> If you want to charge different rates based on hour of the day, you should consider contract work rather than salaried.
What I'm saying is I don't want to do unpaid overtime and heroically sacrifice my weekends for oncall.
> The whole point of taking a salary is to have a predictable income, which cuts both ways.
Unsure what point about "cuts both ways" are you trying to make here. I think the company can pretty easily calculate how many non-business-hours are there within a month and allocate some money to compensate people doing oncall.
Oncall responsiblities itself are not terrible... assuming the oncall is setup in sane way. But more often than not it isn't.
Right now I'm SRE in FAANG and the deal is quite sweet: we get paid for non-business hours, we are oncall only during daytime, I can exchange my oncall compensation for extra holiday. We also have enough time to fix recurring issues, remove noise, etc. But: I would never do unpaid oncall again. I would also think twice (or thrice) before agreeing for night shifts. As it turns out putting out fires at 3 AM can burn out entire team pretty fast.
> Supporting the services you are developing feels like natural part of the job.
Paying fairly your employees for providing the support outside business hours also feels like natural part of the job. Unfortunately, surprisingly few companies do this.
What I'm saying is I don't want to do unpaid overtime and heroically sacrifice my weekends for oncall.
> The whole point of taking a salary is to have a predictable income, which cuts both ways.
Unsure what point about "cuts both ways" are you trying to make here. I think the company can pretty easily calculate how many non-business-hours are there within a month and allocate some money to compensate people doing oncall.