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section on compensation/salary? #1
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I would love to have this! However, someone else needs to write it, because I have very little experience with these points. |
Another complicating thing: the laws governing compensation and tax-deductability are highly localized. Such as, in US-California if you are required to carry a cell phone as part of the normal execution of your (on-call) job-duties, your employer is required to compensate you. I've heard that some EU countries are similar, but I'm not sure which are which. |
There is also the subject of gray-zone aka employer bulling. In many cases employers unfortunately dont dare 2 exercise their legal rights out of fear they'll be fired or penalized. |
I can write this as more of a "worth investigating further in your locality" type thing. |
Why not just have some ready to go questions for employees wanting to implement an on-call?
I'm absolutely not an expert but that might be questions that need to be addressed and discussed between on-calls and HRs. |
Adding additional stuff to Datacenter kit
Something like:
you should be compensated if your company asks you to work on a holiday, either with alternative days off or a bonus. can discuss with your boss or other oncall engineers
if you have to tether to solve a pager issue and your company doesn't provide you with a mifi, you can write off the cost of your phone plan at tax time. (at least in the US)
if your pager calls/texts your cellphone, and your company doesn't cover it, you can write off the cost of your phone plan. (at least in the US, as far as I understand the tax code)
Probably the same is true if you have to respond to oncall pages using Internet at home
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