Anybody at TT have trouble meeting
Posted By: the minimal line requirements in 8 hours? sm on 2007-11-14
In Reply to:
I work days so I am wondering if the system is just plain bogged down. 
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I have no trouble meeting my line count - and then some. nm
So you ARE NOT having trouble meeting your line counts? sm
May I ask what your minimum line count is?
It is just a ra-ra meeting,,,
Nothing will be discussed, I was in the corporate meeting on Friay, and they basically blew smoke up our a$$
please let us know what happens at the meeting!!
x
Bet that meeting never happens now
She probably wanted to get that meeting out of the way before the pay cuts, or as she likes to call it 'leveling' - yeah it really levels you to get whacked like that - so now it will probably never get rescheduled. She wanted to say a bunch of stuff like how hard we work and how much she appreciates it and how valuable we are and don't let the door hit ya and then two days later . . . wham! Pay cuts for all!
My notes from the meeting - s/m
Apparently Acusis started in India, not the US. It's not very old - only 6 years. The CEO seems to know alot about business & making money, but not much about MT-ing. Says he's learning. They apparently have aspirations to be THE largest MT company not only in the US, but globally. He thought he could do it from India, but found he couldn't, partly because of the fact that some US medical institutions don't want offshored work. Others will allow PART of their work offshore (like radiology, etc.), but not other work. So instead this would be what he called a Hybrid US+India company. Hmmm.
So, according to what he said, he feels the best way to grow the company FAST is to also have a US MT force, so clients have a choice. They will have to pay more for US transcription, though he assures us the Indians are also good. (Yeah, RIGHT!) Initially the two-tiered business platform made sense to me. But other comments made later in the meeting made me wonder about what the REAL truth might be. Among other things, they plan to buy many other US MT companies, as well. DRC is just the first. He seems to think bigger is better. Having worked at PAMC since it was smaller, and seeing how nasty it got when it was bigger, I certainly don't agree.
Someone asked the question about the less-skilled, or even the accurate, but slower transcribers' role there. For now he seems to want only top-notch people, but later says how having a plan for bringing less-skilled MTs up to speed would be a good thing. Some questions sounded slightly hedged or evaded, and sometimes had the words for now thrown in, like maybe we weren't going to notice them or something. This had to do mainly with questions about change as it affected us. Red flag.
When asked about all the extra management people after the merge, he said that for now there was a seat for everyone on the bus. But he also allowed as how his company has always tended to have more execs than they really needed. Well, that certainly is one of the problems at PAMC, and it seems to cause them to continually find fault with the MTs, if for no other reason than to make themselves look good. So that was another rather loud warning-bell I heard.....it's a management-heavy company.
Re: Pay/Benefits - He says so far it'll remain the same. He wants it well above average, but doesn't specifically say whether or not MTs are part of that plan. He does say that by improving the software, etc., they can make the MTs more productive, and thus enable them to make more money. I didn't particularly like that part, either.
One thing that DID sound good was that although we would have to change over to Acusis' 401K (and who knows how good it is.....), he says they'll match it with 3%. Well, to me that isn't exactly MATCHING.... but I guess if you put in $100, they put in another $3.
Their company goals were:
- Global world-class customer satisfaction (sounds kinda' generic, but whatever...)
- Service flexibility & choice of options (the Hybrid-thing).
- Create the strongest organization (so they can gobble up & digest the competition?)
- Have the best technology (boys do like their toys.....)
I guess we'll lose the nice DRC software we're using now. He says he wants to have a new, blended software platform that will be called AcuSuite 3.0. It is supposed to have enhanced user-friendliness (hard to believe, if it's not written by someone who knows a LOT about MT!). He also mentions back-end speech-recognition.
He also mentioned that he was a leader in his church. (Oh, pul-eeeze! Not more holy-rollers trying to take over the healthcare industry!?!?) Definitely a red flag in my book.
The Future Plans are:
- To acquire more MT companies.
- To develop a repetitive model to acquire and integrate future acquisitions.
