Know Your Rights: HIV/AIDS Rights in Maine

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Diskriminasyon

Tès ak Konfidansyalite (ale nan seksyon an)

Lòt lwa ki gen rapò ak VIH (ale nan seksyon an)

HIV/AIDS | Discrimination | Maine

Maine Discrimination Q&A

Does Maine have laws protecting people with HIV from discrimination?

Yes, Maine has enacted anti-discrimination laws protecting people with HIV from discrimination in employment, housing and public accommodations. In addition, there are a number of federal laws that protect people from discrimination based on their HIV status.

People with HIV are protected under laws that prohibit discrimination on the basis of disability. This includes the federal Americans with Disabilities Act (ADA), and Maine disability & anti-discrimination laws.

Ki moun ki pwoteje anba lwa anti-diskriminasyon yo?

The following people are protected under the Maine Human Rights Act (MHRA) and the Americans with Disabilities Act (ADA):

Moun ki gen SIDA oubyen ki VIH pozitif, menm si yo pa gen okenn sentòm epi yo pa gen okenn siy maladi oubyen siy aparan.
Moun yo konsidere oswa pèsevwa kòm moun ki gen VIH.
A person who does not have HIV, but who has a “relationship” or “associates” with a person with HIV—such as friends, lovers, spouses, roommates, business associates, advocates, and caregivers of a person or persons with HIV.

Ki lwa ki pwoteje moun ki gen VIH kont diskriminasyon nan travay?

People with HIV are protected from employment-related discrimination under the MHRA1 and the federal ADA. Both of these statutes, which are almost identical, prohibit discrimination in employment on the basis of a person’s disability. Maine law covers state and private employers with one or more persons. The ADA covers employers with 15 or more employees.

Lwa sou Reyabilitasyon 1973 la entèdi diskriminasyon sou baz andikap nan pwogram ajans federal yo ap fè, nan pwogram k ap resevwa asistans finansyè federal, nan travay federal ak nan pratik anplwa kontraktè federal yo.

For more information about employment discrimination in Maine, see: Discrimination | Employment | Maine

Kisa lwa anti-diskriminasyon sa yo entèdi?

An employer may not take adverse action against an applicant or employee simply on the basis that the person has a disability such as HIV or AIDS. This means that an employer may not terminate, refuse to hire, rehire, or promote, or otherwise discriminate in the terms or conditions of employment, based on an individual’s HIV/AIDS status.

Fòk nou konsantre isit la se si yon moun ki gen SIDA oswa VIH te trete yon fason diferan pase lòt kandida oswa anplwaye ki nan menm sitiyasyon.

Men kèk egzanp diskriminasyon ilegal:

Yon patwon pa ka refize anboche yon moun ki gen VIH paske li pè ke VIH la ka transmèt bay lòt anplwaye oswa bay kliyan.
Yon patwon pa ka refize anboche oswa pran yon desizyon sou anplwa ki baze sou posibilite, oswa menm pwobabilite, pou yon moun vin malad epi li pa pral kapab fè travay la nan lavni.
Yon anplwayè pa ka refize anboche yon moun paske sa ap ogmante prim asirans sante oswa konpansasyon travayè.

Can an employer in Maine ever require an applicant or employee to take an HIV test?

No, an employer may not require an applicant or an employee to submit to an HIV test or disclose HIV status as a condition of employment or to maintain employment.

There is an exception, however, permitting an employer to require an HIV test when based on a “bona fide occupational qualification.” There are few, if any, employment settings in which an employer could prevail in its view that an HIV test is based on a “bona fide occupational qualification.”

Nevertheless, one recent legal development merits special attention here. Some courts have ruled that HIV-positive health care workers who perform invasive procedures can be terminated from employment because of the risk of HIV transmission posed to patients. The AIDS Law Project believes that these cases have been wrongly decided. In light of these cases, however, it is critical that a healthcare worker obtain legal advice or assistance if an employer requires an HIV test as a condition of employment.

Kisa yon anplwayè ka mande sou sante yon anplwaye pandan pwosesis aplikasyon an ak entèvyou a?

