My data is pretty old, old enough that the person on call carried a pager (remember those?), but very similar comp structure. I remember, because the on-call costs hit my budget directly.

1. Time on-call was paid at 25% of normal hourly rate. (Maybe holiday premium boosted the base rate? I can't remember.) 2. Issue-resolution pay was the normal overtime rate, including shift premium and holiday premium, from the time the pager went off until the issue was cleared. 3. The person on call had to: a) be able to get to the plant in 20 minutes, if necessary, but remote support was perfectly fine and paid the same. Only resolving the issue mattered, not where you did it. 4. The person on call had to remain sober and work-ready the entire time on call.

It's 3 & 4 that justify the 25% pay for carrying a pager. Friend having a party? I'll have cranberry juice, thanks. Fresh snow in Tahoe? I'll have to miss it this weekend.

Restricting someone's movements and social life without compensation is simply abusive. As an industry, we need to stop.