Ninth Circuit Affirms RAND Rate-Setting Decision in Microsoft v. Motorola
Client Alert | 1 min read | 07.30.15
Today a panel of the Ninth Circuit Court of Appeals issued its decision in the closely watched Motorola v. Microsoft case. The panel affirmed the Washington federal district court decision setting a reasonable and nondiscriminatory (RAND) royalty rate for Motorola's standard-essential patents (SEPs) for WiFi and video-coding technology. As explained in our prior alert on the April oral argument, the case raises important issues for all parties involved in SEP license negotiations. The Court held:
- Jurisdiction. TheNinth Circuit affirmed its jurisdiction over the appeal, in deference to the law-of-the-case doctrine and its own earlier decision affirming jurisdiction over a contract dispute between the parties. Microsoft Corp. v. Motorola, Inc., 696 F.3d 872 (9th Cir. 2012). And it held that it, not the Federal Circuit, should hear the appeal.
- RAND Ruling. The Ninth Circuit upheld the district court's bench trial result, including its hypothetical agreement rate-setting approach, as well as the introduction of that result at the jury trial on breach. The Ninth Circuit held that the result of the rate-setting trial was not advisory, but rather was an "essential factual aspect of the breach-of-contract determination."
- Verdict and Damages. The Ninth Circuit also affirmed the district court's denial of Motorola's motion for a judgment as a matter of law and the jury's subsequent verdict in Microsoft's favor. The panel affirmed Microsoft's $14.52 million in damages related to its defense against injunctive actions and the costs of moving a European distribution facility. Finally, the panel held that neither the Noerr-Pennington doctrine nor Washington state law concerning attorneys' fees foreclosed litigation cost-related damages in these circumstances.
Contacts
Insights
Client Alert | 5 min read | 06.04.26
EU Pay Transparency Directive: The Transposition Deadline is Looming — What Now?
Three years have passed since the EU Pay Transparency Directive ("PTD") came into existence, and it now appears highly likely that very few EU Member States will have fully transposed its provisions into national law by the 7 June 2026 deadline. For employers operating across the EU, this creates a deeply uncomfortable question: what are your obligations right now?
Client Alert | 4 min read | 06.04.26
Surveillance Pricing Update: California’s Sweeping AB 2564 Passes Assembly and Heads to Senate
Client Alert | 4 min read | 06.04.26
USTR Proposes Sweeping Tariffs as Part of Section 301 Forced Labor Import Enforcement Investigation
Client Alert | 6 min read | 06.03.26
Executive Order Creates Voluntary Regulatory Regime of Frontier AI Models