Under the ADA and Maine law, prior to employment, an employer cannot ask questions that are aimed at determining whether an employee has a disability. Examples of prohibited pre-employment questions are:

Èske ou janm te entène lopital oubyen anba swen yon doktè?
Èske ou janm te resevwa benefis pou aksidan travay oswa andikap?
Ki medikaman ou pran?

Apre yon òf travay, èske yon anplwayè ka egzije yon egzamen medikal? Ki direktiv ki aplike?

After a conditional offer of employment, the ADA and Maine Law permit an employer to require a physical examination or medical history. The job offer, however, may not be withdrawn unless the results demonstrate that the person cannot perform the essential functions of the job with or without reasonable accommodation. The same medical inquiries must be made of each person in the same job category. In addition, these physical examination and medical history records must be segregated from personnel records, and there are strict confidentiality protections. After employment has begun, the ADA and Maine Law permit an employer to require a physical examination, only if it is job-related and consistent with business necessity.

Ki jan tribinal yo te adrese laperèz ke anplwaye swen sante ki fè pwosedi envaziv, tankou chirijyen, pral transmèt VIH bay pasyan yo?

Yo konsidere risk transmisyon VIH soti nan yon travayè swen sante bay yon pasyan tèlman piti ke li prèske zewo. Malgre sa, nan ka kote lopital yo te chèche limite oswa mete fen nan privilèj travayè swen sante ki VIH pozitif ki fè pwosedi pwogrese, tribinal yo te reyaji avèk yon gwo laperèz epi yo te ensiste sou yon estanda "zewo risk" enposib. Kòm rezilta, ti kantite tribinal ki te adrese pwoblèm sa a anba ADA a te konfime revokasyon sa yo.

Dispozisyon anplwa ki nan ADA a prevwa ke yon anplwaye pa kalifye pou fè travay la si li poze yon "menas dirèk pou sante oswa sekirite lòt moun". Pou detèmine si yon anplwaye poze yon "menas dirèk", yon tribinal analize:

Nati, dire ak gravite risk la;
Pwobabilite risk la; epi
Si wi ou non risk la ka elimine pa akomodasyon rezonab.

In the case of HIV-positive health care workers, courts have ignored the extremely remote probability of the risk and instead have focused on the nature, duration and severity of the risk. The following excerpt from a recent case is typical of courts’ approach:

“We hold that Dr. Doe does pose a significant risk to the health and safety of his patients that cannot be eliminated by reasonable accommodation. Although there may presently be no documented case of surgeon-to-patient transmission, such transmission clearly is possible. And, the risk of percutaneous injury can never be eliminated through reasonable accommodation … Thus, even if Dr. Doe takes extra precautions … some measure of risk will always exist …” (Doe v. University of Maryland Medical System Corporation, 50 F.3d 1261 (4yèm Anviwon 1995)).

Li enpòtan pou nou note ke se sèlman yon ti kantite tribinal ki te adrese dwa travayè swen sante ki VIH pozitif yo. AIDS Law Project kwè ke ka sa yo te mal deside epi yo pa konsistan avèk entansyon Kongrè a lè li te pase ADA a. Akòz nati enstab lalwa a nan domèn sa a, yon travayè swen sante ki fè fas ak yon potansyèl diskriminasyon nan travay ta dwe konsilte yon avoka oswa yon defansè sante piblik.

Evalye Diskriminasyon pa yon Anplwayè

Malgre ke li ka itil pou konsilte ak yon avoka, etap sa yo ka itil pou kòmanse konsidere ak evalye yon pwoblèm diskriminasyon nan travay potansyèl.

