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Discrimination | Transgender Rights | Maine

Does Maine have an anti-discrimination law protecting transgender individuals from discrimination?

نعم. في 8 نوفمبر/تشرين الثاني 2005، وافق ناخبو ولاية مين على الإبقاء على القانون رقم 1196، "قانون توسيع نطاق حماية الحقوق المدنية ليشمل جميع الأشخاص بغض النظر عن توجههم الجنسي"، الذي أقره المجلس التشريعي ووقعه الحاكم في ربيع عام 2005. ودخل القانون حيز التنفيذ في 28 ديسمبر/كانون الأول 2005.

This marks the end of a long struggle in Maine to achieve legal protections for LGBT people. In November 1995, Maine voters rejected an attempt to limit the protected classes to those already included within the non-discrimination law. In May 1997, Maine approved an anti-discrimination law based on sexual orientation, but this law was repealed in a special election in February 1998. Then in November 2000, by the smallest of margins, Maine voters failed to ratify a second anti-discrimination law that had been approved by the legislature.

يوفر القانون الحماية ضد التمييز على أساس التوجه الجنسي الذي يُعرَّف بأنه "... الميول الجنسية المغايرة أو المزدوجة أو المثلية الجنسية أو الهوية الجنسية أو التعبير عنها الفعلية أو المفترضة لشخص ما" (5 Me. Rev. Stat. sec. 4553 (9-C)).

Does it also protect people perceived of as transgender?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

ما هي أنواع التمييز التي يتناولها قانون مكافحة التمييز؟

يحظر قانون ولاية ماين التمييز في:

  • توظيف
  • أماكن الإقامة العامة
  • السكن
  • الائتمان و
  • التعليم (5 Me. Rev. Stat. sec. 4552 et seq.)

هل هناك أي حماية أخرى ضد التمييز متاحة في ولاية ماين؟

نعم. سنّت العديد من المدن والبلدات قوانينَ لمنع التمييز، بما في ذلك بورتلاند، وفالموث، وساوث بورتلاند، ولونغ آيلاند، وأورونو، وسورينتو، وويستبروك، وبار هاربور. في قضية كلارك ضد شركة أولستن للرعاية الصحية المعتمدة، افترضت محكمة مين، دون أن تُصرّح بذلك، أن قانون بورتلاند قابلٌ للتنفيذ (714 A.2d 823 (Me. 1998)).

How do I file a complaint of discrimination? What happens after I file?

You should contact the Maine Human Rights Commission (MHRC) at (207) 624-6050, or at State House Station #51, Augusta, ME 04333-0051, or on the web at http://www.state.me.us/mhrc/index.shtml. The Commission prefers for people to file complaints in writing. For an overview of this process refer to the MHRC regulations, available at http://www.maine.gov/mhrc/laws/index.html.

The complaint must be under oath, state the name and address of the individual making the complaint as well as the entity he or she is complaining against (called the “respondent”). The complaint must set out the particulars of the alleged unlawful acts and the times they occurred (5 Me. Rev. Stat. sec. 4611).

Once a complaint is timely filed, a Commissioner or investigator will seek to resolve the matter. If he or she cannot do so, the Commission will proceed with an investigation to determine if there are reasonable grounds to believe that unlawful discrimination has occurred. The Commission has extensive powers during the course of the investigation. Among other things, it can examine persons, places and documents, and require attendance at a factfinding hearing, and issue subpoenas for persons or documents.

If the Commissioner or investigator concludes:

  • there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
  • there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Once the Commission process is complete, and if settlement has failed, a person can file an action for relief in court. A person may also request a “right to sue” letter from the MHRC if there has been no court action filed and no conciliation agreement in place within 180 days of filing the complaint (5 Me. Rev. Stat. sec. 4612 (6)). The person may then file an action in the Superior Court (5 Me. Rev. Stat. sec. 4621). In some situations, the Commission may file an action in court on your behalf (See generally 5 Me. Rev. Stat. sec. 4612).

هل أحتاج إلى محامي؟

Not necessarily. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find a lawyer to represent them throughout the process. Not only are there many legal rules governing the MHRC process, but employers and other respondents will almost certainly have legal representation. Please call the GLAD Answers for help or for an attorney referral.

ما هي مواعيد تقديم شكوى التمييز؟

A complaint must be filed with the MHRC within 300 days of the discriminatory act or acts (5 Me. Rev. Stat. sec. 4611). There are virtually no exceptions for lateness, and GLAD encourages people to move promptly in filing claims. Actions filed in Superior Court must generally be filed “not more than 2 years after the act of unlawful discrimination complained of” (5 Me. Rev. Stat. sec. 4613(2)(C)).

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

As a general matter, the MHRC tries to resolve cases in which reasonable cause is found. It is not empowered to award emotional distress damages or attorney’s fees, but the parties may agree to whatever terms are mutually satisfactory for resolving the issue (94-348 Rules of Maine Human Rights Com’n secs. 2.07, 2.08. 2.09. Available at http://www.maine.gov/mhrc/laws/index.html).

As a general matter, if a person has filed with the MHRC, completed the process there, and later files his or her case in court, then a full range of compensatory and injunctive relief is available (5 Me. Rev. Stat. secs. 4613, 4614). If a discrimination complainant takes his or her case to court without first filing at the MHRC, then only injunctive relief is available in court, such as a cease and desist order, or an order to do training or post notices (5 Me. Rev. Stat. sec. 4622).

The relief ordered by a court may include: (a) hiring, reinstatement and back pay in employment cases; (b) an order to rent or sell a specified housing accommodation (or one that is substantially identical), along with damages of up to three times any excessive price demanded, and civil penal damages, to the victim in housing cases; and (c) in all cases, where the individual has exhausted the MHRC process, an order for attorney’s fees, civil penal damages, cease and desist orders, and other relief that would fulfill the purposes of the anti-discrimination laws (e.g. training programs, posting of notices).

هل يمكنني أيضًا تقديم شكوى تمييز إلى وكالة فيدرالية؟

Yes, in many cases. Federal employment non-discrimination law, called Title VII, applies only to employers with at least 15 employees, and complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). But if you initially institute your complaint with MHRC and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after MHRC has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

نظراً لتزايد إدراك المحاكم والهيئات الحكومية أن التمييز على أساس التوجه الجنسي والهوية الجنسية هو أساس التمييز على أساس الجنس، فقد أشارت لجنة تكافؤ فرص العمل الفيدرالية مؤخراً إلى أنها ستقبل شكاوى التمييز على أساس "الهوية الجنسية" و"التوجه الجنسي" للتحقيق فيما إذا كان المشتكي قد تعرض لتمييز محظور على أساس "الجنس". لمزيد من المعلومات، يُرجى زيارة: http://www.eeoc.gov/eeoc/publications/upload/GenderStereotyping-LGBT-brochure-OLC.pdf.

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with MHRC first but keep in mind the possibility of pursuing a federal claim as well. If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that MHRC cross-file your complaint with the EEOC.

LGBT people who are discriminated against in housing may also be able to file a complaint with the federal Department of Housing and Urban Development (HUD) in addition to MHRC. For more information go to: http://portal.hud.gov/hudportal/HUD?src=/program_offices/fair_housing_equ al_opp/LGBT_Housing_Discrimination.

هل هناك خيارات أخرى لتقديم شكوى بسبب التمييز؟

ربما نعم، وذلك اعتمادًا على الحقائق الخاصة بحالتك.

الاتحاد: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge or other job-related actions. In fact, if you obtain relief under your contract, you may decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a grievance. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against it for its failure to work with you, or for failure of duty of fair representation.

محكمة الولاية أو المحكمة الفيدرالية: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

  • If a person is fired in violation of a contract, or fired without the progressive discipline promised in a handbook, or fired for doing something the employer doesn’t like but which the law requires, then these matters are beyond the scope of what the agencies can investigate and the matter can be pursued in court.
  • If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

ماذا يمكنني أن أفعل إذا قام صاحب العمل بطردي بسبب تقديم شكوى تتعلق بالتمييز؟

It is illegal to retaliate in these circumstances, and the employee could file an additional complaint against the employer for retaliation. “Retaliation” protections cover those who participate in MHRC proceedings or otherwise oppose unlawful conduct, whether as a complainant or as a witness. If the employer takes action against an employee because of that conduct, then the employee can state a claim of retaliation (5 Me. Rev. Stat. sec. 4572 (1)(E). See also Provencher v. CVS Pharmacy, 76 Fair Empl.Prac.Cas. (BNA) 1569 (1st Cir.(N.H.) 1998) (upholding federal retaliation claim of gay man)).

