This being said, my company does try to comp out the over time. Send them home an hour early one day or half here and there. I don’t like this part, I feel they should keep the over time.
In the good ole days they were offered a free apartment for servicing the properties residents 24/7. Now days I think they pay a whole hour drive time.
We have an on call service that filters out the unnecessary calls...only emergencies get through to our techs. Our techs make $17 an hour, no cell phone reembursment. Only on call every 3 weeks. Clock starts when they get the call and stops when they get back home. They get time and a half. Mileage is reembursed though.
The Board of Labor states they are on the clock the minute the call comes in and that would include travel time when on call.-or if you don't pay OT, you would have to comp it out the same work week
We pay for two hours from the time the call came in and if it goes longer it’s added on. If the schedule slows down by Friday they can go home early if possible.
Our on-call policy mirrors dept of labor requirements - pay for time responding via phone, some travel to property (I think 30-min limit), time spent working. There might be state law where you are, but federal (FLSA) DOL reg's will pretty much define. You can offer other incentives, but make sure they are properly paid and reported (IRS).