(Approved by the Board of Regents on June 19, 1991)
    I.  On-Call
        A.  Eligibility
            (1)  All regular classified employees of the University
                 of Maryland System who are designated as non-
                 exempt under the Fair Labor Standards Act, when
                 required to be available to report to work outside
                 the normally scheduled hours for emergencies or
                 other unusual circumstances, are considered in an
                 on-call status and shall receive compensation.
            (2)  The institution Director of Personnel/Human
                 Resources may approve the payment of the
                 compensation to a classified employee who is
                 exempt under the Fair Labor Standards Act if it is
                 demonstrated that the nature of work is very
                 specialized or an emergency situation exists.
        B.  Provisions
            (1)  Employees assigned to on-call are required to be
                 accessible if it is necessary for them to return
                 to work.  If during the on-call period unforeseen
                 circumstances arise where the employee cannot be
                 reached or is no longer able to respond, the
                 employee must notify the supervisor immediately.
                 The employee shall be removed from on-call status
                 for that day for pay purposes unless the
                 individual had previously responded during that
                 same day.
            (2)  Designated employees shall normally be assigned to
                 on-call for a period of not more than seven
                 consecutive days (including holidays).  On-call
                 status may extend to the maximum of 24 hours for
                 each day, as determined by each department
                 manager.  An employee who is assigned to on-call
                 status and cannot be reached or does not report
                 within two hours of being contacted may be subject
                 to disciplinary action and shall be removed from
                 on-call status for that day for pay purposes
                 unless the individual had previously responded
                 during that same day.  In instances where
                 designated on-call employees cannot be reached or
                 are unable to respond, the supervising authority
                 may obtain a qualified substitute from any
                 available source.
            (3)  Employees shall be notified in advance of their
                 assignment to on-call status.  Essential employees
                 are not automatically assigned to on-call status.
            (4)  On-call assignments will be allocated by each
                 department manager on a rotating basis among those
                 employees eligible for such assignments.
        C.  Compensation
            (1)  Employees shall receive on-call pay according to
                 the rates established by the Chancellor or
                 designee for each day that they are assigned to
                 on-call.  On-call rates are published for the
                 general information of all employees.  If an
                 employee is assigned to on-call status and is
                 called to work, the employee will be paid
                 according to the on-call rate in addition to any
                 pay due for hours worked.  On-call pay shall be
                 included in the base pay for purposes of
                 computation of overtime pay.
            (2)  An otherwise eligible employee will not receive
                 on-call compensation if the performance of the
                 duties is an extension of the employee's regular
                 work day or work week.
   II.  Call-Back
        A.  Eligibility
            Regular non-exempt classified employees who are
            required to return to work on a regularly scheduled on-
            duty day after going off-duty, or are required to work
            on a regularly scheduled off-duty day are eligible for
            call-back compensation.
        B.  Provisions
            This policy applies to employees who are called back to
            work whether or not such employees are in on-call
        C.  Compensation
            (1)  Employees called back shall be credited with a
                 minimum of two hours additional work time even if
                 the time spent on duty is less than two hours.
                 This circumstance does not apply to the employee
                 who may be working overtime as a continuation of
                 the employee's normal hourly schedule.
            (2)  Normally, travel between home and work is not work
                 time.  However, where employees have gone home
                 after completing a day's work or are on scheduled
                 off duty days and subsequently are required to
                 return to the normal place of work or any other
                 location in order to perform a necessary task,
                 travel time is included as work time.
                 Additionally, such hours spent in travel shall be
                 considered as hours worked and count toward the
                 accumulation of overtime hours.  Travel time
                 counts toward the two-hour minimum call-back time.
            (3)  An employee who is called back during a qualifying
                 shift will receive a pro-rata shift differential
                 according to the policy entitled, "Shift
        This policy shall become effective July 1, 1990.
        Each Chief Executive Officer shall develop procedures
        necessary to implement this policy and submit a copy to the
  Replacement for:    UM Personnel Policies and Rules for
                      Classified Employees - Section III
                      Compensation, page III-7&8
        "Essential Employee" - An employee of a facility who has
        been designated as vital to the operation of the facility,
        whose presence is required regardless of the existence of
        an emergency condition, and whose absence from duty could
        endanger the safety and well being of the campus population
        and/or physical plant.  Examples of such employees are
        police, stationary engineers or other heating plant and
        maintenance personnel, snow removal employees, food service
        staff, hospital staff, etc.