Again, all this talk about growing, merging, acquiring -- has nothing to do with the nuts & bolts of MEDICAL TRANSCRIPTION. He talked about MONEY, a LOT. But not MTs making money - but instead about his goal of having this be the world's BIGGEST and WEALTHIEST MT company. I don't think anyone can have those kind of aspirations and stay honest or have their employee's best interests at heart for very long.
One person brought up the fact that the Chief Officer of Acusis-India desires India to dominate the medical information field worldwide, and wanted to know if he intended to convert the clients from US-transcribed to Indian-transcribed. His answer was very ODD, and most certainly got me wondering: It was that it was his belief until 55 minutes ago. (Whaaaat?) He tried to clarify that by saying he used to think domination of the MT industry could be done solely through India, and that now he believes it cannot. But, either way, all this domination talk makes me uneasy.
Another question was How do US clients view the above statement by the C.O.O.? He admits it was viewed with skepticism. He also says hes been trying to take our clients for a long time, now. (What???) (I guess he tried from India, couldn't do it, and so now has come onshore.)
When asked about accrued vacation time, and would the MTs be able to keep it, the answer was YES. (Though said he doesn't yet understand DRCs system of accrual of vacation time according to Keystrokes typed, or how much can be carried.
In the first 100 days they plan to:
- Integrate talent, IT, Processes, Benefits.
- Establish performance goals, alignment.
- Retain only high customer satisfaction performers who get results. (Does this pertain to management? MTs? Everyone? What exactly does this mean? This wasn't clear).
- Continue to have quarterly conference calls. (Jeez .... even semi-annually would be more than I could stand.)
Later he says the MTs are where the rubber meets the road. (Good analogy, but will Acusis follow through on their statement that they consider the US-based MTs to be a valuable part of the company?) I wonder if he is aware of how many people are ready to walk out RIGHT NOW, just based on their strong ties with India?
Well, anyway, that was my take on everything, from all the notes I took. I don't plan to do anything rash.... and will instead just keep on typin' and see what develops. If I like it I'll stay, if I don't, then I guess I'll leave. But I won't cross that bridge 'til I come to it, as it's still too early to tell how the takeover will ultimately go. What we were told could be the truth, or it could all just be smoke and mirrors.
What kind of meeting? nm
nm
Supervisor meeting...
nm
I believe it was actually a big meeting of suits,
ya know, the real thinkers and shakers, at some annual meeting or something. I know of one manager who had to slink back to the office - there were offices in those days - with his tail between his legs, as the word beat of the monkeys beat him back to the office. It was horrible. Happened probably a good 10 years ago, though, so its been their mentality for a long time.
I had the pleasure of meeting D several years ago
when you actually had to fly to Maryland to train before you worked for Signal. To say I was impressed is an understatement. I liked her immediately. D is one of those people that you meet and feel like you have known your entire life; the kind of person everyone wants to be around. Her personality comes across over the phone as well. D genuinely cares. I'm sure others know her far better than I do, but how could anyone have ANY interaction with her and not know she cares? What other company can you email or call the head honcho, as busy as they are, and have them actually talk to you and address your concerns? When I see someone being critical of D, all I can think is that person must not know her at all.
Carlotta, thanks for the positive post and for putting things in perspective. Sometimes we (me included) focus on what is wrong instead of what is right. I feel sheepish for doing that. I have worked in a hospital, for MDI, for other companies and had my own accounts and in not one of those situations was there always, or even usually, a happy medium in regard to work flow. Too much or too little, feast or famine. I should know that by now, and yet I have at times let myself forget it and slip into a negative attitude.
Those of us at MDI-MD really do have a good thing. Maybe we should appreciate it more and complain less (me included).
I wasn't asking for the meeting minutes.
I wasn't even asking what is said. I wanted to know if they were sold. I DO NOT want to get hired into that company if they are off-shoring, plain and simple. A simple e-mail would have sufficed instead of attacking a simple question. You think they would have told this potential hire that information BEFORE I entered the company? No worries, I am not jumping onto that boat anyway. Will take 2nd choice.
Easy! I was invited to the meeting...
...and it's an account I work on. Everyone else who works on this account was also invited to the meeting. Otherwise why would it matter to the casual passer-by? Clients are not to be named on this board... or did I get that wrong, too?
