Oncall Procedures

On Call Status for ITS Employees

  • Effective:  October 12, 2004
  • Last Reviewed: March 2012
  • Questions Contact: ITS Administrator or Payroll Coordinator

Basis for Procedure

Some positions require on-call responsibilities to support UNMC's information systems.  ITS employees in an on-call status will be required to respond when contacted.  In accordance with the Fair Labor Standards Act, non-exempt employees (hourly paid) will be paid for serving in an on-call status and responding to IT issues during non-scheduled work hours. 

ITS Procedures:

1. On-Call Status

Definition of On-Call. Designated Information Technology Services employees are required to carry a pager during non-scheduled hours and be available on short notice to respond to urgent IT issues. These employees, as defined by the department, are designated as being on-call. Hours of on-call can be defined as:

    1. Weeknights; Monday through Friday - 5:00 p.m. - 8:00 a.m.
    2. Weekends; Friday - 5:00 p.m. to Monday 8:00 a.m.
    3. Holidays; 8:00 a.m. to 8:00 a.m. (24 hours)
    4. Hours designated to meet the department’s unique business needs.

Authorization. The associate director or immediate supervisor will authorize on-call schedules. On-call personnel may only be called in by designated personnel.

Expectations/Failure to Report. An employee designated as on-call will be required to wear his/her pager or cell phone during the duration of on-call status and respond within the time frame established by the associate director. If an employee who has been designated as on-call cannot be contacted or fails to respond to a call back, he/she may subject to the University disciplinary policy.

2. Compensation for On-Call Responsibilities

Exempt (Salaried) Employees.  Receive no additional compensation for on-call status.

Non-Exempt (Hourly Paid) Employees

    1. Non-Exempt employees designated as on-call will be paid one dollar ($1) for each hour they are on-call. On-call hours will not be used in calculating overtime hours, but are subject to all appropriate payroll deductions.
    2. On-call hours shall be reported on the time sheet as OCM.
    3. The rate of pay /hours reported when responding to an on-call status is as follows: 
      1. On-campus visit. Employees required to come on-campus for problem resolution, will be paid for actual hours worked on-campus or a two hour minimum, whichever is greater, at the applicable rate of pay (regular/overtime). If applicable, employees called in will continue to receive the on-call stipend during hours worked. If an employee is called in early to work, they are paid hours worked up to the regularly scheduled start time. (i.e. Called in at 7 am with regular start time of 8 am. Only 1 hour of additional pay at applicable rate of pay. )
      2. Phone Call/Dial In. If an employee can resolve the problem over the phone or by dial in, the employee will be reimbursed for the actual time worked or a 15 minute minimum, whichever is greater, at the applicable rate of pay (i.e. regular/overtime). If applicable, the employee will continue to receive the on-call stipend during hours worked.
      3. Phone Call & On-Campus Visit. In the event an employee is required to come in after a phone-call, the combined time of the phone call and on-campus visit will be used to calculate the total hours paid, with the 2 hour minimum pay applying.

Example 1: An employee engages in a 10 minute conversation via phone and it is determined that an on-campus visit is required. The employee works 1 hour once on-campus. The combined phone/on-campus time totals 1 hour 10 minutes, but the employee records 2 hours on time sheet as this is the minimum per item e.i.

Example 2: An employee engages in a 10 minute conversation via phone and it is determined that an on-campus visit is required. The employee works 3 hours once on-campus. The employee records the combined phone and on-campus time of 3 hrs, 10 minutes on their time sheet.

3. Responding When Not On-Call. In certain circumstances, employees may be called even when they are not in an on-call status.  The same rate of pay/hours reported as identified above still apply.    

Individuals who are not designated as on-call are not subject to the same expectations  as noted in #1 above.