CALIFORNIA EMPLOYMENT LAW WAITING OR ON-CALL TIME

Waiting or On-Call Time While an employee is on-duty, all waiting time is compensated. While an employee is off-duty, however, but required to be on-call, the time during which the employer controls the employee’s time may be compensable. If the employee cannot use their time effectively for their own purposes, then the time may be compensable. To determine whether the waiting time must be compensated, the Courts consider the degree to which the employees are free to engage in personal activities during on-call time, agreements regarding on-call time between the employer and the employee, whether there are on-premise living requirements, the amount of time spent by the employee handling on-call duties, or whether using a pager can ease restrictions. Generally, under the Federal Labor Standards Act, if employees are not required to remain on the employer’s premises but are merely required to leave word about how they can be reached and are sufficiently unrestricted so they can use their off duty time for personal purposes, then compensation may not be required. For a complete evaluation of your labor and employment law issues, we encourage you to contact our office for a free consultation. (530) 891-8503 https://laborlawoffice.com or http://carverlaw.com

For a complete evaluation of your labor and employment law issues, we encourage you to contact our office for a free consultation. (530) 891-8503
https://laborlawoffice.com , http://carverlaw.com

2017-12-13T21:46:47+00:00 June 13th, 2013|Wage and Hour|