The Last Word

On-call duties: It may seem like no big deal at first ...

During the last few months, UUP leaders have met with representatives from the Governor’s Office of Employee Relations and SUNY pursuant to Appendix A-32 of the collective bargaining agreement. The purpose of Appendix A-32 is to continue discussing issues facing the union’s professionals. One of these issues is the increasing need to have our members provide services to the University after completion of their daily 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 workstation. A limited number of employees are assigned to on-call status. Their movements are restricted and they remain on-call and available for immediate recall. The mere carrying of a pager, cell phone or any other communication device does not qualify as on-call unless a member must respond and return to work. Carrying any of these devices during normal professional obligation also does not fit the definition.

Under the contract, UUP currently 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 20.17 and 20.18. 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 are in support of direct patient care. We have recently been successful in adding certain Information Technology titles at the University hospitals to that list.

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.

However, many other people get additional compensation as outlined in Appendix A-16.

What about those members who do not work in hospitals or who are not on the list, but who are required to be on-call? Here are some ideas of what members can do now and what UUP hopes to accomplish in the future:

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 this through a salary increase. Employees can — and do — get compensated for on-call by salary increases, even when their titles are not included in the on-call list. Recently, a group of UUP members did get a salary increase even though they don’t work in a hospital. Discussions are also under way at other chapters around the state.

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 become abusive. The only recourse a member has is to insist on getting some 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.

(UUP Vice President for Professionals John Marino served on the union’s Negotiations Team for the 1999-2003 collective bargaining agreement between UUP and the state.)