Jim Ferguson v. Middle Tennessee State University

A jury found that an employer retaliated against an employee in violation of Title VII of the Civil Rights Act of 1964 (“Title VII”) and the Tennessee Human Rights Act (“THRA”) and awarded the employee compensatory damages. The Court of Appeals reversed the award, holding that the employee had failed to prove that his supervisor had knowledge of his protected activity when she took adverse action against him. We hold that the jury’s verdict is supported by material evidence from which the jury could infer that the supervisor knew that the employee had filed a lawsuit for discrimination when she engaged in retaliatory conduct. We reverse the decision of the Court of Appeals, reinstate the jury verdict, and remand to the Court of Appeals for a review of the award of damages.