Looks like poster anon was at the meeting too.
And you jumped down her neck as well. Are we in need of some Midol?
What meeting? I just left but would sure love to know
what is going on with OSI. I was there for four years. TIA
meeting line counts
I guess I am confused as I have not actually worked for Amphion, but my sister works there, is constantly changing accounts and having to do 2nd and 3rd account to get her lines, and consistently meets 2000 lines a day in about 6-1/2 hours. I don't understand how you could not meet their minimum line count...
I was counseled about not meeting my lines
when I had some personal issues that were making me very unreliable over several pay periods in a row...not just a day here or there, but I was only meeting about 60% of my lines for about 6-7 weeks.
I got a professional email offering to place me on a p.r.n. basis at a lower line rate, or get my act together and keep my promise by being reliable.
I looked at what was keeping me from making my lines, straightened out my issues (including having an outpatient surgery for something that had been dragging me down). After making my lines for 2 paychecks, I was sent another email thanking me for getting things fixed and patting me on the back for being the MT the person writing believed me to be.
They never dropped my pay. In fact, a few months later when I was able to increase my lines even more, I got a raise.
The point was that I committed to lines that I wasn't meeting (not due to lack of work) and they counseled me before giving up on me. If I hadn't pulled myself together, we would have parted ways. I needed that kick in the bum. I feel it made me a better MT and it made me feel better about myself in general. No one has ever said a word to me about not meeting my lines for lack of work...in fact, I usually get emails where they acknowledge the issue and reassure the team everything will be okay.
I think they are very professional, but they do have high expectations, which is why the best of the best work there.
I was told that it was going to be brought up at their next meeting...
hopefully something like that will be set up because I think it would be beneficial...
SPI account managers meeting
Well, Well....The account managers are at a conference in Nashville once again...I have heard rumors that some of them are going to fight for the MTs to get paid for headers/footers once again!!! GOOD LUCK TO THEM!! The last time they had a big account managers meeting like this (sometime last year) both my account manager and senior account manager left the next week!!!! Wonder how many they are going to lose this time??? I heard there is plenty of work now, but the problem is there isn't anyone left to type it, so they are trying to work to death the ones that are left...what a mess!!!
Do you have any problems meeting production?
What's "out of work" for you? Are you meeting your
minimum line count or barely scraping by?
Any comments on the Acusis/DRC meeting?
Sometimes change can be a good thing, BUT...I have to say that I wasn't feeling too warm and fuzzy by the end of the call. What's with letting go of key people? Or maybe I haven't been with Acusis long enough to know that it happens all the time, just part of the business.
Also not feeling too thrilled about the change from KS to LPH. I thought I'd lucked out and found a company who understood the nitty gritty of production and paid fairly, but now they're switching to how everyone else does it. I'll wait and see how it shakes out (once they get it together and figure out the magic conversion formula) but why am I thinking it's going to be downhill from here? Or maybe it's just a mild case of paranoia...like MQ deja vu all over again.
town hall meeting
I agree. This is very much a listening meeting, basically a pep rally about how great Webmedx is and how they put the employees first. Unfortunately this is not the case demonstrated by the amount of posts here and the lack of work for those of us who have given so much to this company. Now we sit with nary a thing to do.
Raises were not the purpose of the meeting.... sm
Did you not hear it said that prices are down 25% overall in the industry over the last few years? How can a company give you a ____ cent-per-line increase if the industry prices are down?
Did you not hear about the technology they are implementing to help the MTs increase productivity?
Increased Productivity = Increased Paycheck.
Overall, I came away from the meeting with a very good feeling. I'm sorry if it was not the same for you.
Precyse MTs - Big meeting tomorrow
The big MT conference call meeting for all Precyse MTs is tomorrow. Anybody know what this might all be about?
also dock your pay for not meeting QA standards..nm
xx
You're welcome! Likewise to you! Nice meeting you!
Maybe I'll see ya in MQ world!! 
I haven't had the pleasure of meeting her or any of the liaisons, sm
but I do look forward to the part of the new forum with photos and profiles posted. It will be interesting to see if my mental pictures match the real thing.
