Call-In/Reporting Pay

Our customers are requesting 24/7 coverage for service. We are instituting a policy to require service technicians to be on call. I would like to know what other Companies are offering as differential pay per hour to employees who are called in to work.


  • 3 Comments sorted by Votes Date Added
  • I think you will need to give a little more information. What type of work, how often are they called, how long does a typical call last, etc.
  • If you charge a premium for after-hours services, then you might consider paying employees who respond to those calls that same percentage. For example, if you are a plumbing contractor and you normally charge $60 an hour for your services and you charge a 25% premium for after hours calls, then pay your employees a 25% differential for those hours.

    If employees know their pay is increased by the same percentage as the service call, morale is not so negatively affected by having to work the extra hours. By the same token, if you charge a 25% premium to the customer and only pay employees a 10% premium, and they find out about it, and they will, then they may feel cheated, resulting in an employee relations headache.

  • Our employees receive compensation in several ways in a situation such as this. First, they receive standby pay for being available outside of regular work hours. We pay employees one hour of straight time pay for every eight hours of standby. Next, when employees are called into work, they receive pay at the appropriate amount (straight time or overtime depending on hour many hours they have already worked in the week). Lastly, they are guaranteed two hours of pay, even if the call back is for less than two hours. (Union contracts. Don't you just love them?)
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