Consider the difference between unfairness and illegal discrimination. The bottom line of employment law is that an employee can be fired for a good reason, a bad reason, or no reason at all. A person can be legally fired for a lot of reasons, including a bad “personality match.” What they cannot be fired for is a discriminatory reason specifically outlawed by a statute.
To prove a discrimination claim (i.e., that you were fired, demoted, etc. because of discrimination and not because of some legitimate reason), you must be able to show the following:

Patwon-an te konnen oswa te dekouvri ke ou VIH pozitif oswa ou gen SIDA;
Ou te kalifye pou fè fonksyon esansyèl travay la avèk oswa san aranjman rezonab; epi
Yo te pran aksyon negatif kont ou akòz estati VIH oswa SIDA ou epi rezon pretèks anplwayè a bay pou aksyon negatif la se fo.

Si patwon ou konnen ou gen VIH oswa SIDA, idantifye egzakteman ki moun ki konnen, kijan yo konnen, ak ki lè yo te dekouvri sa. Si ou pa di patwon ou, èske gen nenpòt lòt fason patwon an ta ka konnen oswa sispèk estati VIH ou a?
Konsidere rezon ki fè ou kwè ke yo ap trete w yon fason diferan akòz estati VIH ou a, tankou domèn sa yo:

Èske lòt anplwaye ki nan menm sitiyasyon yo te trete menm jan an oswa yon lòt jan?
Èske patwon ou an te swiv règleman pèsonèl li yo?
Èske tretman negatif la te kòmanse yon ti tan apre anplwayè a te aprann estati VIH ou a?
Èske ou te pèdi travay ou akòz maladi pandan nenpòt peryòd tan epi èske tretman negatif la te kòmanse lè ou te retounen nan travay?
Ki vèsyon patwon ou a pral bay sou evènman yo? Kijan ou pral pwouve ke vèsyon patwon an se fo?

Do you have any difficulty fulfilling the duties of your job because of any HIV-related health or medical issue? Does your condition prevent full-time work, or require time off for medical appointments, lighter duties or a less stressful position? You might want to brainstorm to create a reasonable accommodation that you can propose to your employer.

Here are some points to consider:

Ki jan konpayi an fonksyone e kijan akomodasyon an ta mache an pratik?
Mete tèt ou nan plas sipèvizè w la. Ki objeksyon yo ta ka soulve kont aranjman rezonab yo mande a? Pa egzanp, si ou bezwen kite nan yon sèten lè pou randevou medikal, ki moun ki ta ranplase devwa w yo?

What Maine laws prohibit discrimination in housing?

It is illegal under both Maine law14 and the National Fair Housing Amendments of 198815 to discriminate in the sale or rental of housing on the basis of HIV status. A person cannot be evicted from an apartment because of his or her HIV or AIDS status, or because he or she is regarded as having HIV or AIDS.

In addition, a person cannot be discriminated against in housing because of their “association” with a person with HIV. This means a person cannot be discriminated against because their roommate, lover, friend, relative, or business partner has HIV.

For more information about housing discrimination in Maine, see: Discrimination | Housing | Maine

Èske gen eksepsyon pou lwa sa yo?

Yes, exceptions to Maine law exist for the rental of a room in an owner occupied building where not more than 4 rooms are rented; and for two family owner occupied buildings. In addition, the Fair Housing Act exempts, in some circumstances, ownership-occupied buildings with no more than four units, single-family housing sold or rented without the use of a broker and housing operated by organizations and private clubs that limit the occupancy to members.

Does Maine law protect against discrimination by health care providers, business, and other public places?

Under the ADA and MHRA, it is unlawful to exclude a person with HIV from a public place (what the law refers to as a “place of public accommodation”) or to provide unequal or restricted services to a person with HIV in a public place. Under both statutes, the term “public accommodation” includes any establishment or business that offers services to the public. In addition, the Federal Rehabilitation Act of 19738 prohibits discrimination on the basis of disability in any agency or program that receives federal funding, including hospitals, medical or dental offices, and educational institutions.

Therefore, people with HIV are protected from discrimination in virtually every public place or business, including bars, restaurants, hotels, schools, vocational or other educational programs, taxi cabs, buses, airplanes and other modes of transportation, health clubs, hospitals and medical and dental offices, as long as these facilities are generally open to the public.

In addition, Maine law specifically prohibits discrimination in education based on disability.

