{"id":94,"date":"2008-08-10T20:21:49","date_gmt":"2008-08-11T00:21:49","guid":{"rendered":"https:\/\/old.visionpayroll.com\/kb\/?p=94"},"modified":"2008-08-10T20:21:49","modified_gmt":"2008-08-11T00:21:49","slug":"us-department-of-labor-issues-opinion-letter-on-on-call-time","status":"publish","type":"post","link":"https:\/\/old.visionpayroll.com\/kb\/2008\/08\/us-department-of-labor-issues-opinion-letter-on-on-call-time\/","title":{"rendered":"US Department of Labor Issues Opinion Letter on On-call Time"},"content":{"rendered":"<p class=\"MsoNormal\" style=\"margin: 0in 0in 0pt; mso-margin-top-alt: auto; mso-margin-bottom-alt: auto;\"><span style=\"font-size: 10pt; font-family: Verdana;\">The US Department of Labor recently issued non-Administrator signed <a href=\"http:\/\/www.dol.gov\/esa\/whd\/opinion\/FLSANA\/2008\/2008_05_23_08NA_FLSA.pdf\" target=\"_blank\">Opinion Letter FLSA2008-8NA<\/a>. Although Opinion Letters only apply to the exact set of facts and circumstances presented in each case, they are a valuable aid in understanding current interpretations of the Fair Labor Standards Act (FLSA). Unlike signed Opinion Letters, unsigned Opinion Letters do not \u201c<span style=\"color: #000000;\">provide a potential good faith reliance defense for violations of the FLSA.\u201d <\/span>This Opinion Letter discusses whether on-call time is compensable under the FLSA. A non-profit ambulance rescue service requires employees to be on-call from 6 am to 8 am and from 4 pm to 6 pm five days a week. The employee uses a pager while on-call and must respond to call with the ambulance within eight minutes. The question to be answered is whether the employee is \u201cengaged to wait\u201d (compensable) or \u201cwaiting to be engaged\u201d (non-compensable). During the winter months, when there is an average of one call every four hour shift, the frequency of calls along with other factors mandated that the employees be compensated for their time. During the non-winter months, when calls were usually zero, one, or two <em style=\"mso-bidi-font-style: normal;\">per week<\/em>, the on-call time would be non-compensable. State laws may provide rules that are more beneficial to the employee and must be followed. Contact <a href=\"mailto:info@visionpayroll.com\" target=\"_blank\">Vision Payroll<\/a> if you have questions about this Opinion Letter.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>The US Department of Labor recently issued non-Administrator signed Opinion Letter FLSA2008-8NA. Although Opinion Letters only apply to the exact set of facts and circumstances presented in each case, they are a valuable aid in understanding current interpretations of the Fair Labor Standards Act (FLSA). Unlike signed Opinion Letters, unsigned Opinion Letters do not \u201cprovide [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[4],"tags":[164,82,47,162,158,163,151,45,89],"_links":{"self":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/94"}],"collection":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/comments?post=94"}],"version-history":[{"count":0,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/posts\/94\/revisions"}],"wp:attachment":[{"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/media?parent=94"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/categories?post=94"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/old.visionpayroll.com\/kb\/wp-json\/wp\/v2\/tags?post=94"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}