It comes down to whether they are 'waiting to be engaged', or 'engaged to be waiting'. From my studies of FLSA and speaking with attorneys, so long as you have a signed contract in place that provides them some sort of compensation that they agreed on, then it is legal. For example, my previous employer had us sign a paper that we agreed to the on-call policy, and that policy would give us $75 for being on call during our week to be on call. We still log time while working on actual issues, and are still paid time-and-a-half for any overtime worked. The compensation was just for the time that we are 'waiting to be engaged'. Since there may be restrictions on your own personal time during the hours that you are on call, (ie. not drinking alcohol or staying within a certain geographical area), then the time may not actually be considered to be your 'own time', and some sort of previously agreed upon compensation should be given. Put this on paper.
On Fri, Apr 27, 2018 at 10:34 AM, Simon Westlake <[email protected]> wrote: > A daily bonus for being on call, and overtime for taking and working on > calls. > > On Thu, Apr 26, 2018, 12:39 AM Matt <[email protected]> wrote: > >> How or what do you pay an employee to either answer phone calls or >> return voicemails after hours or on weekends? >> >
