Unavailable On-Call Employee
In the event that an employee assigned to On-Call duty is not available or cannot be reached during the On-Call period, the following procedures shall be followed:
If during the On-Call period unforeseen circumstances arise where the employee cannot be reached or is no longer able to respond, the employee must notify the supervisor immediately. The employee shall be removed from On-Call status for that day for pay purposes unless the individual had previously responded during that same day.
An employee typically must confirm receiving an On-Call notification within fifteen (15) minutes of the time notified with the report time within two (2) hours of being notified. An employee who is assigned to On-Call status and cannot be reached or does not respond within fifteen (15) minutes of being contacted shall be removed from On-Call status for that day for pay purposes unless the individual had previously responded during that same day. In addition, such employees may be subject to disciplinary action.
In instances where designated On-Call employees cannot be reached or are unable to respond, the supervising authority may obtain a qualified substitute from any available source.
Compensation for On-Call Duty
Employees shall receive On-Call pay at the rate of one dollar ($1.00) per hour to a maximum of twenty-four dollars ($24) per day for each day assigned to "On-Call" status.
Compensation for Call-Back Duty
Employees called back shall be credited with a minimum of three (3) hours additional work time even if the time spent on duty is less than three (3) hours. This circumstance does not apply to the employee who may be working overtime as a continuation of the employee's normal hourly schedule.
Normally, travel between home and work is not work time. However, where employees have gone home after completing a day's work or are on scheduled off duty days and subsequently are required to return to the normal place of work or any other location in order to perform a necessary task, travel time is included as work time. Additionally, such hours spent in travel shall be considered as hours worked and count toward the accumulation of overtime hours. Travel time counts toward the three (3)-hour minimum Call-Back time.
An employee who is called back during a qualifying shift shall receive a pro-rata Shift Differential in accordance with VII-4.60-GC – UMGC Policy on Shift Differential for Nonexempt Staff Employees.