Prohibits employers, including nonprofits, from conducting criminal history checks, credit checks, and drug testing of employees and prospective employees, unless there is a direct relationship between the information sought and the employee or prospective employee's job.

Prohibits employers, including nonprofits, from requiring employees to take parental and family leave for a compensable work-related injury or illness.

Requires employers to provide new employees with a written notice, in English, providing the rate of pay and how it is calculated (hourly, salary, piecework, etc.), any allowances for meals or lodging, employer's policy for leave and holidays, the employee's status as exempt or non-exempt from minimum wage and overtime, permissible payroll deductions, duration of the pay period and timing of paydays, and the employer's full contact information; requires employers to keep a copy of employee's signed acknowledgement that they received the required notice, for three years; violations may incur fines of at least $400.

Prohibits employers, including nonprofits, from entering into noncompete agreements with employees who are paid less than $75,000 per year.

Clarifies that all employment contracts, written and oral, consist both express and implied covenants of good faith and fair dealing; eliminates at-will employment; provides that employees may only be fired for just cause; requires paid breaks during the workday; eliminates the subminimum wage for tipped employees; prohibits employer discrimination or retaliation if employees disclose wage information; creates Ombud's Office to review State employee workplace complaints; requires Ombud's Office to educate State employees about workplace rights and train supervisors and employees in dispute resolution; protects State contract employees and defines prohibited forms of mistreatment; provides whistleblower protections to State contract employees; penalizes violations of contract employee protections; allows cities and counties to adopt a local minimum wage; allows localities to set workplace safety standards equal to or greater than State and federal requirements.

Prohibits employers, including nonprofits, from using restricting employment agreements with employees or independent contracts, including non-competition agreements, no-business agreements, non-solicitation agreements, no-recruit agreements, payment-for-competition agreements, training-repayment agreements, and certain types of confidentiality agreements.

Prohibits employers, including nonprofits, from discriminating against employees because of pregnancy, childbirth, and pregnancy related conditions.

Requires employers, including nonprofits, with 10 or more employees to disclose pay ranges in vacancy announcements; requires employers to disclose the pay range of an employee's current position, upon request; requires employers to keep records of each position held by an employee, and their pay history, during employment and for three years after termination. UPDATE - new status.

Requires employers, including nonprofits, with at least one employee in Maine and at least 250 employees in the U.S. to annually report the number of male, female, and nonbinary employees working there, the median hourly equivalent pay rate for each group, and the gender wage gap between male and female employees; provides privacy protections; provides civil penalties of no more than $1,000 for violations. UPDATE - new status.

Prohibits employer surveillance, including by nonprofits, of employees unless employee is notified before surveillance begins; prohibits audiovisual monitoring in employee's residence or personal vehicle or on employee's property; allows employees to decline employer's request to install surveillance software on employee's personal electronic devices; requires employers to notify prospective employees of worker surveillance during the interview process; creates a private right of action for violations. AMENDED - prohibits audiovisual monitoring in employee's residence or personal vehicle or on employee's property, unless the monitoring is required by the employer for the duties of the job; requires at least annual written notice to employees that employer uses surveillance; allows employee surveillance in personal care settings; provides fines up to $500 for each violation. UPDATE - new status.