Some industries are prone to emergencies that suddenly increase the workload. For example, when a hurricane or heavy storm knocks out power, someone has to go out and repair the lines. And some companies insist that all employees be available by phone or other means at least part of the time.
That doesn’t mean, however, that those subject to a mandatory call-out must be paid for the time they spend waiting for a call.
Recent case: Peter Jonites and other electric company linemen worked under a system that required them to be ready on two hours’ notice to come to work. The company excused the linemen from responding if they were already on sick leave or vacation, but otherwise they had to accept and report for 35% of the calls.
The linemen sued, alleging they should be paid for their waiting time. But the 7th Circuit Court of Appeals disagreed. It said the inconvenience was minor since employees could go about their everyday lives as long as they could get to work within two hours of a call. Plus, they only had to accept about a third of the calls. (Jonites v. Exelon, No. 07-3053, 7th Cir., 2008)
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/5152/compulsory-call-out-doesnt-automatically-mean-paid-wait-time "
- OK to cut position of worker on FMLA leave--if you can prove FMLA status didn't affect decision
- Keep good records of employee leaves; workers have three years to file FMLA suits
- Tell employees to read each form; don't summarize
- What should we do once an employee exhausts FMLA leave?
- FMLA claims just got tougher for employers