J. Crew recently joined Urban Outfitters, The Gap, Victoria’s Secret, Abercrombie & Fitch, and Bath & Body Works, by announcing that the retailer will end on-call shifts. Interestingly, these policy changes could raise employees’ awareness of potential wage issues. For example, some BCBG, Forever 21, and Williams-Sonoma employees’ claim they were forced to report for on-call shifts, but were never paid appropriate wages. While these claims will get sorted out in court, it’s a great time for other employers who use on-call time to revisit when on-call time is compensable. Remember, under the FLSA, employers should consider whether: (1) the on-call wait time is predominantly for the employer’s benefit, and (2) whether the employee may effectively use the waiting time for their own purpose. Employees are usually entitled to pay if their wait time is predominately for the employer’s benefit and they can’t effectively use the waiting time for their own purpose.