The plaintiff applied for a job to work at the defendant’s race track as a security officer. The defendant’s director of security informed the plaintiff that he normally did not hire women and instead employed her in the dispatch hour to answer telephones and complete paper work. The plaintiff had a bachelor’s degree in criminal justice and experience in security work. The plaintiff subsequently requested to work the late night security shift at the stable gate to work additional hours. Her request was denied as the director did not hire women for this position. When the general manager learned of the incident, he informed the director that he violated company policy and directed him to change his discriminatory practices. Ultimately, the plaintiff left the company due to disputes over her work assignments and she filed a complaint with the Maine Human Rights Commission and sued the defendant. The trial court determined that but for the director’s gender discrimination, the plaintiff could have worked an additional sixteen hours each week for thirty-three weeks and that she would have earned overtime. The Supreme Court of Maine held that the plaintiff was entitled to back pay for these lost wages under 5 M.R.S.A. § 4613.