Emergency Consultation Compensation
- Alternate Work Location
- Breastfeeding in the Workplace
- Children in the Workplace
- Chosen and Legal Name and Gender Change Policy for Students, Faculty, and Staff
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Criminal Background Screening
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Eligibility for Rehire
- Employment of Relatives Policy
- Employment Reference Policy
- Essential Employees
- Family Medical Leave Act (FMLA) Policy
- Marine Operator Drug and Alcohol Testing Policy
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Paid Family Leave Policy
- Political Activity
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- University of Florida Standard Operations
- Vulnerable Persons
- Working Remotely Abroad
- Working Safely and Maintaining Workplace Health Standards
- Workplace Violence
Type of Policy: UF HR – Classification and Compensation
Effective Date: December 2018
Last Revised: December 2018
This policy clarifies Emergency Consultation Compensation as set forth in UF Regulation 1.101 – Compensation. This policy provides additional information regarding non-exempt employees called at home to assist with emergencies, this is considered “time worked” and must be recorded as such.
This policy applies to non-exempt TEAMS, USPS, and OPS appointments.
If non-exempt employees are called at home to assist with emergencies, this is considered “time worked” and must be recorded as such. Only non-exempt employees are covered by this policy.
Management should avoid calls to non-exempt employees at home after their regular work hours if the employees are not officially “on-call” (see On-Call Pay and Callbacks). Non-exempt employees may be called in emergency situations with the approval of appropriate supervisors.
Time spent by non-exempt employees who respond to off-duty calls will be considered “time-worked,” and the employees will be compensated for a minimum of 15 minutes. Time worked should be documented on the employee’s time record. Supervisors will be held accountable for all off-duty time worked by an employee. The Fair Labor Standards Act (FLSA) states that “work performed at home must be counted as time worked if the employer knows or has reason to believe the work is being performed.”
On-call and callback policies will continue to apply to situations where employees are instructed to remain available to work during off-duty periods.
Payment of emergency consultation compensation is initiated in PeopleSoft’s Time & Labor process using the appropriate time reporting codes.
For additional information please see UF HR – Time and Labor myUFL Toolkits
Reporting Questions or Violations
The following is the department [is responsible for overseeing implementation of and assuring compliance with this policy. This is who to contact with questions about the policy or to report suspected violations:
Failure to comply with this policy could result in disciplinary action, up to and including termination.
|01/07/2003||Classification & Compensation, UFHR||Policy initially adopted|
|12/11/2018||Classification & Compensation, UFHR||Revision to Procedures, Resources updated|