ماذا يمكنني أن أفعل لتحضير نفسي قبل تقديم شكوى التمييز؟

In evaluating your potential claims, you have the right to request a complete copy of your personnel file at any time (5 Me. Rev. Stat. sec. 7071 (Employee right to request personnel file)). Personnel files are the official record of your employment and are an invaluable source of information (5 Me. Rev. Stat. sec. 7070 (Definition of personnel record)).

Whether you leave a job voluntarily or not, be cautious about signing any documents admitting to wrongdoing, or that waive your legal rights, or that are a supposed summary of what you said in an exit interview. Sometimes employees are upset or scared at the time they are terminating employment, but the documents will likely be enforceable against you later. Please be cautious.

As a general matter, people who are still working under discriminatory conditions have to evaluate how filing a case will affect their job or housing, and if they are willing to assume those possible consequences. Of course, even if a person has been fired, he or she may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information and advice to make an informed decision.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful if you bring to your attorney an outline or diary of what happened on the job that you are complaining about. It is best if the information is organized by date and explains who the various players are (and how to get in touch with them), as well as what happened, who said what, and who was present for any important conversations or incidents. Try to obtain and bring copies of your employee handbooks or personnel manuals, any contracts, job evaluations, memos, discharge letters and the like. If you are concerned about a housing matter, bring a copy of your lease, along with any notices and letters you have received from your landlord.

Employment | Discrimination | Maine

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination in employment?

نعم. في 8 نوفمبر/تشرين الثاني 2005، وافق ناخبو ولاية مين على الإبقاء على القانون رقم 1196، "قانون توسيع نطاق حماية الحقوق المدنية ليشمل جميع الأشخاص بغض النظر عن توجههم الجنسي"، الذي أقره المجلس التشريعي ووقعه الحاكم في ربيع عام 2005. ودخل القانون حيز التنفيذ في 28 ديسمبر/كانون الأول 2005.

This marks the end of a long struggle in Maine to achieve legal protections for LGBT people. In November 1995, Maine voters rejected an attempt to limit the protected classes to those already included within the non-discrimination law. In May 1997, Maine approved an anti-discrimination law based on sexual orientation, but this law was repealed in a special election in February 1998. Then in November 2000, by the smallest of margins, Maine voters failed to ratify a second anti-discrimination law that had been approved by the legislature.

يوفر القانون الحماية ضد التمييز على أساس التوجه الجنسي الذي يُعرَّف بأنه "... الميول الجنسية المغايرة أو المزدوجة أو المثلية الجنسية أو الهوية الجنسية أو التعبير عنها الفعلية أو المفترضة لشخص ما" (5 Me. Rev. Stat. sec. 4553 (9-C)).

Does it also protect people perceived of as LGBT in employment?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

على من ينطبق قانون عدم التمييز وما الذي يحظره؟

The non-discrimination law applies to governmental employers (local and state) and private employers with any number of employees (5 Me. Rev. Stat. sec. 4553 (4) (definition of employer)). It forbids employers from refusing to hire, or discharging, or discriminating against the employee with respect to any employment matter, including hiring, tenure, promotion, transfer, compensation, terms, conditions or privileges of employment. Nor may an employer use any employment agency that discriminates (5 Me. Rev. Stat. sec. 4572 (1)(A)). Harassment based on sexual orientation is included within “terms and conditions” of employment.

Employment agencies may not refuse to: classify properly; refer their customers for employment; or otherwise discriminate because of sexual orientation. Labor organizations (e.g. unions) may not deny apprenticeship, membership or any membership rights or otherwise penalize or discriminate against their members because of sexual orientation (5 Me. Rev. Stat. sec. 4572 (1)(B) & (C)).

The law also forbids any employer, employment agency, or labor organization, prior to employment or membership, from eliciting or recording information about a person’s sexual orientation, printing any advertisement indicating any preference or limitation based on sexual orientation, or having a system of denying or limiting employment or membership opportunities based on sexual orientation (5 Me. Rev. Stat. sec. 4572 (1)(D)).

Does the law apply to every employer?

No, there is a religious exemption that provides:

“Employer” does not include a religious or fraternal corporation or association, not organized for private profit and in fact not conducted for private profit, with respect to employment of its members of the same religion, sect or fraternity, except for purposes of disability-related discrimination, in which case the corporation or association is considered to be an employer (5 Me. Rev. Stat. sec. 4553 (4) (definition of “employer”)).

This appears to mean that certain non-profit religious entities (not individuals) are exempt from the law, and a religious organization may require all applicants and employees to conform to the religious tenets of that organization (5 Me. Rev. Stat. sec. 4573-A (2)). The full scope of this exemption may be sorted out in specific court cases.

Does the non-discrimination law have any impact on my employer’s obligation to provide domestic partner benefits to my partner of the same-sex?

Possibly yes. The non-discrimination law can be a powerful tool to equalizing treatment in compensation, and therefore, valuable “fringe benefits.”  As discussed below in the family section of this booklet, the state and several municipalities have already equalized some benefits like health insurance (this result also conforms with the better view of the law, i.e., that it is discrimination based on sexual orientation to condition benefits on a status (marriage) that only gay people cannot attain. See Alaska Civil Liberties Union v. State of Alaska, 122 P.3d 781 (Alaska 2005); Bedford v. N.H. Cmty. Technical Coll. Sys., Superior Court Order, 04-E-230 (May 3, 2006)).

Private employers in Maine are neither required to offer health insurance to their employees nor to offer spousal or family coverage. However, some employers who provide such coverage may be obligated to provide insurance to same-sex partners to comply with the Maine insurance laws and/or anti-discrimination law. This area of law is complicated and you should feel free to contact GLAD for information specific to your situation.

Does Maine law forbid sexual harassment?

Yes, sexual harassment is expressly prohibited by state law.

“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of sexual nature constitute sexual harassment when:

  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
  3. such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment” (94-348 Rules of Maine Human Rights Com’n, 3.06 I (1). Available at: http://www.maine.gov/mhrc/laws/index.html).

Although the Maine Law Court has not specifically ruled on the question, it should be as unlawful to sexually harass a gay, lesbian or bisexual person as it is to harass a non-gay person. Some harassment is specifically anti-gay, and may be more fairly characterized as harassment on the basis of sexual orientation, which is discussed below. Other harassment is sexual in nature and more appropriately categorized as “sexual harassment.”  Both types of harassment can happen to the same person, and both are forbidden.

Both the United States Supreme Court and several state courts have found same-sex sexual harassment to violate sexual harassment laws. مقارنة بين Oncale وSundowner Offshore Services (9523 U.S. 75 (1998), man can sue for sexual harassment by other men under federal sexual harassment laws)) to Melnychenko v. 84 Lumber Co. (424 Mass. 285, 676 N.E.2d 45 (1997), (same-sex sexual harassment forbidden under Massachusetts state law)).

Are there any protections from sexual orientation harassment?

Yes. In September 2007, the Maine Human Rights Commission (MHRC) adopted amendments to its employment and housing rules that expressly acknowledged the existence of sexual orientation harassment (see generally 94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12. Available at: http://www.maine.gov/mhrc/laws/index.html). Under these rules, unwelcome comments, jokes, acts, and other verbal or physical conduct on the basis of sexual orientation constitute harassment when:

  1. submission to this conduct is a condition of employment or a term of membership in a union;
  2. submission to or rejection of this conduct is used as a basis for a decision made by unions or employers that effect the individual;
  3. such conduct interferes or attempts to interfere with the individuals work performance or creates an intimidating, hostile, or offensive working or union environment (94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12 (1) (a) – (c). Available at: http://www.maine.gov/mhrc/laws/index.html).

Employers or labor organizations are responsible for their actions and for those of their employees with respect to sexual orientation harassment (94-348 Me. Hum Rights Comm’n Reg. Ch. 3, § 3.12 (2). Available at: http://www.maine.gov/mhrc/laws/index.html).

How do I file a complaint of discrimination? What happens after I file?

You should contact the Maine Human Rights Commission (MHRC) at (207) 624-6050, or at State House Station #51, Augusta, ME 04333-0051, or on the web at http://www.state.me.us/mhrc/index.shtml. The Commission prefers for people to file complaints in writing. For an overview of this process refer to the MHRC regulations, available at http://www.maine.gov/mhrc/laws/index.html.

