Common use of On-Call Pay Clause in Contracts

On-Call Pay. 21.1 Employees in departments requiring on-call status will receive two dollars ($2.00) per hour that they are scheduled to be on-call, but not at work. 21.2 Employees must be able to respond to being contacted during a scheduled on-call period and when called into work must report within one (1) hour, unless there has been a defined period of time predetermined by their department. If the employee lives more than fifty (50) miles away from the institution, it will be handled on a case by case basis. 21.3 When an employee is called at home to perform work or provide consultation in troubleshooting, under the direction of an authorized supervisor, and the employee is not required to return to the workplace, but instead can provide the assistance remotely, the employee shall be paid a minimum of .5 hours of pay regardless of how short the actual time worked. Any work time in excess of the initial .5 hours will be paid in .5 hour increments. Such hours shall be recognized as hours of work for purposes of the current policy of overtime calculation. 21.4 The on-call period will be defined as the hours that an employee will be required to be accessible to work or resolve issues from a remote location. Employees must be accessible by telephone, pager or other electronic device during the on-call period. The on-call period will be considered a regular shift. Once the employee reports to work, the employee will be paid their hourly rate of pay, applicable overtime and compensatory time will be applied if the total weekly number of hours worked exceeds forty (40) hours. Employees called in to work during a scheduled on-call period will be paid for at least four (4) hours of pay no matter how short a time actually worked. 21.5 If the employee is sick during what was assigned to be their on-call shift, they must call in sick as they would if they were working their regular shift. They will be required to use sick time and will be pointed as this is considered a regular shift. The employee will still be required to fulfill their obligation. NURSE ON-CALL 21.6 All full-time staff nurses will be required to take one twelve (12) hour shift of on-call every twenty eight

On-Call Pay. 21.1 Employees 14-1 Each employee specifically assigned as in departments requiring on-"on call" status shall be paid twenty percent (20%) of the hourly rate for their classification for hours spent in that status. Employees, when assigned on call status will receive two dollars ($2.00) per hour that they status, are scheduled to be on-call, but not at work. 21.2 Employees must be able to respond to being contacted during a scheduled on-call period and when called into work must report within one (1) hour, unless there has been a defined period of time predetermined by their department. If the employee lives more than fifty (50) miles away from the institution, it will be handled on a case by case basis. 21.3 When an employee is called at home to perform work or provide consultation in troubleshooting, under the direction of an authorized supervisor, and the employee is not required to return to the workplacework immediately when contacted, or a voice message, page or other message is left within no longer than approximately one hour. Upon return to work, such employees are not eligible for call back pay as provided in Article 15, nor for on call pay while at work, but instead can provide the assistance remotely, the employee shall be paid a their regular hourly rate plus shift premium if applicable, or the overtime premium as set forth in Section A of Article 11, if applicable, for actual work performed. A minimum of .5 two hours of pay regardless of how short at the actual time worked. Any work time in excess of the initial .5 hours will be paid in .5 hour increments. Such hours shall be recognized as hours of work for purposes of the current policy of overtime calculation. 21.4 The on-call period will be defined as the hours that an employee will be required to be accessible to work or resolve issues from a remote location. Employees must be accessible by telephone, pager or other electronic device during the on-call period. The on-call period will be considered a regular shift. Once the employee reports to work, the employee will be paid their hourly rate of pay, employee’s applicable overtime and compensatory time will be applied if the total weekly number of hours worked exceeds forty (40) hours. Employees called in to work during a scheduled on-call period rate will be paid for at least four (4) hours of pay no matter how short a time actually worked. 21.5 If the employee is sick during what was assigned all return to be their campus on-call shiftresponses. Time spent in on call status shall not be counted in calculating time worked for determining when an overtime premium shall be paid. 14-2 When on call assignments are determined necessary by the University, they must such assignments will, in general, be staffed on a voluntary basis among qualified employees by classification within departmental units as defined in APPENDIX C. If, however, the University determines the number of volunteers is not operationally acceptable, the voluntary schedule may be revised by the University and the remaining on call in sick as they would if they were working their regular shift. They assignments will be required to use sick time mandatory for all qualified employees, including already scheduled and approved volunteers, within the classification and departmental unit. If mandatory scheduling is necessary, the remaining unfilled assignments on the schedule will be pointed as this is considered a regular shiftfilled chronologically by assigning the qualified employee with the lowest classification seniority first, and so on, until all on call assignments are filled. Subsequent mandatory on call assignments will be rotated through the classification seniority list until all qualified employees have served an on call assignment. The employee University will still provide forty-eight (48) hours