"[T]he employee asserted that he often texted with his supervisor, and that he had previously notified him, via text, of an absence. Observing that while his supervisor stated that employees were supposed to call in, the policy did not require calling a specific person, the court found that a trier of fact could infer that firing the employee for failing to call his supervisor, when other methods of communication were acceptable, was pretext." [Hudson v. Tyson Fresh Meats, Inc., No. 14-1852 (8th Cir. May 22, 2015)]