The complaint must be under oath, state the name and address of the individual making the complaint as well as the entity he or she is complaining against (called the “respondent”). The complaint must set out the particulars of the alleged unlawful acts and the times they occurred (5 Me. Rev. Stat. sec. 4611).

Once a complaint is timely filed, a Commissioner or investigator will seek to resolve the matter. If he or she cannot do so, the Commission will proceed with an investigation to determine if there are reasonable grounds to believe that unlawful discrimination has occurred. The Commission has extensive powers during the course of the investigation. Among other things, it can examine persons, places and documents, and require attendance at a factfinding hearing, and issue subpoenas for persons or documents.

If the Commissioner or investigator concludes:

  • there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
  • there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Once the Commission process is complete, and if settlement has failed, a person can file an action for relief in court. A person may also request a “right to sue” letter from the MHRC if there has been no court action filed and no conciliation agreement in place within 180 days of filing the complaint (5 Me. Rev. Stat. sec. 4612 (6)). The person may then file an action in the Superior Court (5 Me. Rev. Stat. sec. 4621). In some situations, the Commission may file an action in court on your behalf (See generally 5 Me. Rev. Stat. sec. 4612).

هل أحتاج إلى محامي؟

Not necessarily. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find a lawyer to represent them throughout the process. Not only are there many legal rules governing the MHRC process, but employers and other respondents will almost certainly have legal representation. Please call the GLAD Answers for help or for an attorney referral.

ما هي مواعيد تقديم شكوى التمييز؟

A complaint must be filed with the MHRC within 300 days of the discriminatory act or acts (5 Me. Rev. Stat. sec. 4611). There are virtually no exceptions for lateness, and GLAD encourages people to move promptly in filing claims. Actions filed in Superior Court must generally be filed “not more than 2 years after the act of unlawful discrimination complained of” (5 Me. Rev. Stat. sec. 4613(2)(C)).

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

As a general matter, the MHRC tries to resolve cases in which reasonable cause is found. It is not empowered to award emotional distress damages or attorney’s fees, but the parties may agree to whatever terms are mutually satisfactory for resolving the issue (94-348 Rules of Maine Human Rights Com’n secs. 2.07, 2.08. 2.09. Available at http://www.maine.gov/mhrc/laws/index.html).

As a general matter, if a person has filed with the MHRC, completed the process there, and later files his or her case in court, then a full range of compensatory and injunctive relief is available (5 Me. Rev. Stat. secs. 4613, 4614). If a discrimination complainant takes his or her case to court without first filing at the MHRC, then only injunctive relief is available in court, such as a cease and desist order, or an order to do training or post notices (5 Me. Rev. Stat. sec. 4622).

The relief ordered by a court may include: (a) hiring, reinstatement and back pay in employment cases; (b) an order to rent or sell a specified housing accommodation (or one that is substantially identical), along with damages of up to three times any excessive price demanded, and civil penal damages, to the victim in housing cases; and (c) in all cases, where the individual has exhausted the MHRC process, an order for attorney’s fees, civil penal damages, cease and desist orders, and other relief that would fulfill the purposes of the anti-discrimination laws (e.g. training programs, posting of notices).

Can I claim discrimination on a basis other than sexual orientation?

Yes, but only if you are treated differently because of a personal characteristic protected by Maine law.

The present non-discrimination laws for employment forbid taking action against someone because of race, color, sex, physical or mental disability, religion, ancestry, national origin, age, or because a person previously filed a worker’s compensation claim, as well as sexual orientation (5 Me. Rev. Stat. sec. 4572. 44).

هل يمكنني أيضًا تقديم شكوى تمييز إلى وكالة فيدرالية؟

Yes, in many cases. Federal employment non-discrimination law, called Title VII, applies only to employers with at least 15 employees, and complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). But if you initially institute your complaint with MHRC and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after MHRC has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

نظراً لتزايد إدراك المحاكم والهيئات الحكومية أن التمييز على أساس التوجه الجنسي والهوية الجنسية هو أساس التمييز على أساس الجنس، فقد أشارت لجنة تكافؤ فرص العمل الفيدرالية مؤخراً إلى أنها ستقبل شكاوى التمييز على أساس "الهوية الجنسية" و"التوجه الجنسي" للتحقيق فيما إذا كان المشتكي قد تعرض لتمييز محظور على أساس "الجنس". لمزيد من المعلومات، يُرجى زيارة: http://www.eeoc.gov/eeoc/publications/upload/GenderStereotyping-LGBT-brochure-OLC.pdf.

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with MHRC first but keep in mind the possibility of pursuing a federal claim as well. If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that MHRC cross-file your complaint with the EEOC.

هل هناك خيارات أخرى لتقديم شكوى بسبب التمييز؟

ربما نعم، وذلك اعتمادًا على الحقائق الخاصة بحالتك.

  1. Union: If you are a member of a union, your contract (collective bargaining agreement) may provide additional rights to you in the event of discipline, discharge or other job-related actions. In fact, if you obtain relief under your contract, you may decide not to pursue other remedies. Get and read a copy of your contract and contact a union steward about filing a grievance. Deadlines in contracts are strict. Bear in mind that if your union refuses to assist you with a complaint, you may have a discrimination action against it for its failure to work with you, or for failure of duty of fair representation.
  2. محكمة الولاية أو المحكمة الفيدرالية: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

  • If a person is fired in violation of a contract, or fired without the progressive discipline promised in a handbook, or fired for doing something the employer doesn’t like but which the law requires, then these matters are beyond the scope of what the agencies can investigate and the matter can be pursued in court.
  • If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

ماذا يمكنني أن أفعل إذا قام صاحب العمل بطردي بسبب تقديم شكوى تتعلق بالتمييز؟

It is illegal to retaliate in these circumstances, and the employee could file an additional complaint against the employer for retaliation. “Retaliation” protections cover those who participate in MHRC proceedings or otherwise oppose unlawful conduct, whether as a complainant or as a witness. If the employer takes action against an employee because of that conduct, then the employee can state a claim of retaliation (5 Me. Rev. Stat. sec. 4572 (1)(E). See also Provencher v. CVS Pharmacy, 76 Fair Empl.Prac.Cas. (BNA) 1569 (1st Cir.(N.H.) 1998) (upholding federal retaliation claim of gay man)).

ماذا يمكنني أن أفعل لتحضير نفسي قبل تقديم شكوى التمييز؟

In evaluating your potential claims, you have the right to request a complete copy of your personnel file at any time (5 Me. Rev. Stat. sec. 7071 (Employee right to request personnel file)). Personnel files are the official record of your employment and are an invaluable source of information (5 Me. Rev. Stat. sec. 7070 (Definition of personnel record)).

Whether you leave a job voluntarily or not, be cautious about signing any documents admitting to wrongdoing, or that waive your legal rights, or that are a supposed summary of what you said in an exit interview. Sometimes employees are upset or scared at the time they are terminating employment, but the documents will likely be enforceable against you later. Please be cautious.

As a general matter, people who are still working under discriminatory conditions have to evaluate how filing a case will affect their job or housing, and if they are willing to assume those possible consequences. Of course, even if a person has been fired, he or she may decide it is not worth it to pursue a discrimination claim. This is an individual choice which should be made after gathering enough information and advice to make an informed decision.

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful if you bring to your attorney an outline or diary of what happened on the job that you are complaining about. It is best if the information is organized by date and explains who the various players are (and how to get in touch with them), as well as what happened, who said what, and who was present for any important conversations or incidents. Try to obtain and bring copies of your employee handbooks or personnel manuals, any contracts, job evaluations, memos, discharge letters and the like.

Credit Lending | Discrimination | Maine

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination in credit, lending and services?

نعم. في 8 نوفمبر/تشرين الثاني 2005، وافق ناخبو ولاية مين على الإبقاء على القانون رقم 1196، "قانون توسيع نطاق حماية الحقوق المدنية ليشمل جميع الأشخاص بغض النظر عن توجههم الجنسي"، الذي أقره المجلس التشريعي ووقعه الحاكم في ربيع عام 2005. ودخل القانون حيز التنفيذ في 28 ديسمبر/كانون الأول 2005.

This marks the end of a long struggle in Maine to achieve legal protections for LGBT people. In November 1995, Maine voters rejected an attempt to limit the protected classes to those already included within the non-discrimination law. In May 1997, Maine approved an anti-discrimination law based on sexual orientation, but this law was repealed in a special election in February 1998. Then in November 2000, by the smallest of margins, Maine voters failed to ratify a second anti-discrimination law that had been approved by the legislature.

