On-Call Compensation. (a) On-call duty requires the employee to return a call or page as soon as practicable but not to exceed fifteen
On-Call Compensation a) On-call duty requires the employee to return a call or page as soon as practicable but not to exceed thirty (30) minutes.
b) Employees assigned to be on-call shall (1) leave a telephone number where they can be reached or wear a communicating device; and (2) be able to report to their work site within one (1) hour after notification. The Fire Chief, or designee, may establish time periods to respond of more than one hour. Employees not assigned to on-call duty have no obligation to meet these requirements.
c) While assigned to on-call duty, the employee shall be free to use the time for his or her own purposes.
d) On-call duty shall be compensated at the rate of two dollars and fifty cents ($2.50) per hour. On- call time shall not count as hours worked.
e) The employee shall not receive on-call compensation once the employee begins work.
On-Call Compensation. A. An employee shall be compensated for one (1) hour of pay or straight comp time at the regular straight time rate for every four (4) hours of assigned on call duty time up to a maximum of four (4) hours in any twenty-four (24) hour period. Assigned on call duty shall mean times in which the employee is required to respond to a specific service need of the County, and the employee's freedom to engage in personal activities is sufficiently restricted or the employee is not able to use the time effectively for his or her own purposes, according to applicable law. Employees who are called back into their workplace to perform county service shall receive compensation for call back under Section 9.6 (Callback). Work completed at home via phone while on-call shall be compensated to the nearest 15 minute interval. Compensation for on call duty shall be credited at the regular non-overtime rate.
On-Call Compensation. Police officers assigned as detectives are subject to call at all times, but not required to be duty-ready. Police officers assigned as detectives or who have volunteered and trained to be members of Task Force Blue (or its substantive equivalent) may be placed on-call and required to be duty-ready at the direction of the Chief. Such assignments, when made, will be in weekly increments and each officer assigned such on-call and duty-ready status shall receive eight (8) hours added to his/her compensatory time balance for each week he/she is on-call and required to be duty-ready. Such balance shall be limited by the language in the Hours of Work article. Officers shall have 5.33 hours recorded on the overtime roster for each week served in the on-call status.
On-Call Compensation. Employees who are on-call for weekend assistance will be paid a flat rate of $60.00 per weekend (Friday after 5:30 pm, Saturday, Sunday or Holiday). Compensation for a two-hour minimum will be made at one and one-half (1½) times the employee’s base pay rate if the employee’s physical presence or assistance is required.
On-Call Compensation. If during the term of this agreement the Fire Department determines that there is a need to address issues related to the placement of employees in on call status at a threshold which is not compensable waiting time under the Fair Labor Standards Act, the parties shall meet and confer in good faith regarding the implementation of such provisions. The parties recognize that the delivery of public service in the most efficient and effective manner is of paramount importance and interest to the District and the Union. Maximized productivity is recognized to be a mutual obligation of both parties within their respective roles and responsibilities. To this end, the parties agree that an Operations Leadership Team comprised of management and employees shall be created. The purpose of such committee shall be to:
On-Call Compensation. Community Living Kingston employees who carry a pager or agree to an on-call assignment will be compensated with a lieu time accreditation and/or actual payment that is consistent with their regular straight time rate of pay. Responses to emergencies on paid holidays are subject to normal overtime premium rates. Employees will be compensated for mileage to and from the response location.
(a) When a bargaining unit employee carries a pager, the normal assigned period will commence at 15:00 hours on Monday and end at 15:00 hours the following Monday. For this period, full-time employees will receive either a twenty (20) hour lieu time accreditation or twenty (20) hours of pay. The employee must declare which compensation option they choose at the time they become a pager carrier and must give the Employer two months advance notice should they wish to change their compensation option in the future. Part- time employees will receive twenty (20) hours of pay. Employees responding to emergencies while on call will be compensated with an additional minimum three (3) hour accreditation per response. For the purposes of this agreement, a response will be defined as physically travelling to a work site; phone calls will not be considered for additional compensation. In the event that an employee is on-call for less than a one week period, he/she shall be compensated with 2.5 hours of accreditation for weekdays, and 3.75 hours of accreditation for each weekend day for every 24 hour period on call, or portions thereof. Where an employee is on-call during a paid holiday, an additional 4 hours of accreditation will be added to the rates for one week as described above.
