{"id":"DUT-ME-018","kind":"duty","level":"state","jurisdiction":"Maine","state":"ME","metro":"","industry":"","agency":"","eco":"","issuer":"Maine Legislature (26 M.R.S. chapter 7, subchapter 5-B, Whistleblowers\u0027 Protection Act)","authority":"P.L. 1987, c. 782; P.L. 1999, c. 351; P.L. 2003, c. 306","instrument":"26 M.R.S. sec. 833(1)(A)-(B) (no employer may discharge, threaten or discriminate against an employee for reporting in good faith a violation of law or rule or \u0027a condition or practice that would put at risk the health or safety of that employee or any other individual\u0027)","title":"26 M.R.S. sec. 833, Discrimination against certain employees prohibited (Whistleblowers\u0027 Protection Act; Maine Revised Statutes section page rendered September 28, 2026)","dateIssued":"2021-01-01","effective":"standing; text in force throughout March 2020 to September 2021","end":"standing","startDate":"2021-01-01","endDate":"2021-09-30","quarters":["2020Q2","2020Q3","2020Q4","2021Q1","2021Q2","2021Q3"],"types":["DUTY","EMP"],"addressees":["employers (all employers, public and private); employees"],"clause":"No employer may discharge, threaten or otherwise discriminate against an employee... because:... B. The employee, acting in good faith,... reports to the employer or a public body, orally or in writing, what the employee has reasonable cause to believe is a condition or practice that would put at risk the health or safety of that employee or any other individual.","enforcement":"civil remedies through the Maine Human Rights Act process to which the Whistleblowers\u0027 Protection Act is joined (26 M.R.S. ch. 7, subch. 5-B), including reinstatement, back pay and damages as the Act provides","functions":[],"notes":"Every Maine employer, public or private, to refrain from any adverse action against an employee who reported, to the employer or to a public body, a workplace condition or practice the employee reasonably believed put the health or safety of any person at risk, or a violation of any State or federal law or rule (including the emergency orders and the communicable-disease rules), so that the employer\u0027s compliance with the health protocols was policed from inside the workplace as well as by the State.","sourceUrl":"https://legislature.maine.gov/statutes/26/title26sec833.html","snapshot":"","fileExists":true,"fileBytes":227123,"grade":"primary","character":"workplace_duty","description":"","collection":"DUT-ME","url":"/library/DUT-ME-018","exhibitUrl":"/exhibit/DUT-ME-018","citation":"Maine Legislature (26 M.R.S. chapter 7, subchapter 5-B, Whistleblowers\u0027 Protection Act), 26 M.R.S. sec. 833(1)(A)-(B) (no employer may discharge, threaten or discriminate against an employee for reporting in good faith a violation of law or rule or \u0027a condition or practice that would put at risk the health or safety of that employee or any other individual\u0027) (standing) (Ex. DUT-ME-018)","stateName":"Maine","related":[]}