California Employment Law
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I just rated the first response as excellent but submitted an additional question. I am hoping it will be naswered as well. My work is trying to take away the non productive pay they provided due to not payin gus the wages to carry the pager. Others who are on call recieve $6/hr to carry the pager whether they get paged or not and have smae call back guidelines that they must return page within 15-30 minutes. We are told that we can drink, take medication, travel while on call but that if we fail to respond, we will get penalized on outr evaluation. They paid us 1 hr compensation for any length of phone call and 2 hours if we needed to log into our system no matter how long it took. Can they take that away and only pay us the productive time and still not pay us to carry the pager?
Are there any legal repercussions to me as the employee if I do not answer the page since guidelines for carrying the pager are not clear and concise.
Also - my job requires that I have broadband internet access to access their system but consider this a convenience to me - legally can I say no to supplying this for them. They do not compensate me for the internet service, my computer or when they utilize my personal cell phone.
Are there any laws to protect me regarding all of this. The research that I have done on my own, of local businesses in same industry, are paying their employees for what my employer is not, can I use this when speaking to HR?
Please explain to me what an at-will employee is.
Can you further clarify what you mean by the laws in this area are pretty one-sided in favor of the employees, do you mean the employers? Where can I get more cmplete information on those laws?
The statement in my job description only states that I will provide 24 hr rotating assistance to our service desk, (which right now due to lay-offs I am providing 24/7 call) it does not state that the job requires me to have the services I described. The hospital provides me a pager, can I only put contact information as my pager and not provide the convenience of immediate anytime response in regards to my cell phone and home phone?
How is it legal if I am an hourly employee who then is being requested to carry a pager but allegedly able to do anything personal while carrying it but if I can't respond or fail to respond, I could potentially get fired? This does not mke sense. My job requires the access of a computer but if I am engaging in my personal life, I do not have a computer in my back pocket.
I am sorry to beat a dead horse but trying to determine what I can do in all of this.