Generally, somewhere around 1 to 2 days pay for each week on call is typical--it really does depend on what you're paying your employees. Some guy making $10/hr is different than someone making $80,000.
It also does depend on your company. If you're a small mom and pop shop and have a very strong "team" feeling, you may not be able to afford that premium--and your employees will still be fine "pitching in" for less. If problems are rare, then 1 day, if occasional, 2 days, and if frequent...well, you may want to examine infrastructure and/or hire night shift :) Also, typically there is some sort of comp-time / flexible scheduling involved here. If not done already, put the investment in various remote access and remote reboot setups so that, barring needing to actually replace equipment, everything can be done remotely. Have readily accessible spares, etc. In other words, make it as easy as possible... Having too-frequent on-call issues because of whatever will heavily impact job satisfaction regardless of what you're paying--at some point, money isn't the issue for most employees. Honestly, I would err on the side of generous on this if at all possible just from the standpoint of employee retention. From what I've seen in the industry, on-call is a major cause of burnout and job dissatisfaction. Additionally, because it sometimes directly impacts and interrupts family / personal time at unplanned moments, often spouses of employees start resenting it as well. A lot of companies do have manditory on-call that is not (directly) compensated so you aren't necessarily atypical if you don't directly compensate or you only do a token amount. Just keep in mind that you will decrease job satisfaction. -Clint Ricker Kentnis Technologies On Nov 14, 2007 12:00 AM, Marlon K. Schafer <[EMAIL PROTECTED]> wrote: > We talked about this lately in my office. > > We're talking about $50 if you just pull standby, maybe answer a couple of > phone calls. $100 if you have to go out or answer more than a couple of > calls. > marlon > > ----- Original Message ----- > From: "Mark Nash" <[EMAIL PROTECTED]> > To: "WISPA General List" <[email protected]> > Sent: Tuesday, November 13, 2007 6:40 PM > Subject: [WISPA] On-Call Compensation > > > > We are wanting to have people be on-call in case of emergencies and for > > telephone tech support at night & on weekends. How do you pay your > people > > for on-call time where they are doing nothing, and how do you then pay > > them when they work during those time periods? > > > > Are there employment rules on this? > > > > Mark Nash > > UnwiredOnline > > 350 Holly Street > > Junction City, OR 97448 > > http://www.uwol.net > > 541-998-5555 > > 541-998-5599 fax > > > > > > > > > > > > > -------------------------------------------------------------------------------- > > WISPA Wants You! Join today! > > http://signup.wispa.org/ > > > -------------------------------------------------------------------------------- > > > > WISPA Wireless List: [email protected] > > > > Subscribe/Unsubscribe: > > http://lists.wispa.org/mailman/listinfo/wireless > > > > Archives: http://lists.wispa.org/pipermail/wireless/ > > > > > -------------------------------------------------------------------------------- > WISPA Wants You! Join today! > http://signup.wispa.org/ > > -------------------------------------------------------------------------------- > > WISPA Wireless List: [email protected] > > Subscribe/Unsubscribe: > http://lists.wispa.org/mailman/listinfo/wireless > > Archives: http://lists.wispa.org/pipermail/wireless/ > -------------------------------------------------------------------------------- WISPA Wants You! Join today! http://signup.wispa.org/ -------------------------------------------------------------------------------- WISPA Wireless List: [email protected] Subscribe/Unsubscribe: http://lists.wispa.org/mailman/listinfo/wireless Archives: http://lists.wispa.org/pipermail/wireless/