(b) When an employee carrying a pager is designated as the first point of response for Community Living Kingston's overnight security system, he/she will be compensated as follows: 4 hours accreditation for a weekday, 6 hours accreditation for a weekend day and 8 hours accreditation on a holiday. This compensation is provided in lieu of normal pager compensation for the specified period, except that the 3 hour call-in provision outlined above still applies. For the purpose of this clause, a weekend day is defined as 11:00 p.m. Friday to 9:00 a.m. Saturday, and 11:00 p.m. Saturday to 9:00 a.m.
On-Call Compensation. On-call duty requires the employee to return a call or page as soon as practicable but not to exceed fifteen (15) minutes. Employees assigned to be on-call shall: (1) leave a telephone number where they can be reached or wear a communicating device; and (2) be able to report to their work site within one (1) hour after notification. Employees can also be given a designated time of more than one (1) hour to report by the appointing authority or designee. While assigned to on-call duty, the employee shall be free to use the time for his or her own purposes. On-call duty shall be compensated at the rate of three dollars and fifty cents ($3.50) for each full hour of duty or portion thereof. On-call time shall not count as hours worked. Effective August 14, 2021, the pay shall be increased to three dollars and seventy-five cents ($3.75). The employee shall not receive on-call compensation once the employee begins work. On-call compensation shall not be paid during meal/break periods and while an employee is on paid leave (e.g., vacation, sick, etc.), except in extraordinary circumstances when other employees are unavailable, provided such exception is approved by the Chief Nursing Officer.
Section 3 Standby Compensation Standby duty requires the employee to return a call or page immediately. Employees assigned to standby duty shall: (1) leave a telephone number where they can be reached or wear a communicating device; (2) are required to remain in a state of readiness; and (3) after being told to report to work, employees shall arrive at the work site no later than the time it takes to commute between the employee’s home and the work site or employees can be given a designated time to report by the appointing authority or designee. Standby pay shall be compensated at minimum wage as provided by the California Industrial Welfare Commission for each full hour of standby duty or portion thereof. Standby hours under this provision shall count as hours worked for overtime purposes. Examples of application of this provision for computing overtime: Employee earning $10.00 per hour works 40 hours in a work period, plus 20 hours of standby. 40 hours x $10.00 (base salary rate)1 = $400.00 20 hours x $14.00 (minimum wage) = $280.00 $680.00 $680.00 divided by 60 hours worked (regular rate of pay)2 = $11.33 $11.33 x 1-1/2 (overtime rate) = $17.00 Pay for this week would be: 40 hours x $11.33 (regular rate of pay) = $453.20 20 hours x $17.00 (overtime rate) = $340.00 TOTA...
On-Call Compensation.
(a) On-call duty requires the employee to return a call, text, or email as soon as practicable but not to exceed approximately thirty (30) minutes.
(b) Employees assigned to be on-call shall: (1) leave a telephone number where they can be reached or wear a communicating device; and (2) be able to report to their work site within one (1) hour after notification. Employees can also be given a designated time of more than one (1) hour to report by the Appointing Authority or designee.
(c) While assigned to on-call duty, the employee shall be free to use the time for his or her own purposes.
(d) On-call duty shall be compensated at the rate of three dollars and twenty-five cents ($3.25) for each full hour of duty or portion thereof. For example, an employee assigned to be on-call for an entire day, which also happens to be a holiday, would be eligible to receive twenty-four (24) hours of on-call pay for the day, assuming the employee was not called- back pursuant to Section 4 below. On-call time shall not count as hours worked.
(e) The employee shall not receive on-call compensation during working hours, during meal/break periods, or during periods where the employee is taking paid time off (e.g., Sick Leave, Vacation Leave, etc.). On-call would begin no earlier than when the employee has ended his/her shift and end upon the employees return to work or upon the end of his/her on- call assignment.
On-Call Compensation. Employees in regular positions, who are released from active duty but are required by the District to leave notice where they can be reached and be available to return to active duty when required by the District, shall be assigned to on-call duty. On-call duty requires that employees so assigned shall: (1) be ready to respond immediately; (2) be reachable by telephone or other communicating devices; (3) be able to report to active duty within a specified period of time; and (4) refrain from activities which might impair their ability to perform assigned duties. Assignment of duty shall be compensated at $3.25 for each full hour of on-call duty. Said compensation is exclusive of any hours worked under provisions of the Article on “Call Back.”
