Compensation for standby status will be determined by the degree to which an employee's free time is restricted. The factors considered in determining if standby pay is appropriate are:
- The FLSA exemption status of the employee (see below)
- Restrictions on the employee's location
- Expected response time to return to work
- The number of other employees available to be called
- The frequency and urgency of calls received
Employees who are asked to leave a phone number or carry a pager, but who are free to attend to personal matters without restriction, are not eligible for Standby Pay. Employees are paid Standby Pay only if, while on standby, they are so restricted that they cannot pursue normal personal activities.
The typical Standby rate is $2.00/hr. If there is a valid business need within the organization to vary from this rate, the department should contact the appropriate HR Consultant to determine a rate that is more appropriate to its business need.
Non-exempt, non-union employees who are called to work while on Standby will be paid at their regular rate of pay for the hours actually worked, subject to FLSA overtime provisions. (Also see Section 7 UAPPM 3500.)
Employees in FLSA Exempt positions are not eligible for Standby pay.
For bargaining unit employees, please refer to the appropriate union bargaining agreement.