I am the manager of a decent sized R&D org in a company on the order of Yelp’s size and not only do I find this inexcusable on Yelp’s part, but where I work we would put the firing manager into a training/coaching program to sensitize him to the work life balance needs of his team. If he refused he would probably be removed as a manager and perhaps shown the door.
I work for large adtech company in France and out here oncall is paid (even if you’re not called) and we never intrude on personal time unless there is a major disaster, and even then there are almost always enough folks being paid to handle the oncall event to take care of things.
We do have R&D offices in the US and I don’t know the specifics of HR policy wrt oncall there, but everyone rolls up to the French HQ so I know it remains human-first.
I work for large adtech company in France and out here oncall is paid (even if you’re not called) and we never intrude on personal time unless there is a major disaster, and even then there are almost always enough folks being paid to handle the oncall event to take care of things.
We do have R&D offices in the US and I don’t know the specifics of HR policy wrt oncall there, but everyone rolls up to the French HQ so I know it remains human-first.