“A reasonable jury could conclude from [plaintiff’s supervisor’s] explanation, together with the summary judgment evidence that Plaintiff’s’ co-worker, Clark, also did not strictly follow TDCJ’s timesheet policy as written, that [employer’s] timesheet policy recognized a de facto exception for [public information officers]. If the de facto exception was selectively ignored in [plaintiff’s] case, a reasonable jury could also conclude that [plaintiff’s] violation of [employer’s] timesheet policy was a pretext for [plaintiff’s] demotion.”
Lyons v. Texas Dept. of Criminal Justice, 2014 WL 4413259, at *2 (5th Cir. Sep. 9, 2014) (Davis, Dennis, and Costa, JJ.).