EMPLOYMENT DISCRIMINATION DEMAND LETTER
State of Maine
Maine Human Rights Act and Federal Anti-Discrimination Claims
[ATTORNEY/FIRM LETTERHEAD]
[Firm Name]
[Address Line 1]
[City, Maine ZIP]
Tel: [Phone Number]
Fax: [Fax Number]
[Attorney Email]
[Maine Bar Number]
VIA CERTIFIED MAIL, RETURN RECEIPT REQUESTED
AND VIA EMAIL TO: [recipient_email]
[Date]
[Employer Contact Name]
[Title]
[Company Legal Name]
[Company Address]
[City, State ZIP]
Copy to:
[Company General Counsel, if known]
[Registered Agent, if different]
Re: Employment Discrimination Claim of [Client Full Name]
MHRC Complaint No.: [Number, if filed]
EEOC Charge No.: [Number, if filed]
Position: [Job Title]
CONFIDENTIAL SETTLEMENT COMMUNICATION PURSUANT TO FRE 408 / M.R. EVID. 408
Dear [Mr./Ms./Mx. Last Name]:
This firm represents [Client Full Name] ("our client") regarding [his/her/their] claims of unlawful employment discrimination against [Company Legal Name] ("[Company Short Name]" or "the Company"). Our client has been subjected to discrimination based on [his/her/their] [protected class] in violation of the Maine Human Rights Act (5 M.R.S.A. § 4551 et seq.) and federal anti-discrimination statutes.
Please direct all further communications regarding this matter to our office.
I. MAINE LEGAL FRAMEWORK
A. Maine Human Rights Act (MHRA)
Maine provides comprehensive employment discrimination protections through the Maine Human Rights Act. Maine is a deferral state with a work-sharing agreement with the EEOC.
Coverage:
- All employers regardless of size (much broader than federal)
- State and local government employers
- Employment agencies and labor organizations
Protected Classes Under Maine Law:
| Protected Class | Statutory Citation |
|---|---|
| Race | 5 M.R.S.A. § 4572 |
| Color | 5 M.R.S.A. § 4572 |
| Sex (including pregnancy) | 5 M.R.S.A. § 4572 |
| Sexual Orientation | 5 M.R.S.A. § 4572 |
| Gender Identity | 5 M.R.S.A. § 4572 |
| Physical Disability | 5 M.R.S.A. § 4572 |
| Mental Disability | 5 M.R.S.A. § 4572 |
| Religion | 5 M.R.S.A. § 4572 |
| Age | 5 M.R.S.A. § 4572 |
| Ancestry | 5 M.R.S.A. § 4572 |
| National Origin | 5 M.R.S.A. § 4572 |
| Familial Status | 5 M.R.S.A. § 4572 |
| Genetic Information | 5 M.R.S.A. § 4572 |
| Whistleblower Status | 5 M.R.S.A. § 4572 |
| Previous Workers' Compensation Claim | 5 M.R.S.A. § 4572 |
B. Key Maine-Specific Features
1. Universal Coverage:
- MHRA covers ALL employers (no minimum employee threshold)
2. Comprehensive Protections:
- Sexual orientation and gender identity explicitly protected
- Whistleblower status protected
- Previous workers' compensation claim protected
3. No Damage Caps:
- MHRA imposes no caps on compensatory or punitive damages
4. Generous Filing Deadline:
- 2 years to file suit after Right to Sue
C. Administrative Exhaustion Requirements
Maine Human Rights Commission (MHRC):
| Requirement | Standard |
|---|---|
| Filing Deadline | 300 days from discriminatory act |
| Right to Sue | Available after 180 days |
| Investigation | MHRC investigates if no RTS requested |
| Suit Filing Deadline | 2 years from Right to Sue |
MHRC Contact Information:
- Maine Human Rights Commission
- 51 State House Station
- Augusta, ME 04333-0051
- Phone: (207) 624-6290
- Website: maine.gov/mhrc
EEOC Filing (Cross-Filed with MHRC):
| Requirement | Standard |
|---|---|
| Filing Deadline | 300 days from discriminatory act |
| Cross-Filing | Work-sharing agreement with MHRC |
| Right to Sue Letter | Required for federal court |
| Suit Filing Deadline | 90 days from Right to Sue letter |
II. PROTECTED CLASS STATUS
A. Client's Protected Class
Our client is a member of the following protected class(es):
[ ] Race: [Specify]
[ ] Color: [Specify]
[ ] Sex: [Specify, including pregnancy]
[ ] Sexual Orientation: [Specify]
[ ] Gender Identity: [Specify]
[ ] Religion: [Specify]
[ ] Age: [Specify]
[ ] Physical/Mental Disability: [Specify condition]
[ ] Ancestry: [Specify]
[ ] National Origin: [Specify]
[ ] Familial Status: [Specify]
[ ] Genetic Information: [Specify]
[ ] Whistleblower Status: [Specify protected activity]
[ ] Previous Workers' Comp Claim: [Specify]
