section on compensation/salary?

[kevinburke]

Something like:

• you should be compensated if your company asks you to work on a holiday, either with alternative days off or a bonus. can discuss with your boss or other oncall engineers

• if you have to tether to solve a pager issue and your company doesn't provide you with a mifi, you can write off the cost of your phone plan at tax time. (at least in the US)

• if your pager calls/texts your cellphone, and your company doesn't cover it, you can write off the cost of your phone plan. (at least in the US, as far as I understand the tax code)

Probably the same is true if you have to respond to oncall pages using Internet at home

[alicegoldfuss]

I would love to have this! However, someone else needs to write it, because I have very little experience with these points.

[sysadmin1139]

Another complicating thing: the laws governing compensation and tax-deductability are highly localized. Such as, in US-California if you are required to carry a cell phone as part of the normal execution of your (on-call) job-duties, your employer is required to compensate you. I've heard that some EU countries are similar, but I'm not sure which are which.

[koumdros]

There is also the subject of gray-zone aka employer bulling. In many cases employers unfortunately dont dare 2 exercise their legal rights out of fear they'll be fired or penalized.
I've worked in places where doing overtime ( no matter how much in some cases) was "part of the job" and "take it or leave it".
That doesnt mean I am against stating this I'm very much Pro. We must use whatever means available to reshape consenus towards just, egalitarian and legal work relationships.

[chris-short]

I can write this as more of a "worth investigating further in your locality" type thing.

[jstoja]

Why not just have some ready to go questions for employees wanting to implement an on-call?
Questions like:

• Are on-call without interventions paid?
• Are nights more remunerated than days? How about weekends? Bank holidays?
• Is there a minimum of time you need to be active to trigger the on-call remuneration scheme? (for example if it takes less than 30mins you might not be remunerated?)
• Is it counted in your weekly work hour number? (If you spend 8hours in on-call intervention, it might count in your 40h/week for example)
• What are the contractual musts? (see section on compensation/salary? #1 (comment))
• ...

I'm absolutely not an expert but that might be questions that need to be addressed and discussed between on-calls and HRs.