For more information about public accommodations discrimination in Maine, see: Discrimination | Public Accommodations | Maine

Èske diskriminasyon pwofesyonèl swen sante yo kont moun ki gen VIH toujou yon pwoblèm?

Believe it or not, yes, people with HIV still face discrimination by hospitals, doctors, dentists, and other health care providers. This discrimination can take the form of an outright refusal to provide medical services or an illegal referral because of a patient’s HIV status.

Ki kalite agiman doktè ki fè diskriminasyon kont moun ki gen VIH yo bay, e èske agiman sa yo lejitim?

Doktè yo tipikman eseye jistifye diskriminasyon kont moun ki gen VIH ak youn nan de agiman sa yo:

“Trete Moun ki gen VIH se Danjere” (Gen kèk doktè ki refize trete moun ki gen VIH paske yo pè pou yo pa transmèt VIH); epi
"Tretman Moun ki gen VIH Mande Ekspètiz Espesyal" (Gen kèk doktè ki refere pasyan yo bay lòt founisè swen medikal ki baze sou yon kwayans ki pa kòrèk ke doktè jeneralis yo pa kalifye pou bay swen pasyan ki gen VIH).

Both an outright refusal to provide medical treatment and unnecessary referrals on the basis of a person’s disability are unlawful under the ADA and Maine law.

Ki jan tribinal yo ak ekspè medikal yo te reyaji a agiman sa yo?

Tribinal yo ak ekspè medikal yo te reponn a agiman sa yo nan fason sa yo:

"Trete moun ki gen VIH se danjere"

Doctors and dentists may claim that a refusal to treat a patient with HIV is legitimate because they fear they might contract HIV themselves through needle sticks or other exposures to blood. However, studies of health care workers have concluded that risk of contracting HIV from occupational exposure is minuscule, especially with the use of universal precautions.

Se poutèt sa, an 1998, Lakou Siprèm Etazini an te pran yon desizyon nan ka a Bragdon kont Abbott ke founisè swen sante yo pa ka refize trete moun ki gen VIH paske yo enkyete oswa laperèz konsènan transmisyon VIH la (524 US 624 (1998)).

Anplis pèspektiv legal la, ni Asosyasyon Medikal Ameriken an ni Asosyasyon Dantè Ameriken an, ansanm ak anpil lòt òganizasyon pwofesyonèl swen sante, te pibliye règleman ki di li pa etik pou refize tretman bay yon moun ki gen VIH.

"Pou trete moun ki gen VIH, sa mande yon ekspètiz espesyal"

Nan ka sa yo, merit yon plent pou diskriminasyon depann de si, ki baze sou prèv medikal objektif, sèvis oswa tretman pasyan an bezwen an mande yon rekòmandasyon bay yon espesyalis oswa si li nan kad sèvis ak konpetans founisè a.

Nan Etazini kont Morvant, yon tribinal federal te rejte reklamasyon yon dantis ki te di pasyan ki gen VIH bezwen yon espesyalis pou swen dantè routin (898 F. Supp. 1157 (ED La 1995)). Tribinal la te dakò ak temwayaj ekspè yo ki te di ke pa gen okenn fòmasyon espesyal oswa ekspètiz, apa de sa yon dantis jeneral genyen, ki nesesè pou bay tretman dantè bay moun ki gen VIH. Tribinal la te rejte espesyalman agiman dantis la ki te di ke li pa t kalifye paske li pa t rete okouran de literati ak fòmasyon ki nesesè pou trete pasyan ki gen VIH. Pandan ke ka sa a te leve nan kontèks swen dantè, li aplikab nan lòt anviwònman medikal tou.

Ki dispozisyon espesifik nan ADA a ki entèdi diskriminasyon nan men founisè swen sante yo?

