EEOC v. Go Daddy Software, Inc.

In 2003, GoDaddy Software Inc. fired one of their employees after he complained about discrimination. The employee believed he was terminated because of religious and racial prejudice and retaliation, which the employee denied. The EEOC brought suit against the employer for unlawful termination and a verdict in favor of the EEOC was given. The employer brought a renewed motion for judgment as a matter of law based on insufficient evidence, and in the alternative, moved for a new trial. Both were denied. The court held that a JMOL should not be given if there is evidence adequate to support the jury’s conclusion even if it is also possible for a contrary conclusion.