Employment Law Questions? Ask an Employment Lawyer.
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Just for clarification: you said I'm required to be paid the time I am on call. Is that just the time I'm performing duties for the company or the entire time I'm waiting for a call out?
Secondly, you stated that reducing the amount of hours spent on call on the stipend? Meaning I shouldn't get paid until I go over the $3000 mark for the year?
Third, "crisis" time is the way the company tries to get away with not paying over time. It's almost like "flex time"
So it has nothing to do with over-time pay? I just have to calculate whether or not I have worked approximately 268 hours on call (which means I would never do more than 4 hours of "on call" a week to go into over time) to equal the $3000 "stipend."
That's were I get confused. I'm considered a non-exempt employee. Aren't I entitled to over-time pay for any hours over 40 worked during a week? Or is that time and a half pay calculated and deducted from the "stipend."
It is such a tangled web and it is very confusing. I think I work for a bunch of shifty people.