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https://www.lawyers.com/legal-info/labor-employment-law/wage-and-hour-law/pay-for-on-call-time.html
Your employer must pay you for all time you actually spend working. For example, if you are contacted while on call and spend half an hour on the phone helping a client with a computer problem, you must be paid for that time.
https://webapps.dol.gov/elaws/whd/flsa/hoursworked/screenEr80.asp
On-Call Time. An employee who is required to remain on his or her employer’s premises or so close thereto that he or she cannot use the time effectively for his or her own purposes is working while on-call. Whether hours spent on-call is hours worked is a question of fact to be decided on a case-by-case basis. All on-call time is not hours worked.
https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/whdfs22.pdf
On-Call Time: An employee who is required to remain on call on the employer's premises is working while "on call." An employee who is required to remain on call at home, or who is allowed to leave a message where he/she can be reached, is not working (in most cases) while on call. Additional constraints on the employee's
https://www.employmentlawhandbook.com/employment-and-labor-laws/states/connecticut/wage-and-hour/hours-worked/
On-call time. Connecticut minimum wage laws require employers to count time spent by employees on-call for emergency services as hours worked for purposes of its minimum wage and overtime requirements if the employees are required to stay on the employer’s premises or at another designated location. CT Statute 31-76b(2)(B)
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