When it comes to employment in California, it`s important for both employers and employees to understand the state`s on-call agreement laws. An on-call agreement is a work arrangement where an employee is required to be available to work at any time, but may not actually be working. In California, there are specific legal guidelines that apply to on-call agreements that both employers and employees should be aware of.

Under California law, on-call time is considered hours worked if the employee is required to remain on the employer`s premises or so close that they cannot use the time effectively for their own purposes. This means that if an employee is required to be on-call but is free to leave and engage in personal activities, that time may not be considered hours worked.

Employers must also ensure that on-call employees are available to work during the on-call period. If an employee is not able to respond to an on-call request due to personal reasons, such as caring for a sick child, they cannot be penalized or retaliated against for their failure to respond.

To protect both employers and employees, it is recommended that on-call agreements be put in writing. This can include details such as the length of the on-call period, the employee`s compensation during on-call hours, and the circumstances under which an employee may be called in to work.

It`s important for employers to also ensure that on-call agreements comply with California wage and hour laws. This includes paying employees for all hours worked, including any on-call hours that qualify as hours worked under California law.

In addition, employers should be aware that on-call agreements may impact an employee`s ability to qualify for certain benefits, such as unemployment insurance. If an employee is required to be on-call but is not compensated during those hours, they may be able to apply for unemployment benefits during the on-call period.

Overall, on-call agreements in California require careful consideration and compliance with state laws. Employers and employees should work together to create on-call agreements that are fair and reasonable, and ensure that all on-call hours are compensated appropriately.