Well, my data is over 10 years old, but I know this policy because I had to pay for it out of my budget at a former employer: 1) Off-hours pager duty rotated a

Well, my data is over 10 years old, but I know this policy because I had to pay for it out of my budget at a former employer: 1) Off-hours pager duty rotated among the team. 2) If you were on the pager, you needed to be able to get to the server room, clean and sober, within 30 minutes, although remoting in to solve the problem was perfectly fine if you didn't need hands on the hardware. 3) If you were on the pager, you got paid 25% of your normal hourly the entire time you were on the pager because your personal life was limited -- fresh snow in Tahoe? It sucks that it is more than 30 minutes from the server room -- swell party? Make mine cranberry juice. 4) From the time the pager went off, until you cleared the problem, you got your regular hourly + overtime + applicable shift premium + applicable holiday premium. My philosophy is that if an employer is infringing on your personal life, they need to compensate you for that.