In California, as a non-exempt employee (basically not a manager if you're at a big company), you'd have to be paid for that on-call time with those requirement

In California, as a non-exempt employee (basically not a manager if you're at a big company), you'd have to be paid for that on-call time with those requirements. The key term is "restricted" and the 10 minute expectation is quite a severe restriction. https://www.dir.ca.gov/dlse/callbackandstandbytime.pdf https://www.dir.ca.gov/dlse/callbackandstandbytime.pdf https://www.shrm.org/topics-tools/tools/policies/california-call-standby-time-policy https://www.shrm.org/topics-tools/tools/policies/california-... This doesn't apply to a lot of people reading, but just a PSA for those in CA where it might.