One issue that is facing our professional members is the need to have them provide services to the University after completion of their professional obligations; specifically, being on-call.

“On-call” is defined as being required to be available to return to work within a reasonable period of time after completing the professional obligation and having left the work station. A limited number of employees are assigned on-call status on a rotating basis. Their movements are restricted and they remain on-call and available for immediate recall. Carrying a pager, cell phone or any other communication device does not qualify as on-call, unless a member is obliged to respond and return to work. Carrying any of these devices during a normal professional obligation also does not fit the definition.

According to the 2007-2011 contract between UUP and New York state, UUP has a mutual understanding with management that employees in the Appendix A-16 list of titles and services are eligible for on-call and recall pay as provided in sections 20.16 and 20.17. Also, upon mutual agreement between the state and UUP, changes may be made to the titles on the list. The union is restricted, however, to those employees who support patient care.

On-call—as a way of providing services during off-hours—is very common in the health care industry. In some cases it is part of a member’s job. Doctors and high-level administrators are frequently on-call as a part of their normal duties.

What about those members who do not work in a hospital or whose titles are not on the list, but are required to be on-call? 

Members who are told they will be on-call in the future should insist that it be made part of their performance program and that they receive a salary increase for this “permanent, significant increase in duties and responsibilities.”

Members who are already on-call should discuss, with supervisors and chapter leaders, how to work out recognition for their on-call obligations through a salary increase. Employees can—and do—get compensated for on-call by salary increases, even when their titles are not included on the on-call list.

Let’s face it: In this world of technology, it is increasingly common to have work extend into our personal time. It may seem like no big deal at first, but it can easily be abused. The only recourse a member has is to insist on getting some type of compensation for this increase in duties.

Our long-term goal is to have all UUP members who participate in on-call duties compensated as outlined in the contract. In the meantime, members who believe they are eligible for on-call pay should contact their UUP chapter.