Anba Tit III ADA a (42 USC §§ 12181-12188), li ilegal pou yon founisè swen sante:

Etabli "kritè kalifikasyon" pou privilèj pou resevwa sèvis medikal yo, ki gen tandans pou elimine pasyan ki teste pozitif pou VIH.
Refize yon pasyan ki VIH pozitif pou "jwi sèvis medikal yo nèt ale epi egalman" oubyen refize yon pasyan ki VIH pozitif pou "benefisye" sèvis medikal yo menm jan ak lòt pasyan yo.
Bay pasyan ki VIH pozitif oswa ki pa bay pasyan sèvis "diferan oswa separe" nan "anviwònman ki pi entegre a".
Refize sèvis medikal egal a yon moun ke yo konnen ki gen yon "relasyon" oswa "asosyasyon" ak yon moun ki gen VIH, tankou yon mari oswa yon madanm, yon patnè, yon pitit, oswa yon zanmi.

Ki pratik swen sante espesifik ki konstitye diskriminasyon ilegal kont moun ki gen VIH?

Lè nou aplike dispozisyon espesifik ADA ki anwo yo nan pratik swen sante, pratik sa yo ilegal:

Yon founisè swen sante pa ka refize trete yon moun ki gen VIH paske li santi li gen risk transmisyon VIH la oubyen paske doktè a tou senpleman pa santi l alèz pou trete yon moun ki gen VIH.
Yon founisè swen sante pa ka dakò pou trete yon pasyan sèlman nan yon anviwònman tretman deyò biwo abityèl doktè a, tankou yon klinik espesyal nan yon lopital, tou senpleman paske moun nan VIH pozitif.
Yon founisè swen sante pa ka refere yon pasyan ki gen VIH bay yon lòt klinik oswa yon lòt espesyalis, sof si tretman ki nesesè a pa nan kad pratik abityèl oswa espesyalite doktè a. ADA a egzije pou referans pasyan ki gen VIH yo fèt sou menm baz ak referans lòt pasyan yo. Sepandan, li pèmèt pou refere yon pasyan bay swen espesyalize si pasyan an gen kondisyon medikal ki gen rapò ak VIH ki pa nan kad konpetans oswa sèvis founisè a.
Yon founisè swen sante pa ka ogmante pri sèvis pou yon pasyan ki gen VIH pou l ka itilize prekosyon adisyonèl anplis pwosedi kontwòl enfeksyon OSHA ak CDC yo egzije. Nan sèten sikonstans, li ka menm yon vyolasyon ADA pou itilize prekosyon adisyonèl ki pa nesesè ki gen tandans estigmatize yon pasyan tou senpleman sou baz estati VIH li.
Yon founisè swen sante pa ka limite lè yo pwograme pou trete pasyan ki gen VIH, tankou ensiste pou yon pasyan ki gen VIH vini nan fen jounen an.

Ki kèk remèd potansyèl ki genyen pou diskriminasyon anba lalwa federal la?

Pou pouswiv yon plent anba Lwa Ameriken sou Andikap pou diskriminasyon nan travay, patwon-an dwe gen omwen 15 anplwaye. Yon moun dwe depoze yon plent bay Komisyon Egalite Opòtinite nan Travay (EEOC) nan lespas 180 jou apati dat zak diskriminasyon an. Yon moun ka retire yon plent ADA nan men EEOC epi depoze yon pwosè nan tribinal eta a oswa federal.

To pursue a claim under the Americans with Disabilities Act for discrimination in a place of public accommodation, a person may, without first going to an administrative agency, file a claim in state or federal court for injunctive relief only (i.e., seeking a court order that the discriminatory conduct cease). Money damages are not available for violation of Title III of the ADA unless they are sought by the United States Department of Justice. However, a person may recover money damages under the Federal Rehabilitation Act in cases against entities that receive federal funding.

Pou pouswiv yon reklamasyon anba Lwa Reyabilitasyon an, yon moun ka depoze yon plent administratif nan biwo rejyonal Depatman Sante ak Sèvis Sosyal federal la epi/oswa depoze yon pwosè dirèkteman nan tribinal la.

