In Moore v. Appliance Direct, Inc., 708 F.3d 1233 (11th Cir. 2013) (No. 11-15227), plaintiffs sued their former employer, alleging that it had violated the Fair Labor Standards Act (FLSA) by terminating plaintiffs in retaliation for filing an earlier lawsuit for unpaid overtime. After a jury returned a verdict in their favor, the plaintiffs filed a post-trial motion seeking an additur of liquidated damages to the jury’s award of economic damages. The district court denied the motion and, on appeal, the Eleventh Circuit affirmed. The court held, as a matter of first impression in that Circuit, that the imposition of liquidated damages under the FLSA, after a finding of liability for retaliation, is discretionary, not mandatory. Recognizing a Circuit split on the issue, the court joined the Sixth and Eighth Circuits (and split from the Fifth and the Seventh Circuit) in concluding that the plain language and legislative history of the FLSA demonstrate that the district court has discretion to award, or not award, liquidated damages for retaliation claims. In so holding, the court distinguished FLSA retaliation claims from FLSA claims for unpaid minimum wages and overtime; the FLSA provides for the mandatory imposition of liquidated damages for only the latter types of claims, not the former.