The Maine Supreme Judicial Court has upheld a lower court's ruling in favor of Town and Country Federal Credit Union in a discrimination case filed by former employee Jennifer L. Owen. The court's decision, issued on November 3, 2026, affirmed the jury's verdict that found no evidence of disability discrimination or retaliation against Owen, who claimed her employment was terminated due to her medical history.

This ruling is significant as it clarifies the standards for proving discrimination in employment cases and highlights the importance of compliance with discovery rules in legal proceedings. Owen's case centered on allegations that her termination was connected to her past breast cancer diagnosis and a subsequent visit to the doctor regarding a wart, which she feared might be cancerous.

Background

Jennifer L. Owen was hired by Town and Country Federal Credit Union in 2012, and shortly thereafter, she was diagnosed with breast cancer. During her treatment, the credit union provided support, including fundraising efforts to assist with her medical expenses. Owen was promoted to assistant branch manager in 2015 but faced performance issues that led to her demotion and eventual termination in 2018.

Owen's employment was terminated shortly after she expressed concerns about being fired. The credit union's management claimed that her termination was due to ongoing performance issues, including poor judgment and failure to follow procedures. Following her termination, Owen filed a complaint with the Maine Human Rights Commission, alleging disability discrimination and retaliation.

The Ruling

The Maine Supreme Judicial Court, led by Justice Douglas, ruled against Owen's appeal, affirming the lower court's decision. The court found that the trial court did not abuse its discretion when it imposed sanctions on Owen for failing to comply with discovery requests. The court stated, "Owen acted in bad faith," and her conduct during the discovery process warranted the imposition of attorney fees and costs.

Furthermore, the court upheld the exclusion of evidence regarding other employees' discrimination claims against Town and Country, ruling that such evidence was irrelevant and could confuse the jury. The court noted, "This is not a hostile workplace claim, and evidence of other employees’ claims is both irrelevant and unduly prejudicial."

Impact

This ruling has important implications for employment discrimination cases in Maine. It reinforces the need for plaintiffs to provide clear and relevant evidence of discrimination and to comply with discovery rules. The court's decision also clarifies the standards for what constitutes relevant evidence in discrimination cases, particularly concerning the admissibility of “me too” evidence, which refers to claims made by other employees regarding similar treatment.

The ruling serves as a reminder that the courts will scrutinize claims of discrimination and retaliation, and plaintiffs must be diligent in their legal obligations, including the discovery process. Failure to adhere to these requirements can result in sanctions and negatively impact the outcome of their case.

What's Next

Owen has the option to appeal the decision, although the Maine Supreme Judicial Court's ruling is typically final. There are no related cases pending that would affect this ruling. The outcome of this case may influence future employment discrimination claims and the handling of discovery disputes in the state.