This policy describes the compensation benefits for all Classified employees who are officially required to be accessible by telephone, cell phone, or pager (beeper) and who must return to UTEP within a designated period to provide necessary services.
Certain departments may make Classified non-exempt positions eligible for on-call compensation when the employee is required to be on-call. The employee must be accessible and available for work upon being contacted via telephone, cell phone, or pager (beeper). If contacted via pager, an employee must call back within a reasonable time frame (usually 15 minutes) and acknowledge that they have received the page and will be returning to work. The employee must report to work within a reasonable time after being contacted by the University (usually within one (1) hour) and told to report for duty. The employee must also be in a physical condition that allows him/her to resume duty.
Requests by a department to place Classified non-exempt positions in on-call status must be approved by the Respective Vice President, the Vice President of Finance and Administration, and Human Resources. Request must include the following information:
· A written, detailed justification supporting the need for on-call compensation.
· A written detailed scheduled describing the number of people necessary and the cost associated with the proposed change in status.
· A list of the job classifications (by job code and title) that will be affected.
· A brief description of the duties that each position will perform.
Administrative and Professional employees are not eligible for on-call compensation.
Travel time spent to and from work while on-call shall not be considered time worked, but the amount of time spent working while on-call must be included when computing overtime for those non-exempt employees who qualify for such compensation.
To be eligible for on-call compensation an employee must be scheduled during a period of normal time off and be available to return to duty, ready to work, within a reasonable time (usually one (1) hour). Employees who are scheduled as “back-ups” are not regarded as being on-call. No employee may accrue compensatory time for work performed at any location other than the employee’s regular place of employment or duty point. (Defined by Government Code § 659.018)
Employees will be contacted for duty by telephone, cell phone, or pager.
a) Pagers/cell phones shall be carried by the employee.
b) Employees who are to be contacted by telephone must leave word where they can be reached.
Employees should be notified in advance, whenever possible, of the days and hours that they will be required to be on-call.
Employees called to work while on-call will be provided a minimum of two (2) hours of compensatory time, even if the actual time worked is less. If the actual time worked exceeds the initial two (2) hours, they will receive compensatory time at the rate of time and one-half (1½) for each hour spent at work while on-call.
Employees must be allowed to take their earned compensatory time off within 120 days of the date earned. If the compensatory time is not taken within the 120 day period from the date it was earned, the department must pay the employee at the rate of time and one-half (11/2) their regular hourly rate. If the employee separates or transfers to another department, payment should be awarded.
Employees may not accumulate more than 160 on-call hours. If an employee's compensatory time balance exceeds the accumulation limit of 160 hours, the employee must be paid for any hours over the limit at time and one half (11/2) the employee's regular rate of pay.
Directors/Managers are responsible for keeping the following records of time spent by employees while on-call: 1) on-call schedules; 2) sign in/out sheets for call-backs; 3) logs of the reason for each call-back and the length of the call-back (time records).