advance notice of all on call assignments, unless operational circumstances do not permit such advance notice. The respective xxxxxxx is responsible for scheduling all on call assignments. The University may exclude some employees from on call status based on various operational considerations such as but not limited to familiarity with on call area, response time from home back to the University, discipline and work performance record. Regular ongoing on call assignments will generally be required one week in duration, with specific beginning and end times to fulfill their obligationbe determined by the University within each respective on call area. NURSE ON-CALL 21.6 All full-However, other duration assignments may be scheduled by the University considering operational requirements in specific on call areas for regular ongoing, or sporadic on call assignments. The time staff nurses period for on call assignment schedules will be determined by the University at whatever time frequency is most operationally efficient within each respective on call area. Coverage for on call assignments is the responsibility of each employee. However, with advance notice to and approval by supervision, trading of on call assignment times is permitted among employees as long as required coverage is provided. Time spent in on call status and time actually worked when reporting to take one twelve (12) hour shift work pursuant to on call assignments will not be entered on any overtime logs. In addition, when employees are in on call status, the University is prohibited from scheduling them to work. No on call employees will be charged for any overtime worked by other employees during periods of ontheir on call assignment. 14-3 The provisions of this Article shall not be construed as relieving any employee not designated as in an on call every twenty eightstatus of their obligation when required by the University to return to work pursuant to the provisions of Article 15, Call Back Pay. Furthermore, it is mutually agreed that, except for extraordinary circumstances beyond the control of the employee, the failure of any employee to return to work when so required is serious misconduct subject to disciplinary action.

On-Call Pay. 21.1 Employees 14-1 Each employee specifically assigned as in departments requiring on-"on call" status shall be paid twenty percent (20%) of the hourly rate for their classification for hours spent in that status. Employees, when assigned on call status will receive two dollars ($2.00) per hour that they status, are scheduled to be on-call, but not at work. 21.2 Employees must be able to respond to being contacted during a scheduled on-call period and when called into work must report within one (1) hour, unless there has been a defined period of time predetermined by their department. If the employee lives more than fifty (50) miles away from the institution, it will be handled on a case by case basis. 21.3 When an employee is called at home to perform work or provide consultation in troubleshooting, under the direction of an authorized supervisor, and the employee is not required to return to the workplacework immediately when contacted, or when a text, page, or other type of message is left, within no longer than approximately one hour. Upon return to work, such employees are not eligible for call back pay as provided in Article 15, nor for on call pay while at work, but instead can provide the assistance remotely, the employee shall be paid a their regular hourly rate plus shift premium if applicable, or the overtime premium as set forth in Section A of Article 11, if applicable, for actual work performed. A minimum of .5 three hours of pay regardless of how short at the actual time worked. Any work time in excess of the initial .5 hours will be paid in .5 hour increments. Such hours shall be recognized as hours of work for purposes of the current policy of overtime calculation. 21.4 The on-call period will be defined as the hours that an employee will be required to be accessible to work or resolve issues from a remote location. Employees must be accessible by telephone, pager or other electronic device during the on-call period. The on-call period will be considered a regular shift. Once the employee reports to work, the employee will be paid their hourly rate of pay, employee’s applicable overtime and compensatory time will be applied if the total weekly number of hours worked exceeds forty (40) hours. Employees called in to work during a scheduled on-call period rate will be paid for at least four (4) hours of pay no matter how short a time actually worked. 21.5 If the employee is sick during what was assigned all return to be their campus on-call shiftresponses. Time spent in on call status shall not be counted in calculating time worked for determining when an overtime premium shall be paid. 14-2 When on call assignments are determined necessary by the University, they must such assignments will, in general, be staffed on a voluntary basis among qualified employees by classification within departmental units as defined in APPENDIX C. If, however, the University determines the number of volunteers is not operationally acceptable, the voluntary schedule may be revised by the University and the remaining on call in sick as they would if they were working their regular shift. They assignments will be required to use sick time mandatory for all qualified employees, including already scheduled and approved volunteers, within the classification and departmental unit. If mandatory scheduling is necessary, the remaining unfilled assignments on the schedule will be pointed as this is considered a regular shiftfilled chronologically by assigning the qualified employee with the lowest classification seniority first, and so on, until all on call assignments are filled. Subsequent mandatory on call assignments will be rotated through the classification seniority list until all qualified employees have served an on call assignment. The employee University will still provide forty-eight (48) hours advance notice