Pou pouswiv yon plent anba Lwa Nasyonal sou Jistis nan Lojman pou diskriminasyon nan lojman, yon moun ka depoze yon plent nan Biwo Lojman ak Devlopman Iben Etazini nan yon ane apre vyolasyon an. Yon moun ka depoze yon pwosè tou nan dezan apre vyolasyon an. Yo ka depoze yon pwosè kit yon moun te depoze yon plent nan HUD kit li pa te depoze yon plent.

Resous

For more information about the MHRC complaint process see:

Pou plis enfòmasyon sou kijan pou depoze yon plent pou diskriminasyon anba ADA a, gade:

Depoze yon plent

Ka ak Defans

To see HIV/AIDS cases or advocacy which GLAD has been directly involved with in Maine, go to: Ka ak Defans – GLAD and under “By Issue” click on “HIV/AIDS” and under “By Location” click on “Maine.”

Nouvèl ak Kominike pou laprès

To see news and press releases about HIV/AIDS in Maine, go to: Nouvèl ak Kominike pou laprès – GLAD and under “By Issue” click on “HIV/AIDS” and under “By Location” click on “Maine.”

HIV/AIDS | Testing & Privacy | Maine

Maine Testing & Privacy Q&A

Does Maine have a law for governing informed consent for HIV testing?

Yes. Maine law mandates that an HIV test must be “voluntary and undertaken only with the patient’s knowledge that an HIV test is planned” (5 M.R.S.A §19203-A).

Maine, however, has eliminated its requirement that no HIV test may be conducted without a patient’s specific written informed consent.

The law now requires only that “[a] patient must be informed orally or in writing that an HIV test will be performed unless the patient declines”(5. M.R.S.A. §19203-A). While the title of § 19203-A is “voluntary informed consent required,” Maine’s law is not an informed consent system. Informed consent, whether oral or written, requires that a patient affirmatively assent before a test can be done. Current Maine law simply requires that a patient be notified that a test will occur and places the burden on the patient to opt out.)

The law also requires that the information given to patients before the test include the meaning of positive and negative test results. In addition, the patient must have the opportunity to ask questions.

Maine law authorizes anonymous HIV testing sites (5 M.R.S.A. §19203-B).

Health insurers or healthcare plans requiring an HIV test must still obtain written informed consent to perform an HIV test (5 M.R.S.A. §19203-A (2)).

In addition, Maine law prohibits a health care provider from denying medical treatment solely because an individual has refused consent to an HIV test (5 M.R.S.A. § 19203-A (3)).

What information should a person receiving HIV testing be given?

In 2007, in order to streamline testing procedures, Maine eliminated mandatory pre-test counseling for an HIV test. Patients who test positive for HIV, however, must be offered post-test counseling, unless the patient declines by signing a waiver. The counseling must at a minimum include:

The reliability and significance of the test results.
Information about preventive practices and risk reduction.
Referrals for medical care and support services, as needed (5 M.R.S.A. § 19204-A).

A provider must offer face-to-face post-test counseling, but may provide an alternative means of providing the information if the client declines face-to-face counseling. In addition, a written memorandum summarizing the contents of the post-test counseling information must be provided to the client.

Èske yon doktè ka fè tès VIH sou yon minè san konsantman yon paran oswa yon gadyen legal?

A physician may test a minor for HIV without obtaining the consent of the minor’s parent or guardian (32 MRSA § 3292 permits a physician to provide medical treatment for venereal disease to a minor without parental consent. The Maine Department of Human Services has classified HIV as a venereal disease).

In addition, a physician is not obligated to, but may, inform the minor’s guardian or parent of any medical treatment rendered, including HIV test results.

If confidentiality is important to you, it is a good idea to talk to your doctor up front and understand his or her policies on this issue.

Are there specific requirements for the testing of pregnant people?

All pregnant women must be informed orally or in writing that an HIV test will be included in the standard panel of prenatal medical tests, unless the woman declines HIV testing. In addition, a health care provider is mandated to test a newborn for HIV within 12 hours of birth if the health care provider does not know the mother’s HIV status or “believes that HIV testing is medically necessary.” There is an exception to such newborn testing if the parent asserts an objection based on religious or conscientious beliefs.(5 M.R.S.A. § 19203-A(6))

Are there circumstances where Maine law permits HIV testing a person against their wishes?

