A cartoonist at a major daily paper on Thursday sent his contacts (including me) a link to a Dawson v. Cagle Cartoons, Inc. lawsuit that was filed in late March.
“This is interesting,” he wrote. “I can’t ad [sic] much more to this. The person filing is his marketing person.”
The Fair Labor Standards Act suit against Cagle Cartoons Inc. and Daryl Cagle was filed by Cari Dawson Bartley. (Her Twitter bio says she’s Cagle’s executive editor and marketing director.) The suit says she was “intentionally misclassified as salary exempt employee and not paid overtime and minimum wages as required by law.”
I asked Bartley about the case and she emailed: “On advice of counsel, I don’t have any comment on the specifics. The lawsuit is public record and it speaks for itself. I continue to be employed by Cagle Cartoons Inc., as I have been since January 2002.”
Some passages from the lawsuit:
When Plaintiff began her employment with Defendants, she was paid on an hourly basis. Over the past four (4) years, Plaintiff was paid a salary of approximately $1751.70 twiceper month, which equaled $42,040.80 per year. Plaintiff’s change to a salary position was not a result of taking on more managerial type duties. In fact, as her employment progressed, Plaintiff was expected to, and did, perform more and more basic customer service, reception, and bookkeeper duties on behalf of the company.
Over the past four (4) years, Plaintiff was not paid overtime for working over eight (8) hours in a day or forty (40) hours in a week, including weekends and holidays. Plaintiff worked long hours, approximately sixty (60) to sixty-five (65) hours per week. She began receiving calls early in the morning, sometimes as early as 5:00 a.m. Plaintiff also regularly worked late into the evenings, which would be as late as 11:00 p.m. or later.
I’ve invited Cagle to comment.