of all on call assignments, unless operational circumstances do not permit such advance notice. The respective xxxxxxx is responsible for scheduling all on call assignments. The University may exclude some employees from on call status based on various operational considerations such as but not limited to familiarity with on call area, response time from home back to the University, discipline and work performance record. Regular ongoing on call assignments will generally be required one week in duration, with specific beginning and end times to fulfill their obligationbe determined by the University within each respective on call area. NURSE ON-CALL 21.6 All full-However, other duration assignments may be scheduled by the University considering operational requirements in specific on call areas for regular ongoing, or sporadic on call assignments. The time staff nurses period for on call assignment schedules will be determined by the University at whatever time frequency is most operationally efficient within each respective on call area. Coverage for on call assignments is the responsibility of each employee. However, with advance notice to and approval by supervision, trading of on call assignment times is permitted among employees as long as required coverage is provided. Time spent in on call status and time actually worked when reporting to take one twelve (12) hour shift work pursuant to on call assignments will not be entered on any overtime logs. In addition, when employees are in on call status, the University is prohibited from scheduling them to work. No on call employees will be charged for any overtime worked by other employees during periods of ontheir on call assignment. 14-3 The provisions of this Article shall not be construed as relieving any employee not designated as in an on call every twenty eightstatus of their obligation when required by the University to return to work pursuant to the provisions of Article 15, Call Back Pay. Furthermore, it is mutually agreed that, except for extraordinary circumstances beyond the control of the employee, the failure of any employee to return to work when so required is serious misconduct subject to disciplinary action.

On-Call Pay. 21.1 Employees in departments requiring onThe Company will provide On-call status will receive two dollars ($2.00) per hour that they are scheduled pay to be ondesignated employees who serve in an On-call status. When an employee serves On-call, but not at work. 21.2 Employees must be able to respond to being contacted during a scheduled on-call period and when called into work must report within one (1) hour, unless there has been a defined period of time predetermined by their department. If the employee lives more than shall receive pay at a rate of fifty per cent (50%) miles away from of the institution, it employee's regular hourly rate. The employee will be handled on a case by case basis. 21.3 When an employee is called at home to perform work or provide consultation in troubleshooting, under the direction of an authorized supervisor, and paid during their designated On- call shift for all off-duty hours during which the employee is not required available to return be called in. Should a scheduled On-call shift be canceled less than four (4) hours before the employee is scheduled to the workplace, but instead can provide the assistance remotely, work an On-call shift the employee shall be paid two (2) hours regular wages. While On-call, the employee must remain available by telephone. The employee must return any calls from the Company within fifteen (15) minutes. The employee must arrive at work within sixty (60) minutes or an amount agreed upon in advance. The employee must arrive in a minimum condition fit for duty. Failure to adhere to the requirements of .5 hours this paragraph will result in the loss of pay regardless of how short the actual time worked. Any work time in excess of the initial .5 hours will be paid in .5 hour increments. Such hours shall be recognized as hours of work for purposes of the current policy of overtime calculation. 21.4 The on-call period will be defined as pay for the hours that an employee will be required to be accessible to work or resolve issues from a remote location. Employees must be accessible by telephone, pager or other electronic device during the ondesignated On-call periodshift and the may result in disciplinary action. The on-call period will be considered a regular shift. Once the If an employee reports to workwork after being called in, the employee will receive a minimum of four (4) or five (5) hours pay, depending on the employee’s regular shift per Article II, Section 2. The employee will then be paid their normal hourly rate of payonce clocked in, unless such additional hours would otherwise constitute overtime, and then at the applicable overtime and compensatory time will be applied if the total weekly number of hours worked exceeds forty (40) hoursrate. Employees called in to work during a scheduled onOn-call period shifts may be denied if such shifts could result in an employee being unable to complete their regular scheduled shift. Applicable shift premiums will be paid for at least four (4) hours of pay no matter how short a all time actually worked. 21.5 If the employee is sick during what was assigned to be their on. Employees on paid vacation or leave of absence are not eligible for On-call shift, they must shifts. Scheduled On-call in sick as they would if they were working their regular shift. They shifts will be required to use sick time and posted forty-eight (48) hours in advance. On-call hours will count as hours worked at the rate of 50%. Such opportunities will be pointed as this is considered a regular shift. The employee will still be required to fulfill their obligation. NURSE ON-CALL 21.6 All full-time staff nurses will be required to take one twelve (12) hour shift of onfilled by qualified volunteers, and if necessary by reverse seniority rotation, from among employees working in the department posting the On-call every twenty eightshifts.

