Reporting and Call-In Pay Policy

Coverage

Hourly, nonexempt employees are covered in this policy.

Purpose

The purpose of this policy is to guarantee a minimum number of hours or a minimum amount of pay as required by state law for employees who either a) report to work at their regularly scheduled time and are sent home early or b) respond to a call-in for work between the time they leave their shift and begin their next shift.

Reporting Pay

Eligibility

1. Employees will be eligible if they were not notified [enter time frame] in advance of their shift either by their supervisor or other management personnel that they are not required to report for their shift. Whenever possible, employees will be notified prior to the end of their previous shift or as soon as possible when they will not be required to report.

2. Employees will not be eligible if they fail to accept and satisfactorily perform any suitable assigned substitute work for a consecutive four-hour period.

Payment

1. No work available. If an eligible employee, as defined above, reports to work and no work is available, he or she will be paid a minimum of two hours at his or her regular hourly or base rate and sent home.

2. Work is available. If an employee is assigned and accepts work after properly reporting, he or she should receive a minimum of four hours’ work or four hours’ pay at the higher of his or her regular job rate or the job rate of the assigned work.

3. Overtime. Only hours actually worked will be included in the computation of overtime for the week.

4. Shift premiums. Applicable shift premiums will be paid for all time worked or credited during that shift.

Call-In Pay

Definition

A “call-in” is defined as an unscheduled request made by an appropriate management official for an hourly employee to return to the employment location to do unforeseen or emergency work after leaving the plant or location at the end of the regular shift and before the beginning of the next regularly scheduled shift.

Policy

When responding to a call-in, an employee will be given a minimum of four hours’ work or four hours’ pay at the higher of his or her regular job rate or the rate of the job assigned. Only hours actually worked will be used in the computation of weekly overtime. Applicable shift premiums will be included in call-in pay.