B. Evidence of Protected Class Status
[Describe documentation or evidence establishing membership in the protected class]
III. FACTUAL BACKGROUND
A. Employment Relationship
| Category | Details |
|---|---|
| Employee Name | [Client Full Name] |
| Position/Title | [Job Title] |
| Dates of Employment | [Start Date] to [End Date / Present] |
| Work Location | [Address in Maine] |
| Salary/Compensation | $[Amount] per [year/hour] |
| Supervisor(s) | [Name(s) and Title(s)] |
B. Summary of Discriminatory Conduct
Our client was subjected to the following adverse employment action(s):
[ ] Failure to Hire: [Describe]
[ ] Termination: [Describe]
[ ] Demotion: [Describe]
[ ] Failure to Promote: [Describe]
[ ] Hostile Work Environment: [Describe]
[ ] Unequal Pay: [Describe]
[ ] Denial of Accommodation: [Describe]
[ ] Retaliation: [Describe]
[ ] Whistleblower Retaliation: [Describe]
C. Timeline of Events
| Date | Event | Witness(es) |
|---|---|---|
| [Date] | [Describe discriminatory event] | [Names] |
| [Date] | [Describe adverse employment action] | [Names] |
D. Discriminatory Intent / Disparate Treatment
[Describe direct and circumstantial evidence of discrimination]
IV. LEGAL CLAIMS
A. Violation of Maine Human Rights Act (5 M.R.S.A. § 4572)
[Company Short Name] violated MHRA by discriminating against our client based on [his/her/their] [protected class]. Under 5 M.R.S.A. § 4572, it is unlawful employment discrimination:
"for any employer to fail or refuse to hire or otherwise discriminate against any applicant for employment because of race or color, sex, sexual orientation, physical or mental disability, religion, age, ancestry or national origin..."
B. Retaliation (5 M.R.S.A. § 4572(1)(E))
[If applicable:] [Company Short Name] retaliated against our client for engaging in protected activity.
C. Federal Claims (Title VII / ADEA / ADA)
Our client also asserts federal discrimination claims.
V. DAMAGES
A. Economic Damages
| Category | Amount |
|---|---|
| Back Pay | $[Amount] |
| Lost Benefits | $[Amount] |
| Front Pay | $[Amount] |
| Economic Subtotal | $[Amount] |
B. Compensatory Damages
Compensatory Damages: $[Amount]
Note: Maine MHRA imposes NO CAPS on compensatory damages.
C. Punitive Damages
Punitive Damages: $[Amount]
Note: Maine MHRA imposes NO CAPS on punitive damages.
D. Attorney's Fees and Costs
Estimated Fees and Costs: $[Amount]
E. Summary of Damages
| Category | Amount |
|---|---|
| Economic Damages | $[Amount] |
| Compensatory Damages | $[Amount] |
| Punitive Damages | $[Amount] |
| Attorney's Fees | $[Amount] |
| TOTAL | $[Amount] |
VI. SETTLEMENT DEMAND
We demand that [Company Short Name] pay $[Settlement Demand Amount] to settle all claims.
This demand will remain open for twenty-one (21) calendar days, expiring on [Response Deadline Date].
VII. ADMINISTRATIVE STATUS AND LITIGATION POSTURE
A. Agency Filing Status
[ ] MHRC Complaint filed on [Date]
[ ] EEOC Charge filed on [Date]
[ ] Right to Sue obtained on [Date]
B. Litigation Venue
[ ] Maine Superior Court, [County] County
[ ] United States District Court for the District of Maine
VIII. DOCUMENT PRESERVATION
LITIGATION HOLD NOTICE — Preserve all relevant documents and ESI.
Sincerely,
[Attorney Name]
[Title]
[Firm Name]
[Maine Bar No.]
cc: [Client Name]
MAINE-SPECIFIC PRACTICE NOTES (Do Not Include in Final Letter)
Key Maine Considerations
[ ] Deferral State: 300-day deadline for both MHRC and EEOC
[ ] Universal Coverage: MHRA covers ALL employers (no minimum)
[ ] No Damage Caps: Unlike Title VII, MHRA has no caps
[ ] Sexual Orientation/Gender Identity: Explicitly protected
[ ] Whistleblower Protection: Protected under MHRA
[ ] Workers' Comp Retaliation: Protected under MHRA
[ ] 2-Year Suit Deadline: Generous window after Right to Sue
Agency Contact Information
Maine Human Rights Commission:
- 51 State House Station
- Augusta, ME 04333-0051
- Phone: (207) 624-6290
- Website: maine.gov/mhrc
EEOC Boston Area Office (Serves Maine):
- Phone: (800) 669-4000
Statute of Limitations
| Claim | Deadline |
|---|---|
| MHRC Complaint | 300 days |
| State Court | 2 years from RTS |
| EEOC Charge | 300 days |
| Title VII Suit | 90 days |