709: Call Pay
To provide for effective operation of support services and maintain optimum staffing levels, Georgetown University requires certain classifications of non-exempt employees to remain on “call” status for predetermined periods of time.
Call status is defined as time when the employee is not required to remain on the University’s premises, subject to the understanding that the employee can be contacted to return to work immediately. Specific response times are set by each department.
Exempt employees are not eligible for call pay.
Call status is for the convenience of the initiating department; therefore, the employee is paid for providing this convenience.
Notice to Employee
Call status will be assigned and paid to University employees in each of the following circumstances:
- An employee is hired or transferred into a position with the understanding that the job the employee is filling requires periodic call status.
- An employee who has not previously been assigned to call status may be moved to call status with two weeks notice before the date call status begins.
- When an emergency arises, an employee may be asked to assume call status without prior notice.
- Employees who normally work a rotating schedule that includes call status will be scheduled for call status according to the needs of the department.
If an employee is unable to fulfill the call status obligation, the employee must notify the supervisor, administrator or other designated individual immediately. If the employee fails to follow this procedure, he or she will be subject to disciplinary action.
Call status hours will be recorded for each employee at the end of the work week.
Nonexempt employees who report to work on call status will have all actual work hours (from the time they arrive at their duty station until the time they are relieved from duty) recorded on the Employee Time and Attendance Sheet under the appropriate Day or Night “Productive Hours Worked” column.
During the period of call status when an employee is not actually at work, including the travel time to work when called in, the employee is compensated at a pay rate below that of base pay. This call pay rate should be recorded on the Employee Time and Attendance Sheet under the “Call Pay” column.
The following procedures apply to employees on call status:
- Each fiscal year, the call status rate of pay is determined (exclusive of shift differential) for the periods of time when an employee is on call status. This rate of pay recognizes the employee’s responsibility for being on call status, even though no hours are actually worked.
- When an employee on call status reports to work, the employee is paid for time actually worked during the work week as follows:
- Straight time (including shift differential, if applicable), if the total actual hours worked during the work week are less than or equal to 40 hours; or
- Time and one half the employee’s regular rate (including shift differential, if applicable) for over 40 hours if the total actual hours worked exceed 40 hours during the work week.
Each department is responsible for maintaining records of all call status hours. Employees are responsible for their availability and prompt response during periods of call status.
Contact the appropriate Human Resources department if you have questions about this policy or if you would like more information.