يوفر القانون الحماية ضد التمييز على أساس التوجه الجنسي الذي يُعرَّف بأنه "... الميول الجنسية المغايرة أو المزدوجة أو المثلية الجنسية أو الهوية الجنسية أو التعبير عنها الفعلية أو المفترضة لشخص ما" (5 Me. Rev. Stat. sec. 4553 (9-C)).

Does it also protect people perceived of as LGBT in credit, lending and services?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

How does the Maine anti-discrimination law protect people with regard to credit?

It is unlawful credit discrimination for any creditor to refuse the extension of credit to any person solely on the basis of sexual orientation (5 Me. Rev. Stat. sec. 4596). The law requires that the Superintendent of Financial Institutions and the Superintendent of Consumer Credit Protection cooperate with the Maine Human Rights Commission in enforcing the credit anti-discrimination law (5 Me. Rev. Stat. sec. 4598).

How do I file a complaint of discrimination? What happens after I file?

You should contact the Maine Human Rights Commission (MHRC) at (207) 624-6050, or at State House Station #51, Augusta, ME 04333-0051, or on the web at http://www.state.me.us/mhrc/index.shtml. The Commission prefers for people to file complaints in writing. For an overview of this process refer to the MHRC regulations, available at http://www.maine.gov/mhrc/laws/index.html.

The complaint must be under oath, state the name and address of the individual making the complaint as well as the entity he or she is complaining against (called the “respondent”). The complaint must set out the particulars of the alleged unlawful acts and the times they occurred (5 Me. Rev. Stat. sec. 4611).

Once a complaint is timely filed, a Commissioner or investigator will seek to resolve the matter. If he or she cannot do so, the Commission will proceed with an investigation to determine if there are reasonable grounds to believe that unlawful discrimination has occurred. The Commission has extensive powers during the course of the investigation. Among other things, it can examine persons, places and documents, and require attendance at a factfinding hearing, and issue subpoenas for persons or documents.

If the Commissioner or investigator concludes:

  • there are no reasonable grounds, it will dismiss the case, and the complainant may file a new case in the Superior Court (See generally 5 Me. Rev. Stat. sec. 4612);
  • there are reasonable grounds, it will try to resolve the matter through settlement (5 Me. Rev. Stat. sec. 4612).

Once the Commission process is complete, and if settlement has failed, a person can file an action for relief in court. A person may also request a “right to sue” letter from the MHRC if there has been no court action filed and no conciliation agreement in place within 180 days of filing the complaint (5 Me. Rev. Stat. sec. 4612 (6)). The person may then file an action in the Superior Court (5 Me. Rev. Stat. sec. 4621). In some situations, the Commission may file an action in court on your behalf (See generally 5 Me. Rev. Stat. sec. 4612).

هل أحتاج إلى محامي؟

Not necessarily. The process is designed to allow people to represent themselves. However, GLAD strongly encourages people to find a lawyer to represent them throughout the process. Not only are there many legal rules governing the MHRC process, but employers and other respondents will almost certainly have legal representation. Please call the GLAD Answers for help or for an attorney referral.

ما هي مواعيد تقديم شكوى التمييز؟

A complaint must be filed with the MHRC within 300 days of the discriminatory act or acts (5 Me. Rev. Stat. sec. 4611). There are virtually no exceptions for lateness, and GLAD encourages people to move promptly in filing claims. Actions filed in Superior Court must generally be filed “not more than 2 years after the act of unlawful discrimination complained of” (5 Me. Rev. Stat. sec. 4613(2)(C)).

What are the legal remedies for discrimination?

This is a complicated area and depends on a variety of factors, including the type of discrimination and its intersection with federal laws.

As a general matter, the MHRC tries to resolve cases in which reasonable cause is found. It is not empowered to award emotional distress damages or attorney’s fees, but the parties may agree to whatever terms are mutually satisfactory for resolving the issue (94-348 Rules of Maine Human Rights Com’n secs. 2.07, 2.08. 2.09. Available at http://www.maine.gov/mhrc/laws/index.html).

As a general matter, if a person has filed with the MHRC, completed the process there, and later files his or her case in court, then a full range of compensatory and injunctive relief is available (5 Me. Rev. Stat. secs. 4613, 4614). If a discrimination complainant takes his or her case to court without first filing at the MHRC, then only injunctive relief is available in court, such as a cease and desist order, or an order to do training or post notices (5 Me. Rev. Stat. sec. 4622).

The relief ordered by a court may include: (a) hiring, reinstatement and back pay in employment cases; (b) an order to rent or sell a specified housing accommodation (or one that is substantially identical), along with damages of up to three times any excessive price demanded, and civil penal damages, to the victim in housing cases; and (c) in all cases, where the individual has exhausted the MHRC process, an order for attorney’s fees, civil penal damages, cease and desist orders, and other relief that would fulfill the purposes of the anti-discrimination laws (e.g. training programs, posting of notices).

Can I claim discrimination on a basis other than sexual orientation?

Yes, but only if you are treated differently because of a personal characteristic protected by Maine law.

In credit, in addition to sexual orientation, the protected characteristics are age, race, color, sex, ancestry, religion, national origin and marital status.

هل يمكنني أيضًا تقديم شكوى تمييز إلى وكالة فيدرالية؟

Yes, in many cases. Federal employment non-discrimination law, called Title VII, applies only to employers with at least 15 employees, and complaints must be filed within 180 days of the discriminatory act with the Equal Employment Opportunity Commission (EEOC). But if you initially institute your complaint with MHRC and indicate that you wish to have the complaint cross-filed with the EEOC, then the time limit is extended to the earlier of 300 days or 30 days after MHRC has terminated the case (United States Code 42 sec. 2000e-5(e)(1)). (People who work for federal agencies are beyond the scope of this publication.)

Someone who brings a claim of discrimination may sometimes pursue protections under both state and federal law. This is true because there may be overlapping provisions of state and federal law. For example, Title VII forbids employment discrimination based on race, sex, age, religion and disability (which includes HIV status), but does not expressly forbid discrimination based on “sexual orientation” or “gender identity.”

نظراً لتزايد إدراك المحاكم والهيئات الحكومية أن التمييز على أساس التوجه الجنسي والهوية الجنسية هو أساس التمييز على أساس الجنس، فقد أشارت لجنة تكافؤ فرص العمل الفيدرالية مؤخراً إلى أنها ستقبل شكاوى التمييز على أساس "الهوية الجنسية" و"التوجه الجنسي" للتحقيق فيما إذا كان المشتكي قد تعرض لتمييز محظور على أساس "الجنس". لمزيد من المعلومات، يُرجى زيارة: http://www.eeoc.gov/eeoc/publications/upload/GenderStereotyping-LGBT-brochure-OLC.pdf.

GLAD recommends that, where there may be overlapping state and federal jurisdiction, you explore filing with MHRC first but keep in mind the possibility of pursuing a federal claim as well. If you have a sexual orientation or gender identity complaint, you should check off “sex” as well as “sexual orientation” or “gender identity” as the bases for your claim and request that MHRC cross-file your complaint with the EEOC.

هل هناك خيارات أخرى لتقديم شكوى بسبب التمييز؟

ربما نعم، وذلك اعتمادًا على الحقائق الخاصة بحالتك.

محكمة الولاية أو المحكمة الفيدرالية: After filing with the MHRC or EEOC, a person may decide to remove his or her discrimination case from those agencies and file in court. There are rules about when and how this must be done.

In addition, a person may file a court case to address other claims that are not appropriately handled by discrimination agencies. For example:

  • If a person has a claim for a violation of constitutional rights, such as a teacher or other governmental employee who believes his or her free speech or equal protection rights were violated, then those matters must be heard in court.

ماذا يمكنني أن أفعل لتحضير نفسي قبل تقديم شكوى التمييز؟

Some people prefer to meet with an attorney to evaluate the strength of their claims before filing a case. It is always helpful if you bring to your attorney an outline or diary of what happened on the job that you are complaining about. It is best if the information is organized by date and explains who the various players are (and how to get in touch with them), as well as what happened, who said what, and who was present for any important conversations or incidents.

Custody Parentage Laws | Maine

Can a single gay individual adopt a child in Maine?

Yes (18-A Me. Rev. Stat. sec. 9-301).

هل يمكن للشركاء من نفس الجنس تبني طفل معًا في ولاية ماين؟

Yes. More information on adopting in ME can be found, هنا.

