Stating that there were too many “loose ends” in the termination of an employee who filed several claims of racial discrimination and retaliation with the EEOC, the Seventh Circuit Court of Appeals has reversed a summary judgment for the defendants and allowed the employee to go to trial on the issues. Linzie Ledbetter, a shelter employee of the nonprofit Good Samaritan Ministries, had several incidents in which he was accused of threatening or intimidating residents or staff at the shelter. After an incident in June 2014, he filed a discrimination and retaliation charge with the EEOC and ultimately filed a suit on September 24. The employer and its management employees said they did not...