As noted above, the number of calls received while on call is a relevant factor in determining whether the on-call period is compensable under the FLSA. In Bright, for example, a hospital required its on-call biomedical equipment repair technician to be reachable by beeper, remain sober, and arrive at the hospital within approximately 20 minutes after being called. The technician received calls while on call an average of 4-5 times per week. The Fifth Circuit concluded that the employee was able to use the on-call time “effectively for his own personal purposes” and, as such, the time spent on call was not compensable. Id. at 677-78. On the other hand, in Renfro the Eleventh Circuit concluded that on-call time was compensable for firefighters who were required to wear pagers and respond to callbacks within 20 minutes, and received an average of three to five calls, and as many as 13 calls, in a 24-hour on-call period.