I am in the middle of a divorce and I am now involved with a same-sex partner. Can my “ex” use this against me to deny me parental rights and responsibilities for my children?

لم تنظر محكمة ولاية مين في قضية كهذه بعد، لكن الأغلبية في البلاد ترفض ذلك. تستخدم معظم الولايات، وقضيتان في المحكمة العليا في ولاية مين، "اختبار الصلة" الذي لا يُعتد فيه بالتوجه الجنسي للوالدين إلا إذا وُجد دليل فعلي على إيذاء الطفل. ولا يكفي التكهن بالأذى أو المضايقة.

في Whitehead v. Black (2 BNA Family Law Rptr 2593 (Me. Super. 1976)), a case decided by the Superior Court, an ex-husband from Georgia petitioned for a change of custody when he learned that his ex-wife, who had since moved to Maine, was a lesbian. The court ruled that the children had always lived with the mother, that she was otherwise fit, and she “was aware that her homosexual lifestyle could have an impact on her children and was intelligently seeking to minimize, if not totally eliminate, that impact” (Id. at 2594). That reasoning from a court is good for its time.

Finally, many reputable attorneys have refused even to make the argument that a parent’s sexual orientation — standing alone — should be a factor in child welfare decisions.

ما هي العوامل التي يتم من خلالها تحديد حقوق ومسؤوليات الوالدين بشكل عام؟

وتنظر المحاكم إلى الوالدين على أنهما متساويان، سواء كانا متزوجين أو غير متزوجين، وتصدر أحكامها على أساس المصلحة الفضلى للأطفال.

العوامل المسموح بها للنظر فيها مُحددة قانونًا. تُركز هذه العوامل على رعاية الطفل، ولا يُفضّل أيٌّ منها تلقائيًا أحد الوالدين غير المثليين على الآخر.

The law provides: “In making decisions regarding the child’s residence and parent-child contact, the court shall consider as primary the safety and well-being of the child. In applying this standard, the court shall consider the following factors:

  1. عمر الطفل؛
  2. العلاقة بين الطفل ووالديه وأي شخص آخر قد يؤثر بشكل كبير على رفاهة الطفل؛
  3. تفضيل الطفل، إذا كان كبيرًا بما يكفي للتعبير عن تفضيل ذي معنى؛
  4. مدة وملاءمة ترتيبات المعيشة الحالية للطفل ومدى استصواب الحفاظ على الاستمرارية؛
  5. استقرار أي ترتيبات معيشية مقترحة للطفل؛
  6. دوافع الأطراف المعنية وقدرتها على منح الطفل الحب والحنان والتوجيه؛
  7. تكيف الطفل مع منزله الحالي ومدرسته ومجتمعه؛
  8. قدرة كل من الوالدين على السماح وتشجيع الاتصال المتكرر والمستمر بين الطفل والوالد الآخر، بما في ذلك الوصول الجسدي؛
  9. قدرة كل من الوالدين على التعاون أو تعلم التعاون في رعاية الأطفال؛
  10. طرق مساعدة التعاون بين الوالدين وحل النزاعات واستعداد كل من الوالدين لاستخدام هذه الطرق؛
  11. الأثر على الطفل إذا كان أحد الوالدين هو صاحب السلطة الوحيدة على تربية الطفل؛
  12. وجود إساءة معاملة منزلية بين الوالدين، في الماضي أو في الوقت الحالي، وكيف تؤثر هذه الإساءة على: 1. الطفل عاطفياً؛ و2. سلامة الطفل؛
  13. وجود أي تاريخ لإساءة معاملة الأطفال من قبل أحد الوالدين؛
  14. جميع العوامل الأخرى التي لها تأثير معقول على الصحة البدنية والنفسية للطفل؛ و
  15. A parent’s willful misuse of the protection from abuse process…” (19-A Me. Rev. Stat. sec. 1653(3)).

هل هناك أنواع مختلفة من حقوق ومسؤوليات الوالدين؟

Yes, and the courts may allocate some particular rights to one parent and others to another parent (19-A Me. Rev. Stat. sec. 1501). The rights that may be divided include primary physical residence, visitation, support, education, medical and dental care, religious upbringing or any other matter. Sometimes a parent will be solely responsible for the child in all aspects; this is called “sole parental rights and responsibilities.” Other times, the parents will share all of these issues; this is called “shared parental rights and responsibilities.”

هل يعتبر ضررًا على الطفل إذا تعرض للسخرية بسبب وجود أحد والديه مثلي الجنس أو مثلية الجنس؟

لا ينبغي أن يكون الأمر كذلك. من المسؤوليات الإضافية للوالدين المثليين مساعدة أطفالهم على التعامل مع هذا الاحتمال أو الواقع. بالطبع، قد يتعرض الأطفال للسخرية من كل شيء، بدءًا من حجم آذانهم، مرورًا بلكنة والديهم، وانتهاءً بافتقارهم للذوق الرفيع في الموضة، لذا يجب على جميع الآباء مساعدة أطفالهم على تطوير آليات واستراتيجيات للتكيف عند ظهور مضايقات الأقران.

كمسألة قانونية، هناك قضية في المحكمة العليا الأمريكية ذات أهمية خاصة، Palmore v. Sidoti, (466 U.S. 429 (1984)) in which the U.S. Supreme Court reversed a Florida court’s change of custody from the mother to the father. The reason custody had been switched was because the white mother was involved with a black man whom she later married. The Supreme Court acknowledged the reality of bias and prejudice, and that the child might be teased, but refused to cater to those prejudices or give them the force of law by changing the custody arrangement that previously existed. In a statement of constitutional principle applicable to all, the Court unanimously stated, “The Constitution cannot control prejudices, but neither can it tolerate them. Private biases may be outside the reach of the law, but the law cannot, directly or indirectly, give them effect” (Palmore, 466 U.S. at 432).

Does it matter if my “ex” knew I was gay or lesbian or might be before we separated?

It may, but does not necessarily make a difference with respect to future modification of court orders for custody. People can seek to modify court orders for custody when there has been a “substantial change in circumstances.” If a spouse did not know of his or her spouse’s sexual orientation at the time of the initial court proceedings, but learns it later, he or she may argue that this is a substantial change of circumstances and that the custody issues should be reviewed. There are many cases from around the country rejecting this as a basis for seeking modification. Of course, if one spouse or former heterosexual partner knew of the other’s same-sex sexual orientation at the time of the court proceedings establishing custody, a modification petition on those grounds would be pointless (see generally, 19-A Me. Rev. Stat. sec. 1653 (10)).

Can a court keep my children from visiting when my partner is present?

This issue has not been decided by the Maine Law Court, but a Superior Court case, Stone v. Stone (Me. Super. LEXIS 30 (1980)), applied the right test. A mother went back to court seeking a restriction on her ex-husband’s “overnight visitors,” as he was now partnered with a man. The Superior Court struck the restriction imposed by a lower court because the father was discreet and there was no evidence of harm to the children.

علاوة على ذلك، فإن القيود المفروضة على الزيارة مثيرة للشكوك بطبيعتها. لورانس ضد تكساس (539 U.S. 558, 574 (2003)), the U.S. Supreme Court did more than decriminalize sexual acts. It acknowledged the right of gay people to form and sustain loving personal relationships and lead their private lives free of government restrictions and legal condemnation. Since gay people may make “personal decisions relating to … family relationships [and] child rearing,” custody and visitation restrictions must be handled accordingly. Mere differences in moral values between a court and a parent, presumptions about a gay parent’s conduct, or “social condemnation” of their relationship should no longer be permissible factors, if they ever were. While courts have the power to do this, visitation should not be restricted unless there is actual evidence that the partner is causing harm to the child. The touchstone for these decisions is the best interests of the child.

What standards should same-sex couple with children who are breaking up maintain?

يجب على الأزواج من نفس الجنس الذين لديهم أطفال والذين ينفصلون أن:

  1. Support the rights of LGBT parents;
  2. احترم العلاقات القائمة بغض النظر عن التسميات القانونية؛
  3. احترام العلاقات الأبوية القائمة بين الأطفال بعد الانفصال؛
  4. الحفاظ على استمرارية الأطفال؛
  5. السعي إلى حل طوعي؛
  6. تذكر أن الانفصال أمر صعب؛
  7. التحقيق في ادعاءات الإساءة؛
  8. The absence of agreements or legal relationships should not determine outcome;
  9. التعامل مع التقاضي باعتباره الملاذ الأخير؛ و
  10. Refuse to resort to homophobic/transphobic laws and sentiments.

