Info Cubic is now a division of Orange Tree. Read the press release.
Employers that are either located in Maine or hiring Maine residents must abide by the Federal FCRA, and applicable Maine state employment laws.
This page was created to provide a simple explanation of what an end-user of a background screening report (also known as consumer report) can use in order to be in compliance with Maine state laws. This page also contains steps an end-user must take to stay in compliance with Maine state laws.
Please keep in mind that the EEOC must always be taken into consideration when a hiring decision is to be made. The EEOC has provided guidance on how employers can use criminal records during the hiring process. This regulation was issued on April 25, 2012. The EEOC requires employers to individually review each applicant or employee that may be disqualified due to a criminal record. This also follows the regulations set forth by the Americans with Disabilities Act (ADA). Additionally, the EEOC wants to undertake an adverse action process similar to that of the FCRA. They want to add a pre-adverse action process of their own. Although employers already have an adverse action process that is specific to information contained in consumer reports, the EEOC's adverse action process may be different.
The information that is provided on this page does not discuss requirements under the EEOC nor does it explain how to use criminal records that fall under the regulation of the EEOC. It is suggested that compliance with the EEOC be discussed with legal counsel.
For more detailed information on Maine state laws, please consult your legal counsel.
This state follows the regulations and standards for hiring policies as set forth by the Fair Credit Reporting Act. There are no additional state or local employment screening laws to consider. Please keep in mind that laws are always changing, and we recommend that you seek legal counsel for the most up-to-date legal information.
The Fair Credit Reporting Act (FCRA) is a set of federal guidelines that helps regulate hiring practices. The FCRA was created to ensure privacy, accuracy, and fairness of consumer information. The FCRA accomplishes this by having a set standard for collecting, disseminating, and using consumer information.
Employers obtaining consumer reports for background screening purposes must follow specific procedures. For example, employers must disclose to the candidate what the background screening is, what information it includes, and how they intend to use it. They must obtain the written consent of the candidate before obtaining a background screening. They may not misuse the information contained in the background screening. There are also strict procedures an employer must follow should they decide not to hire a potential candidate based on the information in the background screening.
The purpose of the FCRA is to help protect employers, employees, and potential job candidates.
Disclaimer
This material is time sensitive. Contact us for updates. This information is subject to frequent change through legislative and court action.
All materials in this page and accompanying information are for general educational purposes and not intended to provide legal, scientific or medical advice. Consult with an appropriate professional to address specific issues.
No additional “Ban the Box” state or local laws to consider. Please keep in mind that laws are always changing, and we recommend that you seek legal counsel for the most up-to-date legal information.
Disclaimer
This material is time sensitive. Contact us for updates. This information is subject to frequent change through legislative and court action.
All materials in this page and accompanying information are for general educational purposes and not intended to provide legal, scientific or medical advice. Consult with an appropriate professional to address specific issues.
| County: | Court Fee: | County: | Court Fee: | County: | Court Fee: |
| Androscoggin | $40.00 | Aroostook | $40.00 | Cumberland | $40.00 |
| Franklin | $40.00 | Hancock | $40.00 | Kennebec | $40.00 |
| Knox | $40.00 | Lincoln | $40.00 | Oxford | $40.00 |
| Penobscot | $40.00 | Piscataquis | $40.00 | Sagadahoc | $40.00 |
| Somerset | $40.00 | Waldo | $40.00 | Washington | $40.00 |
| York | $40.00 |
Every consumer reporting agency shall, upon request and proper identification of any consumer, clearly and accurately disclose to that consumer:
The requirements respecting the disclosure of sources of information and the recipients of consumer reports do not apply to information received or consumer reports furnished prior to the effective date of this chapter (10 MRS § 1315), except to the extent that the matter involved is contained in the files of the consumer reporting agency on that date.
A consumer reporting agency shall adopt reasonable procedures to enable a consumer to correct any inaccurate information in his file. For the purposes of this law, "inaccurate information" includes materially incomplete information within the scope of the report requested.
If a consumer disputes any item of information contained in the consumer's file on the ground that it is inaccurate and the dispute is directly conveyed to the consumer reporting agency by the consumer, the consumer reporting agency shall reinvestigate and record the current status of the information within 21 calendar days of notification of the dispute by the consumer, unless it has reasonable grounds to believe that the dispute by the consumer is frivolous, and it shall then immediately notify the consumer of the result of its investigation and the consumer's rights. The presence of contradictory information in a consumer's file does not, in and of itself, constitute reasonable grounds for believing the dispute is frivolous. Upon reinvestigation, the consumer reporting agency shall record in the consumer's file the efforts undertaken to reinvestigate the dispute, including, but not limited to, the names of the person or persons conducting the reinvestigation.
If, after conducting the reinvestigation prescribed, the consumer reporting agency finds that an item is inaccurate or that it can no longer be verified, it shall promptly expunge the item and otherwise correct the file, and refrain from reporting the item in subsequent consumer reports, unless the item is later verified.
Notwithstanding anything in these paragraphs, if a consumer reporting agency is requested to act pursuant to these paragraphs, it may retain the report that is found to be inaccurate; provided that the report is kept separate from other reports about the consumer, that it is conspicuously marked as containing inaccurate information which shall not be disclosed, and that it shall not be disclosed by the consumer reporting agency except in connection with its defense to a civil action brought pursuant to sections 1322 and 1323 of Maine Revised Statutes.
If, after conducting the reinvestigation prescribed, the consumer reporting agency is unable to resolve any difference still remaining between the allegations made by its sources and the consumer, it shall:
When a consumer reporting agency must act pursuant to the above rules, it shall notify the consumer in writing that it will notify each person whom the consumer designates who has received the item of information during the previous 2 years for employment purposes or during the previous 6 months for any other purpose that the item is inaccurate, can no longer be verified or that it is disputed and that it will furnish them with the corrected information, and the consumer reporting agency shall notify each person designated by the consumer who has received the item of information during the previous 2 years from employment purposes or during the previous 6 months for any other purpose, that the item is inaccurate, can no longer be verified or that it is disputed, and shall furnish those persons with the corrected information and, where applicable, with a copy of the consumer's statement.
| KEY COURT DECISIONS | |||
| Court Case | Issue | Outcome | Employer Limitation/ Action |
