7. On-Call/Callback Pay

The University requires employees in certain jobs to remain on-call, i.e. the availability to return to work immediately when contacted.

• Employees in CAMPUS/SOM non-exempt positions are paid $1.50 per hour to compensate for the time they are on-call.
• Employees in HOSPITAL non-exempt positions are paid $2.50 per hour to compensate for the time they are on-call.
• On-call time does not count toward the computation of overtime pay.
• A scheduled on-call shift may not exceed 24 consecutive hours.

When called to work, an employee will receive callback pay as defined below. However, during callback, an employee cannot receive on-call pay. On-call compensation may be resumed after completing the work required in response to a callback.

Extenuating circumstances may require a department to request the immediate services of certain employees who are not on duty or who are on-call.

• Campus and School of Medicine:
  
  
  • Employees responding to callback, are guaranteed pay for a minimum of 3 hours at straight time for each callback.
  • Both the time spent driving and the time actually worked count toward the computation of overtime pay.

• Hospital
  
  
  • Employees responding to a callback, will be guaranteed 3 hours of compensation at the premium rate of time and a half their base salary for the first callback. Subsequent callbacks will be compensated at the premium rate of time and a half for actual hours worked.
  • Time worked during a callback does not count toward the computation of overtime pay. It has already been compensated at the premium rate.

A person who is on on-call status who cannot be contacted or who fails to report for work when called will forfeit the on-call pay for that time increment and may be subject to disciplinary action, pursuant to Policy 5-111: Corrective Action and Termination Policy for Staff Employees.

Scheduled time for shifts, inventory and staff meetings are not eligible for callback pay. Employees participating in these activities will earn differentials and overtime as appropriate.

• Deans, Directors, Department Heads and Supervisors

  Responsible for deciding that a position necessitates on-call status, determining when an employee must be called back.

• Human Resources

  Responsible for educating department administrators regarding on-call or call-back processes.

• Employees

  Responsible for responding during periods of on-call status or when called back and for accurately reporting all on-call and callback hours.