Also, their pay scale can be found on their website if interested.

• Anyone with recent experience with Sten-Tel - Job shopping
  • Sten-Tel - bonnieblue
    • The only things I heard about them - and this was recent is that the pay is low
      • Pay is low and... - sm
        • 2.5 is very low for IC. What does - sm
          • ASP is their own platform they use for straight transcription. - nm
        • Also, their pay scale can be found on their website if interested. - nm

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I found this website for a company with that name--

http://www.123transcriptions.com/

states you can use a serial port, but they also have a USB one.

http://www.startstop.com/sst_specs5.asp

The only thing I have found so far is www.bestprn.com

appear that they are a new company and from what their website says sounds like they are pretty green.   Copyright on the website is 2004, which doesn't necessarily mean anything.  If you use the name and then online.com that is their website address.  I don't recognize the name of the person listed, though that doesn't mean a whole lot either  - LOL.  My mom had a saying when my dad would some I didn't know that.  She would say the library is full of things you don't know.  

I did QA work, not MT work, so I'm not sure.  I think it was around 8.5 cpl, but not positive on that.  Give a call to the recruiters, they'll let you know for sure.

There are 3 levels of employees:

Level 1is clinic, ER, urgent - start out at 7.4 cpl work up to 7.7 cpl

Level 2 is Hospital H&P, consults start 7.8 cpl work up to 8.1 cpl

Level 3 is All Hospital/ESL start at 8.25 cpl work up 8.5 cpl

after 13,500 you can earn an extra 0.25 cpl for incentive pay.  This is 65 chara line count w/spaces.  10 an hour while in training.

Other places pay more.

I did send them an email and explain that my expectations for transcribing all work types in acute care would be 10 cpl.  They start out at 6.  That's a canyon of difference!

It also bothered me that pay is based on which shift you work.  It seems to me that goes into the gray area of IRS guidelines of control for employee versus IC status.  I need to work split shifts.  Also, I am more inclined to work when there is work and if there is no work during my shift, how can I make money?  I asked if they could negotiate some of these issues with me and they stopped communicating with me.  I'm glad I went with my instinct and did find someone else who gives me the flexibility, line rate and work types I wanted.

Does Diskriter pay biweekly or the 1st and the 15th?

If other professionals in the healthcare field have pay scales they know they can count on to go no lower than a certain rate, surely we can have the same established for us MTs and MEs.  This is not a profession you can just take up on a whim, as some people think when I tell them what I do.  There are so many facets to doing this job correctly -- having a good ear for accents and garbled speech, common basic language knowledge, medical terminology, grammar, spelling, the list continues.  It is so outrageous that we have not been given our fair share of respect and a cut of the money pie. 

I am tired of people in management getting theirs while we do the hard work as they crack the whip for every little thing.  This profession is so rewarding when done correctly by EVERYone who participates (hello, docs) and everyone benefits when everyone does their part with respect for those who come behind or before them.

Companies who offer wages that insult us should not be worked at.  Those companies who take away line rates and incentives and bonuses and never give raises should also be boycotted.  If the bottom line is the almight dollar on their end as to their business practices, then so be it for us as well.  We shouldn't work for less than what we are worth.  Newbies are newbies and have to pay their dues and learn the trade.  There should be a pay scale for the first two years specifically for them.  After that, it should progress as the years add up, 3-5 years, 5-10 years, etc.  

The thing is, I don't know how to go about getting this considered and implemented.  Perhaps we would have to collectively ignore or boycott those companies who treat MTs poorly.  As long as there is someone who is willing to work for them under their rules, it will continue.     

I am making much, much more now.

I would not expect more than 8 cpl for straight typing, no matter how many years experience and about 4 cpl for VR if you are employee.  They won't tell you pubically in a conference call because this is probably something you can negotiate on hiring, but there are ceilings, and don't hold your breath for a raise after the starting rate is estabilished.  Incentives may or may not be included...like the more you do, the more you get paid per line, again, something to negotiate.  Also, weekend and shift differentials ARE given, but another negotiable factor.  Hope this is of some help. 

Cannot help with insurance cost, as the only one I get is dental for myself and hubby, which is very good, and is $18.00/pay check ($36.00 month).