Worse, in an exercise reminiscent of companies offering unlimited PTO, "not on-call," when read between the lines, could really mean "always on-call." I currently work with teams that operate this way, and the amount of burnout is staggering.

I've found the best way to screen for those sorts of problems is to ask everyone in the interview about their personal habits, instead of about process. Don't ask about vacation policy; ask when's the last time your interviewer went on vacation. Don't ask about the on-call rotation, ask about what issues came up outside work hours in the last month.