On-Call Pay. 21.1 It is the parties intent to incorporate the below excerpted portion of City policy into this agreement. Per City of Xxxxxx Policy 8.08: Employees in departments requiring assigned to on-call status will receive two dollars duty within the Police Department are expected to promptly respond to after-hours service needs as necessary. On-call is defined as: • A period during which the employee is not performing work but is scheduled to remain at, near, or able to return to work for operational requirements that may develop outside of normally scheduled work hours. • An on-call period shall be defined as one ($2.001) per consecutive 10-hour that day • Employees can be contacted by telephone • Ensure they are available while waiting for an assignment and • Be required to respond within a reasonable length of time. Department response times may vary depending on business necessity. On-call pay does not apply if an employee is held over his or her scheduled work time. Employees called back to work must be fit, both mentally and physically, to perform the on- call/responses and must comply with the City's Alcohol-Free and Drug-Free Policies. An employee is considered officially on-call only when scheduled by the supervisor. 1. Employees designated to be on-call, but not at work. 21.2 Employees must be able call are expected to respond to being contacted during departmental after- hour service needs as required by procedures established within their Department. 2. On-call status is not considered time worked and is not compensable. 3. In the event an employee is called back, they must comply with section 14.04, Substance Abuse and Testing. 4. On-call employees called back to the workplace will be paid at their regular rate of pay for actual hours worked and guaranteed a scheduled minimum of two hours. 5. After the initial two (2) hour period has begun, if the work has been completed and the employee has left the work site, any additional call within that original two (2) hour period of time will not initiate another two (2) hour minimum period. 6. Employees designated as on-call period and when called into work must report within one (1) hour, unless there has been a defined period of time predetermined by their departmentrotation will receive $100 per week. If the employee lives more than fifty (50) miles away from the institution, it will be handled on a case by case basis. 21.3 When an employee is called at home unable to perform work or provide consultation in troubleshooting, under the direction complete all 7 days of an authorized supervisor, and the employee is not required to return to the workplace, but instead can provide the assistance remotely, the employee shall be paid a minimum of .5 hours of pay regardless of how short the actual time worked. Any work time in excess of the initial .5 hours will be paid in .5 hour increments. Such hours shall be recognized as hours of work for purposes of the current policy of overtime calculation. 21.4 The on-call period will be defined as the hours that an employee will be required to be accessible to work or resolve issues from a remote location. Employees must be accessible by telephone, pager or other electronic device during the on-call periodrotation, they will receive $7.14 per day. 7. The on-call period Time worked immediately after regularly scheduled working hours at the request or approval of the supervisor will not be considered a call-back and is paid at the employee's regular shift. Once the employee reports to work, the employee will be paid their hourly rate of paypay until the overtime threshold is met. 8. Travel time to and from a call-back is compensable under this policy, applicable overtime in accordance with departmental policy and compensatory time will be applied if the total weekly number of hours worked exceeds forty (40) hoursprocedures. 9. Employees called in to work during a scheduled onOn-call period employees who do not return to the workplace but who handle a workplace issue by phone will be paid for at least four (4) actual time spent on the phone. The 2-hour minimum guarantee will not apply. In all cases, employees must report their actual hours of pay no matter how short a time actually workedworked on their timesheets. 21.5 If the employee is sick during what was assigned to be their 10. Employees exempt from overtime are not eligible for on-call shift, they must call in sick as they would if they were working their regular shift. They will be required to use sick time and will be pointed as compensation under the provisions of this is considered a regular shift. The employee will still be required to fulfill their obligation. NURSE ON-CALL 21.6 All full-time staff nurses will be required to take one twelve (12) hour shift of on-call every twenty eightpolicy.