| ▲ | sokoloff 3 days ago | |||||||||||||||||||||||||||||||||||||||||||
As long as the on-call coverage is as specified at the time of hiring, this is just a difference in form of payment. If I receive 100 total units of compensation, I'd way rather get 100 units of base pay (and 0 on-call pay) than 90 units of base pay and 10 units of specific on-call pay. (What if the company eliminates on-call? What if I get injured and my insurance only covers base pay? Severance is usually based only on base pay; I would not be paid on-call while I'm on PTO or other paid leave, annual raise percentages typically apply to base pay, etc...) | ||||||||||||||||||||||||||||||||||||||||||||
| ▲ | dangus 3 days ago | parent [-] | |||||||||||||||||||||||||||||||||||||||||||
How can the on-call coverage be specified at hiring? Can the company guarantee that my team will never shrink or that the page rate won't increase? What will financially encourage my company to stop paging me overnight if there isn't a labor cost to the company every time an on-call incident occurs? > What if I get injured and my insurance only covers base pay? Insurance payouts can be easily based on wages that include reported commissions, tips, and overtime. They can very easily be based on an average of past actual wages paid in the last handful of months at the company. > Severance is usually based only on base pay Severance is a completely optional practice that is based entirely on what the company wants to do. I would argue that severance is more accurately based on "The lowest safe number to pay to this particular employee to make sure their termination does not become a legal risk." > I would not be paid on-call while I'm on PTO or other paid leave But also, PTO days and on-call days don't indersect. If you took time off during an on-call shift you would be trading it with a team member, so you would never lose that extra wage. Example: I'm taking a week off, it's during my scheduled on-call shift. I would normally get paid my on-call hours but I didn't this week. But when I get back from my vacation, I'm picking up an extra on-call shift because my team member covered my shift when I was on vacation. Now, I'm taking a week off, but it's not during my on-call shift. I wouldn't have been paid on-call hours this week anyway. When I get back from my vacation, I am going on my normally scheduled on-call shift. I personally have never felt compensated dynamically enough for on-call schedules. Most corporate jobs seem to pay for a sliver of the life disruption, maybe paying for half my phone and Internet bill or something like that. They all say that the on-call is baked into the compensation, but I'm not so sure. | ||||||||||||||||||||||||||||||||||||||||||||
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