This is the second of a two-part column. The first part was published on Monday.Marsh USA argued it was entitled to summary judgment on Count 5 of Juanda Lynn Jordan’s Family and Medical Leave Act complaint — which alleged Marsh violated the FMLA’s anti-retaliation provision for exercising her right to medical leave — because it honestly (though perhaps mistakenly) believed she had failed to provide appropriate documentation for additional time off when it terminated her employment.Denying the …