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- Rules for on-call pay for salary employees:
- Freedom of movement restriction: If an employee's freedom of movement is restricted to a particular geographical area, they are entitled to on-call pay.
- Staying in the same building: If an employee is required to stay in the same building hosting the company, they qualify for on-call pay.
- Quick response requirement: Employees whose work requires them to respond quickly to a call from work are entitled to on-call pay1.
- Minimum of three hours pay: If an employee regularly works more than three hours but is called in and works fewer than three hours, they are entitled to a minimum of three hours of pay at their regular wage2.
- Overtime rate for on-call work exceeding 40 hours: Non-exempt employees on-call receive their regular pay rate unless they work or wait to work more than 40 hours a week. In such cases, on-call pay should be paid at the overtime rate3.
Learn more:✕This summary was generated using AI based on multiple online sources. To view the original source information, use the "Learn more" links.When can an employee qualify for on-call pay?
- When an employee's freedom of movement is restricted to a particular geographical area, they are entitled to on-call pay. ...
www.indeed.com/career-advice/pay-salary/on-call-…Currently, the ESA does not require any payment to an employee on call if they are not called in or required to work. However, where an employee regularly works more than three hours, but is called in and works fewer than three hours, the employee is entitled to a minimum of three hours of pay at the employee’s regular wage.www.airdberlis.com/insights/publications/publicatio…Non-exempt employees who are on-call receive their regular pay rate unless they work or wait to work more than 40 hours a week. When that happens, the Fair Labor Standards Act (FLSA) states that on-call pay should be paid at the overtime rate. See how simple small business payroll can be.www.adp.com/resources/articles-and-insights/articl…Federal law considers being on-call to be governed by minimum wage and overtime laws. Therefore, if the employee is engaged to wait, they must be receiving at least minimum wage and time-and-a-half pay for time worked (or engaged to wait) which exceeds 40 hours a week. Full-time rather than part-time.eddy.com/hr-encyclopedia/on-call-compensation/When should you provide on-call pay?
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