Yes, Maine law permits involuntary HIV testing in certain limited circumstances, such as testing of a person convicted of a sexual assault crime, and of the source of an occupational exposure.

Are there state laws that protect the privacy of medical information, including HIV?

Maine law prohibits the disclosure of HIV test results to anyone other than the subject of the test without the subject’s authorization. (5 M.R.S.A. § 19203.)

When a medical record contains a person’s HIV status, the patient must elect in writing whether to authorize the release of that portion of the medical record. (5 M.R.S.A. § 19203-D.)

A health care provider who has been designated by the subject of the test to receive HIV test result information may make the results available only to other health care providers working directly with the patient and only for purposes of providing direct medical or dental patient care (5 M.R.S.A. § 19203 (2)).

Are there exceptions to these privacy protections?

HIV status can still be shared in the event of a medical emergency or certain limited threats to others.

Èske yon moun ki gen VIH gen dwa sou vi prive li dapre Konstitisyon an?

Yes, many courts have found that a person has a constitutional privacy right to the nondisclosure of HIV status. Courts have based this right on the Due Process Clause of the U.S. Constitution, which creates a privacy interest in avoiding disclosure of certain types of personal information.

The constitutional right to privacy can only be asserted when the person disclosing the information is a state or government actor— e.g. police, prison officials, or doctors at a state hospital.

How do courts determine if a person’s constitutional right to privacy has been violated?

Pou detèmine si te gen yon vyolasyon dwa sa a pou vi prive, tribinal yo ap balanse nati entrizyon nan vi prive yon moun ak pwa yo dwe bay rezon lejitim gouvènman an pou yon politik oswa yon pratik ki lakòz divilgasyon.

Remedy for Unlawful HIV Testing or Disclosure

A person who violates Maine law regarding HIV testing or the confidentiality of HIV test results is liable to the subject for actual damages and costs plus a civil penalty of up to $1,000 for a negligent violation and $5,000 for an intentional violation (5 M.R.S.A. § 19206).

Does Maine have reporting laws that require HIV or AIDS diagnoses to be reported to the Maine Department of Health and Human Services?

Yes. All states require that certain health conditions be reported to public health authorities in order to track epidemiological trends and develop effective prevention strategies. Maine requires that healthcare providers and facilities report the names of individuals diagnosed with AIDS or HIV to the Department of Health and Human Services within 48 hours of the diagnosis (Department of Health and Human Services, Maine Center for Disease Control & Prevention, Chapter 258 (Rules for the Control of Notifiable Disease Conditions), 10-144). Information is kept confidential and may not be disclosed except as permitted by 5 M.R.S.A. § 19203 (Maine’s law on confidentiality of HIV tests).

Ka ak Defans

Nouvèl ak Kominike pou laprès

HIV/AIDS | Other HIV-Related Laws | Maine

Kisa sa vle di lè yon anplwayè ka oblije bay yon "akomodasyon rezonab" pou yon anplwaye ki andikape?

Moun ki andikape, tankou VIH/SIDA, ka fè eksperyans pwoblèm sante ki fè li difisil pou yo satisfè kèk egzijans oswa devwa travay. Pa egzanp, yon moun ka fatige oswa fatige epi li ka jwenn li difisil pou l travay aplentan.

Nan sèten sikonstans, anplwayè a gen obligasyon pou modifye oswa ajiste egzijans travay la oswa règleman espas travay la pou pèmèt yon moun ki andikape, tankou VIH oswa SIDA, fè travay li yo. Sa a rele yon "akomodasyon rezonab".

Men kèk egzanp aranjman rezonab:

Modifye oswa chanje tach oswa responsablite travay;
Etabli yon orè travay a tan pasyèl oswa modifye;
Pèmèt konje pandan lè travay regilye yo pou randevou medikal;
Reasignasyon yon anplwaye nan yon travay ki vid; oubyen
Fè modifikasyon nan plan fizik yon sit travay oubyen achte aparèy tankou yon anplifikatè telefòn pou pèmèt, pa egzanp, yon moun ki gen pwoblèm tande fè travay la.

