Opinion ID: 31538
Heading Depth: 2
Heading Rank: 4

Heading: more than a mere scintilla

Text: 40 We find that the parties presented the jury with two competing versions of Laxton's termination. Laxton produced evidence of pretext and a discriminatory remark from which the jury could reasonably infer that intentional discrimination took place. This is legally sufficient evidence that amounts to more than a mere scintilla. It is the province of the jury to judge the credibility of witnesses and resolve conflicts in the evidence, and we will not second-guess its rejection of Gap's proffered justification. Russell, 235 F.3d at 225. 41 Gap asserts that Laxton's case must fail because she produced no evidence that discriminatory animus motivated her termination. Since Reeves, however, when a plaintiff makes a sufficient showing of pretext, no further evidence of discriminatory animus is required to withstand a motion for judgment as a matter of law. Reeves, 530 U.S. at 147-48, 120 S.Ct. at 2108-09. This is not a rare exception to Reeves where (1) the evidence conclusively reveals some other, nondiscriminatory reason for the discharge or (2) the plaintiff's showing as to pretext is weak and the employer brings abundant and uncontroverted evidence that its decision was not motivated by discriminatory animus. Russell, 235 F.3d at 223; see also Price v. Fed. Express Corp., 283 F.3d 715, 723 (5th Cir. 2002) (dicta); Rubinstein, 218 F.3d at 400. The first exception does not apply because the evidence does not conclusively reveal some other reason for discharge. The second exception does not apply because Laxton's showing of pretext is not weak. Further, there is not abundant and uncontroverted evidence that there was no discrimination. Gap asserts that the number of supervisors identifying Laxton's performance-related problems mitigates against the possibility that Gap's decision was discriminatory. Although this may be true, it is insufficient to warrant a departure from Reeves. 42 Gap makes two additional arguments that are equally unavailing. First, Gap asserts that Carr, a key final decisionmaker, did not know that Laxton was pregnant. This argument is flatly contradicted by Carr's own testimony that she reviewed Inglis's report, in which Laxton's plans for maternity leave were discussed. (We note that Gap's position in this regard contradicts its earlier position that Carr relied entirely on the independent investigations of Inglis and Licona and did not rely on Jones.) Second, and finally, Gap asserts that Laxton's case amounts to impermissible second-guessing of its business judgment. See Mato, 267 F.3d at 452 (noting that anti-discrimination laws are not vehicles for judicial second-guessing of business decisions). Were Laxton to assert that Gap should not have terminated her for the cumulative effect of her violations, she would be second-guessing its business judgment. But that is not Laxton's argument. Instead, she brings evidence that Gap did not terminate her for that reason. This argument does not impermissibly challenge Gap's business judgment. It permissibly challenges Gap's credibility. 43 Ever mindful of the recent mandate of Reeves not to substitute [the court's] judgment for that of the jury and not to unduly restrict a plaintiff's circumstantial case of discrimination, Russell, 235 F.3d at 223 n. 4, we conclude that [Gap's] evidence is not of such magnitude that a reasonable jury could only find in their favor. Id. at 225. Accordingly, we reverse the district court's grant of judgment as a matter of law on the issue of liability. 44 In the district court, Gap moved for judgment as a matter of law on each of the three types of damages awarded: punitive damages, mental anguish, and back pay and front pay. The district court did not reach these arguments and the parties do not urge us to decide them on appeal. 5 We therefore remand to the district court to address whether the evidence supports the jury's damage awards. 6