For more detailed information about these standard see the publication حماية الأسر: معايير لأسر المثليين.

أين يمكنني الذهاب إذا كنت بحاجة إلى مساعدة في حل مشكلة النسب؟

كما هو الحال مع أي قضية تتعلق بقانون الأسرة، يُنصح بالحصول على استشارة قانونية فردية. تقدم GLAD Answers معلوماتٍ وإحالاتٍ إلى ممارسين محليين. إذا كانت لديك أسئلة حول كيفية حماية عائلتك، تواصل مع GLAD Answers عبر تعبئة النموذج على إجابات GLAD أو اتصل على 800.455.4523 (GLAD).

Voters’ Rights in Maine

Voter ID laws are a form of voter suppression and keep eligible voters from being able to actively participate in our political process.

Together with EqualityMaine, GLAD testified against LD 34, An Act to Require a Person to Show Photographic Identification for the Purpose of Voting. The bill is unnecessary for numerous reasons, including that Maine already uses other ways to effectively verify identity and address, but most specifically because voter ID laws are a form of voter suppression. While voter ID laws disproportionately impact many communities, our testimony highlighted the effects the bill would have on transgender people and older adults.

اقرأ الشهادة.

Aging | Discrimination | Maine

Does Maine have an anti-discrimination law protecting LGBT individuals from discrimination?

نعم. في 8 نوفمبر/تشرين الثاني 2005، وافق ناخبو ولاية مين على الإبقاء على القانون رقم 1196، "قانون توسيع نطاق حماية الحقوق المدنية ليشمل جميع الأشخاص بغض النظر عن توجههم الجنسي"، الذي أقره المجلس التشريعي ووقعه الحاكم في ربيع عام 2005. ودخل القانون حيز التنفيذ في 28 ديسمبر/كانون الأول 2005.

يُمثل هذا نهاية كفاح طويل في ولاية مين لتحقيق الحماية القانونية لأفراد مجتمع الميم. في نوفمبر 1995، رفض ناخبو مين محاولةً لحصر الفئات المحمية في أولئك المشمولين بالفعل بقانون منع التمييز. في مايو 1997، أقرت مين قانونًا لمكافحة التمييز على أساس التوجه الجنسي، ولكن أُلغي هذا القانون في انتخابات خاصة في فبراير 1998. ثم في نوفمبر 2000، وبأغلبية ضئيلة، فشل ناخبو مين في التصديق على قانون ثانٍ لمكافحة التمييز كان قد أقره المجلس التشريعي.

يوفر القانون الحماية ضد التمييز على أساس التوجه الجنسي الذي يُعرَّف بأنه "... الميول الجنسية المغايرة أو المزدوجة أو المثلية الجنسية أو الهوية الجنسية أو التعبير عنها الفعلية أو المفترضة لشخص ما" (5 Me. Rev. Stat. sec. 4553 (9-C)).

Does it also protect people perceived of as LGBTQ+?

Yes. The non-discrimination law specifically covers people who are perceived to be lesbian, gay, bisexual or transgender.

ما هي أنواع التمييز التي يتناولها قانون مكافحة التمييز؟

يحظر قانون ولاية ماين التمييز في:

  • توظيف
  • أماكن الإقامة العامة
  • السكن
  • الائتمان و
  • التعليم (5 Me. Rev. Stat. sec. 4552 et seq.)

هل هناك أي حماية أخرى ضد التمييز متاحة في ولاية ماين؟

نعم. سنّت العديد من المدن والبلدات قوانينَ لمنع التمييز، بما في ذلك بورتلاند، وفالموث، وساوث بورتلاند، ولونغ آيلاند، وأورونو، وسورينتو، وويستبروك، وبار هاربور. في قضية كلارك ضد شركة أولستن للرعاية الصحية المعتمدة، افترضت محكمة مين، دون أن تُصرّح بذلك، أن قانون بورتلاند قابلٌ للتنفيذ (714 A.2d 823 (Me. 1998)).

Guardianship and Conservatorship

You are entitled to be represented by a lawyer in guardianship (care of your person) or conservatorship (care of your financial matters) cases. If you cannot afford one, Maine should provide one for you.

You have a right to notice of any guardianship or conservatorship proceedings involving yourself.

Even if you are under guardianship, you still have freedom of religion and the right to maintain your religious practice.

Social Security Benefits

The Social Security Administration (SSA) now recognizes marriages of same-sex couples for Social Security benefits, Medicare entitlement, and eligibility and payment amounts for Supplemental Security Income (SSI) payments. In Maine, registered domestic partners are entitled to the same benefits as spouses

Health Care Proxy

You can designate who you want to make your financial decisions in case you are unable to make them. This is called a healthcare proxy.

Power of Attorney

يمكنك تعيين من ترغب باتخاذ قراراتك المالية في حال عدم قدرتك على اتخاذها. وهذا ما يُسمى بتوكيل رسمي.

مدونة

Celebrating Historic LGBTQ+ Representation in the 2022 Elections

While we don’t know the full results from Tuesday’s midterm elections yet, we know there are many things to celebrate, including the historic representation of LGBTQ+ elected officials. We are celebrating:

  • Maura Healey was elected the first out lesbian governor in the country, as well as the first woman governor in Massachusetts.
  • Oregon’s Tina Kotek was voted in as the nation’s second openly lesbian governor.
  • Andrea Campbell won a historic victory as the first Black woman Attorney General in Massachusetts.
  • Vermont has elected its first LGBTQ+ legislator – and first woman – to Congress in Representative-Elect Becca Balint.
  • California Representative-Elect Robert Garcia became the first openly gay immigrant elected to Congress. He is the third openly gay representative elected to Congress from California.
  • Montana and Minnesota elected their first transgender state representatives:  Zooey Zephyr in Montana and Leigh Finke in Minnesota.
  • New Hampshire Representative-Elect James Roesener became the first transgender man ever elected to a state legislature.
  • Minnesota elected Alicia Kozlowski, the first nonbinary member in the state legislature.

Along with so many firsts, voters supported a number of positive ballot measures:

  • Five states voted to protect access to abortion: California, Michigan, Vermont, Kentucky, and Montana.
  • Vermont, along with Alabama, Oregon, and Tennessee, passed constitutional amendments banning slavery and involuntary servitude as a punishment for crime.
  • In a crucial win for voting rights, Michigan and Connecticut expanded early voting.
  • In Massachusetts, voters upheld a law that protects access to driver’s licenses for all people who live in the Commonwealth, regardless of immigration status.

Celebrating our victories fuels our hope, and our hope will sustain us in our work for justice.

The path to protecting democracy and truly fulfilling the promise of freedom, equality, and justice for all is long. It extends beyond any one election cycle. This election held some good news and some setbacks, but we must all stay engaged every day for the long term. With you by our side, GLAD will be here to keep fighting every day and every step of the way.

أخبار

ويضيف التحقيق إلى سنوات من الأدلة التي تشير إلى أن ولاية ماين تقوم بإيداع الأطفال ذوي الإعاقة في مؤسسات، بدلاً من تقديم الدعم اللازم لهم في المجتمع.

