Alex When do you need to provide on call pay?
On-call hours are also considered hours worked if you control where workers can go. Because the time is considered hours worked, you generally need to provide on-call pay. Let’s say you require a nurse to stay at the hospital while they are on call. The nurse might be able to take a nap or watch TV, but their time is still considered hours worked.
How does the Department of Labor determine on call pay?
Oftentimes, the FLSA determines on-call pay requirements case by case. However, the Department of Labor offers general guidelines for determining on-call pay. On-call work laws boil down to whether the employee is restricted or not. If the employee is restricted, their time is generally considered hours worked, and you must give on-call pay.
Why are on call hours considered payable hours?
Because these on-call hours are spent in restricted conditions where an employee cannot use his time for personal purposes, this time is considered payable “hours worked.”
Do you pay employees for time spent responding to calls?
Again, you must pay the employee for the time they spend responding to a call. Say an on-call employee spends the day at the mall. During a four hour on-call shift, they receive one call that requires them to stop what they’re doing for 30 minutes. Pay them for their 30 minutes of work.
On-call hours are also considered hours worked if you control where workers can go. Because the time is considered hours worked, you generally need to provide on-call pay. Let’s say you require a nurse to stay at the hospital while they are on call. The nurse might be able to take a nap or watch TV, but their time is still considered hours worked.
Again, you must pay the employee for the time they spend responding to a call. Say an on-call employee spends the day at the mall. During a four hour on-call shift, they receive one call that requires them to stop what they’re doing for 30 minutes. Pay them for their 30 minutes of work.
Because these on-call hours are spent in restricted conditions where an employee cannot use his time for personal purposes, this time is considered payable “hours worked.”
Oftentimes, the FLSA determines on-call pay requirements case by case. However, the Department of Labor offers general guidelines for determining on-call pay. On-call work laws boil down to whether the employee is restricted or not. If the employee is restricted, their time is generally considered hours worked, and you must give on-call pay.