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> It wouldn’t surprise me if vague clauses don’t get upheld, or if requiring an employee to be connected also comes with the responsibility of compensation and
by PragmaticPulp 5y ago
> It wouldn’t surprise me if vague clauses don’t get upheld, or if requiring an employee to be connected also comes with the responsibility of compensation and expenses.
According to the link, this is not the case. It seems very clear that the only requirement is that the policy is written down.
> When I worked for a company that required me to do on-call on holidays or weekends, I was given an extra vacation day in compensation even if I hadn’t actually done anything but triage.
That's been standard practice every place I've worked in the United States, too. Not by law, just because it's a decent thing to do.
- eru 5y agoWhen I was working for Google as an SRE, oncall hours counted like 2/3 of normal hours. Whether an incident happened or not. (To give teams an incentive to clean up their service!) You had the choice of idling off those extra hours with extra vacation or to get them paid out. Oncall hours tracking was capped at 15% of normal hours, to give you an incentive to distribute oncall equally around the team. (I never heard of anyone seriously hitting that cap.) Overall, seemed like a well-thought-out and fair system to me.