I am one of three full-time paid firefighters plus our chief, in a Georgia small town fire department. Our shift consists of 24 hours on duty, 24 hours on call and 24 hours off. During the 24 hours I am on call, I am required to carry a pager and respond to the station when the on-duty firefighter has an emergency call. We run both city and county calls out of one station. On my on-call day, I must stay in our county within 20 minutes of normal driving time to the station. I must respond to man the city station if the on-duty firefighter has a call.
Presently, we are not compensated for our on call days unless we actually go into the station but as you can see, we are extremely restricted during this 24 hour period. What rights do I have on this matter?
I have contacted the Labor Department in Georgia and am waiting a response. I have been told thus far that my city can claim "condition of employment" since I took the job 18 years ago with knowledge that call-time is handled in this manner. Also, the Labor Dept tells me that my hourly rate will be figured on a scale using minimum wage including my hours worked as well as call time. Then that amount will be compared against my actual salary. If I make more in my actual salary than I would make if being paid minimum wage for all hours worked plus call-time, then I may not have a case. Is this true? Over the past 18 years I have finally worked up to a "decent" salary and have thus "given" the city many hours I will never receive compensation for through this call time. My city already claims overtime exemption which they are able to do legally.
Any assistance or information you can give me regarding this matter is greatly appreciated.
Presently, we are not compensated for our on call days unless we actually go into the station but as you can see, we are extremely restricted during this 24 hour period. What rights do I have on this matter?
I have contacted the Labor Department in Georgia and am waiting a response. I have been told thus far that my city can claim "condition of employment" since I took the job 18 years ago with knowledge that call-time is handled in this manner. Also, the Labor Dept tells me that my hourly rate will be figured on a scale using minimum wage including my hours worked as well as call time. Then that amount will be compared against my actual salary. If I make more in my actual salary than I would make if being paid minimum wage for all hours worked plus call-time, then I may not have a case. Is this true? Over the past 18 years I have finally worked up to a "decent" salary and have thus "given" the city many hours I will never receive compensation for through this call time. My city already claims overtime exemption which they are able to do legally.
Any assistance or information you can give me regarding this matter is greatly appreciated.
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