It is an all too common occurrence when an employer’s failure to properly document the decision-making process when terminating an employee ultimately prevents it from obtaining summary judgment. The most recent example comes from the 7th U.S. Circuit Court of Appeals. In Ledbetter v. Good Samaritan Ministries, et al., No. 14-2822 (7th Cir., Feb. 6), the 7th Circuit reversed summary judgment in favor of the employer because there were “too many loose ends.” Plaintiff Linzie Ledbetter worked for …