4 ms·
So, if an employee was not at work, not expected to be at work, do they need to apply for and get PTO to avoid getting calls in that off time? It seems pretty
by kayfox 8y ago
So, if an employee was not at work, not expected to be at work, do they need to apply for and get PTO to avoid getting calls in that off time?
It seems pretty clear that if the employer expects response in a certain time frame, the employee is engaged, and there may be issues even for salaried overtime-exempt employees with keeping an employee engaged 24/7/365.
- everdev 8y agoThat's the more important point in my opinion. The demands weren't reasonable regardless if it was a religious holiday or not. Saying you were observing a religious holiday will definitely earn you sympathy from the public but probably not legal relief from the courts.
- klodolph 8y agoIf the plaintiff is saying that they are observing a religious holiday, then it is up to the defendant to show that this is a hardship for the business or otherwise not a reasonable accommodation. This is pretty standard stuff, with lots of case law to back it up.