Re: OOONNNN CALLLL!!!!!tolonggg....

by **Kay** Sat 30 Jan 2010, 4:20 pm

malas nak cerita....................... OOONNNN CALLLL!!!!!tolonggg.... - Page 3 Icon_rolleyes

by **kainkapan** Sun 23 May 2010, 1:27 am

huh.... aku kuar jek hari aku onkol... no tepon aku dah letak kat klinik... kalo ade kes col... aku pun ada hal gak nak di uruskan...

by johnbritto Sun 23 May 2010, 9:50 am

Pertanyaan : Jika sesuatu klinik tu ada 2org ppp dan 1 org doc &
Seorg ppp dan doc duk kuaters,adakah ppp seorang lagi yg x duk kuaters wajib buat on call??? abg2 senior tolong jawab soalan ni..tq

by **fateh** Wed 02 Jun 2010, 9:44 am

klu aku... ade kes, layan jela... nk buat ape lagi dh keje.... nak marah pun x guna, bukn ader org nk dgr, kekadg kesian gak kt drebar... diorg pun sama gak... so keje la dgn fisabilillah...

by **AMO DINO** Sun 06 Jun 2010, 2:07 am

wat oncalll.......dok qrts lg baik cepat sikit nak respon
tp duduk luar pun rasenya taklah jauh sgt dari klinik pasal tu le kena war oncall gak.
MO jgn dok harap sgt.... hampeh...... klu ada pekara berbangkit kita yg akan disalahkan nanti.....takda nyer nak bantu pertahankan kita.
hentam kita lg ada.

by **asrol** Wed 21 Jul 2010, 9:23 pm

yea btl2 eden sokong sgt...sbb pengalaman eden pun de jgk kena cm2 hehehehehhehe

by **azrunia** Mon 16 Aug 2010, 10:42 pm

by **treatters_virus** Wed 29 Sep 2010, 9:24 am

fateh wrote:klu aku... ade kes, layan jela... nk buat ape lagi dh keje.... nak marah pun x guna, bukn ader org nk dgr, kekadg kesian gak kt drebar... diorg pun sama gak... so keje la dgn fisabilillah...

hmmm.... layan ja la...skrg ni kalau hg x dak tnggjwb len x pa la, layan ja la.... post ni aku bukak sebab nak bg org dengar.. nak cari org sependapat,senasib....cari hak!!
drebar? depa ada elaun oncoll kan? fisabilillah.... memang betul.... lg ikhlas kalau hg x mintak gaji... sedekahkan gaji hg tu kat mana2 tabung amal.... keja memang niat kerana allah.... Evil or Very Mad

by nik syahrezade Tue 09 Aug 2011, 10:07 am

sabar la yer..masalah ni dah berlarutan berzaman dah..itula ramai leni MA wat perangai...pakai baju putih ala drebar bas sampai pencen...

by **fateh** Tue 08 Nov 2011, 4:34 pm

treatters_virus wrote:
fateh wrote:klu aku... ade kes, layan jela... nk buat ape lagi dh keje.... nak marah pun x guna, bukn ader org nk dgr, kekadg kesian gak kt drebar... diorg pun sama gak... so keje la dgn fisabilillah...
hmmm.... layan ja la...skrg ni kalau hg x dak tnggjwb len x pa la, layan ja la.... post ni aku bukak sebab nak bg org dengar.. nak cari org sependapat,senasib....cari hak!!
drebar? depa ada elaun oncoll kan? fisabilillah.... memang betul.... lg ikhlas kalau hg x mintak gaji... sedekahkan gaji hg tu kat mana2 tabung amal.... keja memang niat kerana allah....

bro, klu nk ckp pasal tanggungjawab, sumer org ade tanggungjawab bro, bukn ko sorg je, bukn ko sorg je yg byk ngan besar tanggungjawab... org len pun panas hati gak pasal isu ni, tp xde lah smpai nk kondemkan org len... berfikir bro, junior PPP masuk forum ni tgk cmni rupenye senior PPP... Cool

...cuba ko tgk skrg, ko nk cari hak kan... ko tgk lah... kita berbahas kt cn, last2 MO yg dapat macam2 dlm bajet 2012, kita dapat pe.. berfikir sblm berckp bro... tepuk

by YAB88 Sun 01 Jan 2012, 4:05 pm

Asalamualaikum, salam tahun baru 2012 kepada semua warga PPP 1 malaysia.

