On-Call Pay - HR Policy 205

On-Call Pay - HR Policy 205

This policy details the requirements of on-call pay, including the definition of "on-call" for nonexempt and exempt positions.
Effective Date:
Responsible Party:
None Assigned
Administrative Category:
Applies To:
Faculty, Staff
Material Original Source:

Policy 205 – On-Call Pay

Date Issued: 10/80
Date Revised: 06/16

An employee defined as being “on-call” is currently off of the work premises however required to be available to return to work in case of an emergency. The employee must be within thirty minutes of their work environment and must be available for contact by telephone and/or pager.

An employee should not receive payment for hours worked and on-call pay for the same hours. Once an employee reports to work, on-call pay stops. Since it is presumed that the employee would be unable to report to work when ill, an employee should not receive on-call pay at the same time they are receiving sick pay. The total hours paid plus the on-call hours may not exceed 24 hours in a given day except in the case of a designated holiday or in the event an employee is required to remain on call while on paid leave for vacation or personal holiday. In such cases, the total hours payable could possibly exceed 24 (i.e., 8 hours holiday and a maximum of 24 hours on call totaling 32 hours.) This example assumes the employee is full time, eligible for holiday pay, and was required to be on call the entire 24 hour designated holiday period but was not required to report to work.

Nonexempt employees who are placed on-call receive a set rate that is defined by Compensation. For each call-in the employee will be paid at the regular rate of pay for a minimum of two hours or the actual time worked, which ever is greater. Nonexempt employees who have worked in excess of forty hours in a work week will be paid at the overtime rate of 1-1/2 times their regular rate of pay.