written notice that includes the illegality of sexual harassment, the definition of sexual harassment under state law, and a description of sexual harassment with examples. Additionally, your notice should include your internal complaint process that are available to employees; the legal recourse and complaint process available through the commission; directions on how to contact the commission; and the protection against retaliation. The notice must be delivered in a manner to ensure notice to all employees without exception. Authorities recommend issuing it alongside a paycheck and in multiple languages.
Lastly, in workplaces with 15 or more employees, employers shall conduct an education and training program for all new employees within one year of commencement of employment.
Training must include the illegality of sexual harassment, the definition of sexual harassment under state and federal laws and federal regulations, including the Maine Human Rights Act and the Civil Rights Act of 1964, 42 United States Code, Title VII, Sections 2000e to 2000e-17.
Your training must include a description of sexual harassment with examples. Don't forget to include your internal complaint process available to employees, the legal recourse and complaint process available through the commission, and directions on how to contact the commission. The last part of your training must include a section outlining an employee's protection against retaliation.
Employers need to conduct additional training for supervisory and managerial employees within one year of commencement of employment that includes, at a minimum, the specific responsibilities of supervisory and managerial employees and methods that these employees must take to ensure immediate and appropriate corrective action in addressing sexual harassment complaints.
Yes, in fact, the Research Institute of America concluded that eLearning boosts retention rates by 25% to 60%. If you choose to provide sexual harassment prevention training through interactive E-learning, make sure that you are working with a business or institution that specializes in technology and is partnering with subject matter experts who specialize in the law. E-learning is an effective, low-cost way to reach 100% of your workforce.
As workplace and labor laws continue to evolve, it's important to know your state's sexual harassment prevention training requirements. Delivering training that's accessible and relatable is essential. It ensures a safe and inclusive workplace.
Learn more about how we're pioneering text message-based sexual harassment training for employers with deskless employees