Kijan yon moun ka jwenn yon aranjman rezonab?

It is, with rare exception, the employee’s responsibility to initiate the request for an accommodation. In addition, an employer may request that an employee provide some information about the nature of the disability. Employees with concerns about disclosing HIV/AIDS status to a supervisor should contact GLAD Answers.

Pa gen yon seri aranjman fiks yon anplwaye ka mande. Kalite aranjman yon anplwaye ap depann de bezwen patikilye sitiyasyon chak anplwaye.

Èske yon anplwayè oblije aksepte yon demann pou yon aranjman rezonab?

No, an employer is not obligated to grant each and every request for an accommodation. An employer does not have to grant a reasonable accommodation that will create an “undue burden” (i.e., significant difficulty or expense for the employer’s operation). In addition, the employer does not have to provide a reasonable accommodation if the employee cannot perform the job function even with the reasonable accommodation.

Kilè yon "akomodasyon rezonab" pou yon anplwaye se yon "chay ki pa nesesè" pou yon anplwayè?

Lè tribinal yo ap detèmine si yon aranjman yo mande kreye yon chay oswa yon difikilte san nesesite pou yon anplwayè, yo egzamine yon kantite faktè, tankou:

Gwosè, bidjè ak kontrent finansye patwon-an;
Pri pou aplike aranjman yo mande a; epi
Kijan akomodasyon an afekte oswa deranje biznis patwon-an.

Ankò, yo egzamine chak sitiyasyon ka pa ka.

Yon anplwayè sèlman gen obligasyon pou akòde aranjman rezonab la si, kòm rezilta aranjman an, anplwaye a kalifye pou fè travay esansyèl travay la. Yon anplwayè pa oblije anboche oswa kenbe yon anplwaye ki pa ka fè fonksyon esansyèl travay la, menm avèk yon aranjman rezonab.

Can a physician in Maine require an HIV test as a prerequisite for treatment?

No, a health care provider may not deny treatment or care based on the refusal to consent to HIV testing.

What are Maine laws regarding the purchase and possession of needles?

Under Maine law, a person who is 18 years of age or older may purchase a “hypodermic apparatus,” such as a hypodermic syringe and needle, from a pharmacist and other authorized sellers.

An individual, however, may not lawfully purchase or possess more than ten “hypodermic apparatuses” at any one time, unless otherwise authorized by law (such as a physician acting within the scope of employment).

Does Maine allow needle exchange programs?

Yes. Maine law authorizes the Maine Center for Disease Control and Prevention to certify needle exchange programs. There is no limit on the number of hypodermic needles participants in these programs may possess.

Does Maine allow access to PrEP and PEP without a prescription?

Yes, in June 18, 2021, Governor Janet Mills signed LD 1115, An Act to Improve Access to HIV Prevention Medications, which expands access to a simple, safe, and effective medication known as HIV pre-exposure Prophylaxis (PrEP) that reduces the risk of HIV transmission by close to 100%. The new law authorizes pharmacists to dispense PrEP, as well as HIV Post- exposure Prophylaxis (PEP), without a prescription on a short-term basis.

Pou plis enfòmasyon, gade: Maine Becomes a Leader in Pharmacy Access to Effective HIV Prevention Drug – GLAD

Does Maine have a law that prohibits insurance companies from discriminating against some who is taking PrEP?

Yes, in 2019 the Maine Insurance Code was amended to prohibit discrimination under a life, disability income or long-term care insurance policy due to the fact that the individual has been prescribed preexposure prophylaxis medication to prevent HIV infection. For more information, see Title 24-A, §2159: Unfair discrimination — life insurance, annuities and health insurance .

Resous

Here is a list of HIV/AIDS organizations in Maine where you can get support and information: HIV Prevention, Outreach, and Education – HIV, STD, and Viral Hepatitis; MeCDC DHHS Maine