كشف تحقيق أجرته وزارة العدل الأمريكية في نظام الصحة السلوكية للأطفال في ولاية مين عن إخفاقات على مستوى الولاية تُشكل خطرًا كبيرًا يتمثل في عزل الأطفال ذوي الإعاقة وإيداعهم في مؤسسات، في انتهاك لقانون الأمريكيين ذوي الإعاقة. أصدرت وزارة العدل نتائجها في الذكرى الثالثة والعشرين لقرار المحكمة العليا التاريخي. أولمستيد ضد المحكمة العليا، التي وجدت أن فصل الأشخاص ذوي الإعاقة بشكل غير ضروري في بيئات مؤسسية ينتهك قانون الأمريكيين ذوي الإعاقة. ومع ذلك، فإن تحقيق وزارة العدل اختتمت أن "ولاية مين تفصل الأطفال ذوي الإعاقات العقلية و/أو التنموية بشكل غير ضروري في المستشفيات النفسية، ومرافق العلاج السكنية، ومرفق احتجاز الأحداث الذي تديره الدولة". رسالة النتائج، وخلصت وزارة العدل إلى أن:
  • يعجز نظام الصحة السلوكية المجتمعي في ولاية مين عن توفير خدمات كافية. ونتيجةً لذلك، يُعزل مئات الأطفال في مؤسساتٍ دون داعٍ سنويًا، بينما يُواجه أطفالٌ آخرون خطرًا كبيرًا بالدخول إلى هذه المؤسسات.
  • "لا يتمكن الأطفال من الوصول إلى خدمات الصحة السلوكية في منازلهم ومجتمعاتهم - وهي الخدمات التي تشكل جزءًا من مجموعة من البرامج الحالية التي تعلن عنها الدولة للأسر من خلال برنامج Medicaid (MaineCare)، ولكنها لا توفرها بطريقة مفيدة أو في الوقت المناسب."
  • "إن أطفال ولاية ماين الذين لديهم احتياجات صحية سلوكية مؤهلون ومناسبون لمجموعة الخدمات المجتمعية التي تقدمها الولاية، ولكنهم إما يظلون في أماكن منفصلة أو معرضون لخطر شديد من الإيداع في مؤسسة."
  • العائلات والأطفال في ولاية مين منفتحون بشكل كبير على تلقي الخدمات في بيئات متكاملة. في الواقع، أبدى الآباء تفضيلهم الشديد لتلقي أطفالهم الخدمات في المنزل نظرًا للصدمات والإهمال والإساءة التي تعرضوا لها في دور الرعاية داخل ولاية مين وخارجها.
إن أوجه القصور الكبيرة التي أبرزتها وزارة العدل هي نتيجة سنوات من تقليص الاستثمار في نظام الصحة السلوكية للأطفال في ولاية مين. ولمعالجة هذه أوجه القصور، عمل تحالف من المنظمات - منظمة حقوق ذوي الإعاقة في ولاية مين، والاتحاد الأمريكي للحريات المدنية في ولاية مين، والمدافعون القانونيون عن حقوق المثليين ومزدوجي الميل الجنسي ومغايري الهوية الجنسية (GLAD)، ومركز التمثيل العام - معًا للدعوة إلى إصلاحات ملموسة وعاجلة على مستوى الولاية. وأعرب التحالف عن قلقه البالغ إزاء فشل الولاية في توفير خدمات الصحة السلوكية الأساسية في دور رعاية الأطفال ومجتمعاتهم، ويجري مناقشات نشطة مع الولاية حول سبل محددة يمكن لولاية مين من خلالها تحسين خدماتها الحالية والبناء عليها. ويمكن الإشارة إلى التصريحات التالية: كارول جارفان، المديرة القانونية، اتحاد الحريات المدنية الأمريكية في ولاية ماين  يجب أن تتاح لجميع الأطفال فرصة عيش حياة كريمة وكاملة في مجتمعاتهم. يجب على الدولة توفير خدمات الصحة السلوكية المجتمعية الأساسية لتحقيق ذلك. ولأن الدولة لم تستثمر في نظام الصحة السلوكية للأطفال لسنوات، فإننا نودع الأطفال ذوي الإعاقة في مؤسسات بلا داعٍ - في السجون، وفي غرف الطوارئ، وفي مرافق الطب النفسي. هذا النوع من الفصل ينتهك الحق الأساسي للأطفال ذوي الإعاقة في التحرر من التمييز. أتلي رايلي، المدير القانوني، منظمة حقوق ذوي الإعاقة في ولاية ماين  رغم سنوات من الاهتمام، لم تُدرك ولاية مين بعدُ حجم المشكلة التي تواجهها، والضرر الجسيم الذي يلحق بجيل من الشباب والأسر، والتكاليف المستقبلية الباهظة التي ستستمر في التزايد ما لم تُعالج أوجه القصور المزمنة في نظام الصحة السلوكية للأطفال بالسرعة المطلوبة. يجب على ولاية مين أن تتخلى عن الحلول المؤسسية المكلفة وغير الفعالة، وأن تتجه نحو نظام يدعم الشباب في منازلهم ومجتمعاتهم. ماري إل. بونوتو، مديرة مشروع الحقوق المدنية، منظمة المدافعين القانونيين عن المثليين ومزدوجي الميل الجنسي ومغايري الهوية الجنسية (GLAD)  يتمتع الشباب بإمكانيات لا حدود لها عندما يتلقون الرعاية والدعم اللازمين. ولا يخفى على أحد فشل ولاية مين المتواصل في توفير كامل خدمات الرعاية الصحية النفسية والسلوكية اللازمة. وكما جاء في تقرير وزارة العدل في رسالة النتائج الصادرة في 22 يونيو/حزيران 2022، فقد أدى ذلك إلى التركيز على الحبس في مؤسسات، بما في ذلك المرافق السكنية ومستشفيات الأمراض النفسية و"لونغ كريك"، وهو مركز احتجاز للأحداث، بدلاً من إيداعهم مع عائلاتهم في منازل ومجتمعات محلية. هذه أزمة قابلة للحل، وقد حان الوقت لذلك. ستيفن شوارتز، المدير القانوني، مركز التمثيل العام  يزدهر الأطفال والشباب عندما يكبرون في منازلهم، ويبقون في مجتمعاتهم، ويظلون بالقرب من أصدقائهم وجيرانهم. نقلهم إلى مؤسسات بعيدة مكلف وغير ضروري، بل وضار. وقد أنشأت عدة ولايات أخرى، بما في ذلك ولايتا ماساتشوستس ورود آيلاند المجاورتان، نظامًا شاملًا للخدمات المنزلية المكثفة، يتيح للأطفال تلقي العلاج اللازم مع بقائهم مع عائلاتهم وفي مدارس أحيائهم. وعلى ولاية مين أن تحذو حذوها.   خلفية أُبلغت الولاية عن الإخفاقات الكبيرة في نظام الصحة السلوكية للأطفال، والذي يخدم في المقام الأول الأطفال من ذوي الدخل المنخفض المؤهلين للحصول على الرعاية الصحية في ولاية ماين. التقييم المستقل في عام ٢٠١٨، حدد تقريرٌ منفصلٌ للنظام العديد من أوجه القصور نفسها التي أظهرها تحقيق وزارة العدل، حيث وجد أن خدمات الصحة السلوكية للأطفال لم تكن متاحة عند الحاجة إليها، أو لم تكن متاحة على الإطلاق. التقييم المستقل وجدت دراسة استقصائية لنظام عدالة الأحداث عام 2020 أن العديد من الشباب يُحتجزون ويُسجنون في لونغ كريك لعدم تمكنهم من الوصول إلى الخدمات المجتمعية المناسبة لاحتياجاتهم السلوكية والصحية العقلية. وبسبب سنوات من عدم الاستثمار، استمرت الظروف الميدانية للشباب والأسر في التدهور. فالخدمات المجتمعية - مثل الوصول إلى مقدمي خدمات الصحة السلوكية في المنزل والمدرسة - غير متاحة للعديد من الشباب متى وأينما احتاجوا إليها. وعندما تفشل الدولة في تلبية احتياجات الأطفال المتعلقة بالصحة العقلية والسلوكية، فمن المرجح أن يتفاقم وضعهم إلى أزمة. وهذا يؤدي إلى إيداع الأطفال في مؤسسات غير ضرورية في أقسام الطوارئ، وفي مرافق الطب النفسي، وفي السجن. ونتيجة لذلك، يُفصل شباب ولاية مين عن مجتمعاتهم وعائلاتهم ويُرسلون إلى مؤسسات بعيدة عن منازلهم. ويعلق شباب ولاية مين في المستشفيات وأقسام الطوارئ ووحدات الأزمات لفترات طويلة من الزمن لعدم توفر الخدمات اللازمة لدعم دار خروج آمنة. وتواصل ولاية مين وضع الأطفال في السجن لأن الدولة تفشل في توفير الخدمات المجتمعية المناسبة لهؤلاء الشباب.

أخبار

"إن سياسة عدم التمييز النموذجية ضد المتحولين جنسياً والبيان العام الذي يحتضن المقيمين المتحولين جنسياً يُشكلان مثالاً واضحاً على كيفية عمل هذه المرافق فيما يتعلق بكبار السن المتحولين جنسياً." - كريس إرتشول، محامي فريق GLAD

توصلت ماري كينغ، وهي امرأة متحولة جنسيًا تبلغ من العمر 79 عامًا، ودار صن رايز للرعاية المساعدة إلى تسوية تاريخية في قضية أمام لجنة حقوق الإنسان في ولاية مين تتعلق بالتمييز في الوصول إلى منشأة صن رايز في جونزبورت، مين. حُرمت السيدة كينغ من غرفة في المنشأة لأنها متحولة جنسيًا. ووافقت اللجنة، وهي أيضًا طرف في الاتفاقية، على شروط التسوية في اجتماعها اليوم.