On call sudah menjadi tugas kita sejak dari mula lagi adanya jawatan PPP ini,semada di klinik atau hospital,kepada yang terlibat oncall mestilah kena oncall kecuali atas sebab2 tertentu ,cuma yang kita minta pihak kerajaan boleh meningkatkan jumlah rate duit oncall tersebut ,dah berpuluh tahun sudah belum ada pertambahan elaun oncall.kalau MMA boleh meminta meningkat duit oncall kpd MO ,mengapa PPPM tidak bertindak sedemikian. TQ

by geeker888 Thu 10 Jul 2014, 6:30 am

The US Supreme Court first articulated this test in Skidmore v Swift 323 US 134 (1944). It continued its reasoning in Armour & Co v. Wantock, 323 U.S. 126 (1944),ruling that time spent by fireguards during on-call shifts directly following active shifts was compensable. Fireguards, while on-call, could not leave the premises, so they were engaged to wait, even though the actual work they did during the on-call shift did not average more than 30 minutes a week. Similarly employees expected by the employer to be within 20 minutes of the work premises and reachable by phone were engaged to wait and therefore entitled to be paid for their on-call time in Pilkenton v Appalachian Regional Hospitals Inc. 336 F. Supp. 334 W.D VA 1971). In Bright v Houston Northwest Medical Center Survivor, Inc 934 F.2d 671, (5th Circuit 1991) cert. denied 112 S.Ct. 882, however the court ruled that on-call time for a biomedical equipment repair technician required to be on-call 24 hours a day, wear a beeper, restrict his alcohol consumption and be able to report to work within 20-30 minutes of being beeped was not compensable. Mr. Bright, who was called in only four or five times each week, was paid for all time spent responding to the calls and was able at all non-duty times to conduct all personal affairs, including sleeping, going shopping, going to the movies or restaurants and many other activities, was waiting to be engaged, not engaged to wait. The focus is on how much the on-call time impacts on the employee’s personal/private life.

by geeker888 Thu 10 Jul 2014, 6:32 am

On-call time
Some employees are required to be on-call, and technology has made it easier than ever for companies to get in touch with staffers.
Those staffers, however, may or may not be on company time when they’re on-call.
There are few hard-and-fast rules — and lots of gray areas — when it comes to compensating employees on-call.
These situations, when contested by workers, are almost always settled on a case-by-case basis.
Here are six tips that employers should keep in mind when determining whether or not on-call workers must be compensated:

Strict geographic limitations. Generally, if the on-call requires people to stay in a close geographic proximity, then it’s compensable. There’s no one answer regarding how close employers can ask employees to stay to the work site. But requiring them to stay within a five-minute drive would almost always require they be paid for that time.
Restrictions on movement. When an employee is required to stay in the same place – whether it’s a work site or at home – most rulings have come down in favor of paying the employee.
Quick-response requirements. Then there’s the consideration of how much time a company gives an employee to respond to a call from work. Again, there’s no one hard-and-fast rule. But courts have generally decided that requiring employees to call back within 30 minutes is not overly restrictive. Anything less than that might be.
Uniform requirements. If employees have to wear uniforms, that’s a sign that personal use of their on-call time is greatly restricted and they should be paid for that time.
Frequency of calls. The more calls employees get, the more likely it is they’re considered “on duty” and need to be paid. For example, the DOL has stated that EMTs who get more calls in the winter, when there are more weather-related accidents, may be owed wages for their on-call time during those months. But that is not always the case during times of the year when emergency calls are less frequent.
Prohibiting employees from switching shifts. The more freedom employees have, the more likely it is they are not required to be paid.

The best way employers can determine if on-call time is compensable is to ask: If employees aren’t called, can they use the time as they see fit?
If the answer is yes, if employees are generally free to come and go on their on-call time, then they are not considered to be on duty and only need to be paid for the time actually spent working.

by geeker888 Thu 10 Jul 2014, 6:37 am

1.Strict geographic limitations
2.Restrictions on movement

[b]3.Quick-response requirements
[/b]
[b][b]4.Frequency of calls
[/b][/b]

[b][b]yeah.. 4 point daripada 6... kita menang kes.. sila bayar on call PPP penuh.. 1 minggu bleh dapat rm2000...[/b][/b]

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