وبموجب شروط التسوية، ستتبنى دور رعاية الأسرة للبالغين في ولاية ماين (AFCH)، التي تدير Sunrise وثماني مرافق أخرى في الولاية، سياسة شاملة لعدم التمييز ضد المتحولين جنسياًبالإضافة إلى ذلك، سيحضر جميع الموظفين والمسؤولين في جميع المرافق التسع تدريبًا على الكفاءة المتعلقة بمجتمع LGBT الذي تقدمه SAGECare، المزود الرائد لمثل هذا التدريب للوكالات التي تخدم كبار السنكما ستقوم AFCH بنشر بيان واضح حول عدم التمييز ضد المتحولين جنسياً على موقع الشركة على الإنترنت.

"أنا سعيد للغاية برؤية هذه النتيجة الإيجابية" قالت السيدة كينج"أعتقد أن السياسات الجديدة ستحمي الآخرين من التعرض لسوء المعاملة وستساعد الناس على فهم أن الأشخاص المتحولين جنسياً يسعون فقط إلى أن يتم التعامل معهم بكرامة واحترام مثل أي شخص آخر."

تعرف على المزيد حول القضية

سينص بيان عدم التمييز على موقع AFCH على أن جميع مرافق AFCH توفر "بيئة ترحيبية وشاملة للمقيمين من المثليات والمثليين ومزدوجي الميل الجنسي والمتحولين جنسياً" وعلى وجه التحديد أن الموظفين "سيعاملون الأفراد المتحولين جنسياً وفقًا لهويتهم الجنسية في جميع جوانب القبول والتعيين والبرمجة".

بالإضافة إلى ذلك، يتبنى مركز AFCH سياسةً نموذجيةً لعدم التمييز. تنص هذه السياسة على أن مرافق المركز "ستتعامل مع المتقدمين من المتحولين جنسيًا، وستقدم لهم خدماتها المعيشية وخدمات الدعم وفقًا لهويتهم الجنسية"، وتحديدًا على أن "وضع المتقدم/المقيم في غرفة مشتركة منفصلة حسب الجنس سيتم بناءً على هويته الجنسية، وليس جنسه المحدد عند الولادة". وتؤكد السياسة على "احترام النساء المتحولات جنسيًا واحترامهن الكامل كنساء، ومعاملتهن معاملة النساء الأخريات في المركز"، وتنص على حظر التحرش القائم على الهوية الجنسية أو حالة التحول الجنسي - كما هو الحال مع أي فئة محمية أخرى - وعلى وجوب تدخل الموظفين لوقفه في حال حدوثه.

"يجب الترحيب بأي شخص يحتاج إلى الوصول إلى مرفق رعاية طويلة الأجل، بما في ذلك الأشخاص المتحولين جنسياً، بكرامة وتعاطف واحترام". قال كريس إيرتشول، المحامي في شركة GLADتُعالج التسوية مع دور رعاية كبار السن في ولاية مين الضرر البالغ الذي لحق بماري نتيجة رفضها بسبب هويتها. تُمثل سياسة عدم التمييز النموذجية ضد المتحولين جنسيًا والبيان العام الذي يحتضن المقيمين المتحولين جنسيًا مثالًا واضحًا على كيفية عمل هذه المرافق، بل وضرورة عملها، فيما يتعلق بكبار السن المتحولين جنسيًا.

في ربيع عام ٢٠٢١، تواصلت أخصائية اجتماعية في مركز بن باي الطبي مع صن رايز نيابةً عن السيدة كينغ، التي كانت آنذاك مريضة في المستشفى. في البداية، أفاد المركز بوجود غرفة شاغرة، ولكن عندما علمت صن رايز أن السيدة كينغ متحولة جنسيًا، أبلغت المستشفى أنهم لن يقبلوها لأنها طلبت الإقامة في غرفة مع زميلة لها.

في 14 مارس/آذار، أصدرت لجنة حقوق الإنسان في ولاية مين حكمًا يفيد بوجود أسباب معقولة تُفيد بأن المنشأة، برفضها استقبال السيدة كينغ، مارست تمييزًا ضدها في الحصول على السكن والإقامة العامة على أساس هويتها الجنسية، ووضعها كمتحولة جنسيًا، وجنسها، وجميعها محمي بموجب قانون حقوق الإنسان في ولاية مين. وجاء قرار اللجنة عقب تحقيق في شكوى التمييز التي رفعتها نيابةً عن السيدة كينغ منظمة "المدافعون والمدافعات القانونيات عن حقوق المثليين ومزدوجي الميل الجنسي ومغايري الهوية الجنسية" (GLAD)، وهي أول شكوى تمييز معروفة في الولايات المتحدة يرفعها شخص مسن متحول جنسيًا ضد منشأة رعاية طويلة الأجل.

"إن التسوية في قضية السيدة كينج ترسل رسالة لا لبس فيها مفادها أنه يجب معاملة كبار السن المتحولين جنسياً بكرامة واحترام عند طلب خدمات الرعاية طويلة الأجل." قال المحامي الكبير في GLAD بن كلاين"يُوضِّح القرار المشترك بين الطرفين ولجنة حقوق الإنسان في ولاية مين أن التمييز ضد المتقدمين لكونهم متحولين جنسيًا يُعدُّ انتهاكًا للقانون، وأن سياسة عدم التمييز والتدريب على الكفاءة في التعامل مع مجتمع الميم، الذي تتطلبه هذه التسوية، تُمثِّلان نموذجين يُحتذى بهما في جميع أنحاء ولاية مين وعلى مستوى البلاد."

في بيان مشتركوأعربت AFCH وGLAD عن أملهما في أن يؤدي الحل الإيجابي لهذه المسألة "إلى دفع مرافق الرعاية طويلة الأجل في جميع أنحاء البلاد إلى تبني سياسات تضمن معاملة كبار السن المتحولين جنسياً، بل وجميع كبار السن، بكرامة واحترام".

"تعزز هذه الاتفاقية قيمة أساسية مشتركة بين أولئك الذين يقدمون الرعاية طويلة الأمد: وهي أن جميعنا نستحق الكرامة والاحترام مع تقدمنا في السن." أضافت مديرة مشروع الحقوق المدنية في GLAD والمحامية في ولاية مين ماري بونوتو"هذا كل ما تطلبه ماري وكبار السن المتحولين جنسياً الآخرين وهو ما تتطلبه قوانيننا."

بالإضافة إلى هذه القضية، فإن وزارة الصحة والخدمات الإنسانية الفيدرالية لديها تحقيق معلق في تصرفات Sunrise هنا بموجب أحكام التمييز على أساس الجنس في قانون الرعاية الميسرة.

تعرف على المزيد حول القضية

Pride 2022 Events

Join GLAD and LGBTQIA+ organizers in celebrating this Pride season across the New England region. From festivals to marches, there are a host of local events to attend and celebrate with the community!

 

The Trans Pride by Transgender Emergency Fund
June 4, 11am-3pm
City Hall Plaza
Boston, MA
يتعلم أكثر

Provincetown Pride & WOC weekend
June 3-June 5, 6:30pm-9:30pm
Provincetown, MA
يتعلم أكثر

Boston Dyke March
June 10, 6:30pm-9:30pm
Parkman Bandstand On Boston Common
Boston, MA
يتعلم أكثر

Boston Pop-Up Pride
June 12, 11am-5pm
The Boston Common
Boston, MA
يتعلم أكثر

Rhode Island Pride
June 18, 12pm
Providence Innovation District Park
بروفيدنس، رود آيلاند
يتعلم أكثر

Trans Resistance March & Festival for Black Trans Lives
June 25, 12pm – 5pm
Franklin Park Playstead, Pierpont Rd
Boston, MA
يتعلم أكثر

Nashua Pride Festival
June 25, 2pm-6pm
229 Main Street
Nashua, NH
يتعلم أكثر

Boston Urban Pride Weekend
June 30-July 3
Boston, MA
يتعلم أكثر

arالعربية
نظرة عامة على الخصوصية

يستخدم هذا الموقع ملفات تعريف الارتباط (الكوكيز) لنقدم لك أفضل تجربة استخدام ممكنة. تُخزَّن معلومات ملفات تعريف الارتباط في متصفحك، وهي تؤدي وظائف مثل التعرّف عليك عند عودتك إلى موقعنا، ومساعدة فريقنا على فهم أقسام الموقع التي تجدها الأكثر إثارة للاهتمام والأكثر فائدة.