I'm like you ... I do tend to fret and worry when work is slow, even though I know that ups and downs tend to be the nature of the business. I do believe, though, that everyone at MDI does the best they can to look out for us. It still doesn't stop me from worrying when I run out of work, but I do not feel angry or blameful ... just sometimes wonder if I can find an electric pole to plug my computer into if I become homeless (smile).
Thanks to you, C, and D for the positive posts. 
You are so correct! Years ago at an AAMT meeting, sm
we asked a local risk management physician lecture us. He stated, Your company (or office) is only as good as its worst employee.
I will tell you why you aren't meeting the line count...
Other places more fair. If line count fairness isn't important, stick with Amphion. Also, work DOES run out and you are put on other accounts with nit-picky specifics.
Any comments on today's DRC/Acusis meeting? NM
x
Most companies have a 2 week training period and if meeting
production and QA one can opt out of it early.
Any company not meeting payroll on time is not worth it.
I wouldn't wait around. There is no excuse for them not to meeting payroll once, much less twice.
it's called meeting turnaround time, as a team. NM
X
Just got an E-mail about a Webmedx town hall meeting
Is it typical for decreased pay for not meeting line requirements? sm
 I know every company is different but has anyone had their pay rate decreased for failure to meet line requirements? I have heard of taking away benefits, etc. before but never heard of decreased pay rates for IC because of this nor have I ever heard of the pay rate being different for full time versus part timers within the same company. I have health issues causing my lack of meeting line requirements. It isn't because I just don't want to work. I guess this is just another tactic to take money out of our pockets and into theirs like the pay rate isn't low enough already. Geez by the time I cover my expenses as an IC, I doubt I come out with anything anyway. I might as well just work for free for the government to donate all my money overseas!
Has anyone ever figured out how much difference is needed in pay between IC and employee to cover average expenses related to the job? I know standard is 1 cent usually and that does not cover my expenses.
She was talking abt not meeting standards in a short time - sm
like a week. Doesn't sound like she was good enough to keep around for longer.
I hope the not meeting line count was due to being on your part and not due to lack of work or I'
be ticked off. I can see if someone just didnt do their line count for whatever personal reasons but I have heard of people saying they couldnt do their line counts due to lack of work. That would stink if it was through no fault of their own that they were punished.
The platform they use is horrible and slows you down with regards to meeting daily line count. Also,
QA can be bitchy, however, if you know your stuff and nip that bitchiness in the bud early on, they don't bother you later...except for one. She's rude and vague in her f/u comments, so there is really no way around that one except not to take it personal.
Just got an E-mail about a Webmedx town hall meeting coming up. Those are NEVER good news. FYI.
I predict they will announce that, due to tough economic times, they will cut the VR rate. You know it is going to happen.
Yes!! I have been having trouble with that
for some time now. I am just not happy with them because I am on two accounts; one I can get 300 lph on, but they give me the bad one, which I can only get about 120 lph on. I dunno why they do this. I am looking for work elsewhere. It stinks and it will not change obviously. I have been with them a year and am so sick of their games!!
I did not get in trouble...
and I did not get a reply, but I am complying with the email to restrict email at HIS to business only.
The MT who emailed me was just mad at what I had written and she expressed that she felt that what I said did not represent her feelings.
not a bad rap?? Huh - what about the trouble they
got in for not paying overtime? How is it that some people get to be on the same account all the time, while others had to jump from account to account throughout the day? Maybe you are on one of those hospital accounts that is paid through the hospital and not Diskriter - because that is the only way you would be happy and THAT IS THE ONLY WAY THAT DISKRITER will leave you alone to do your job. I can't tell you the number of phone meetings I had to take part in, away from my line count production to listen to garbage and stupid pep rally crap. I'm glad I left when I did, because others I know left as well.
well I have had no trouble with them.
xxxx
I had the same trouble with them.
I've posted this before. She had to put her dog out that kept barking in the background. She wanted to know why I left my previous job on-site (duhhh). It does not take rocket science to figure that I wanted to work from home. I would be skeptical to give out office/physician names of your accounts if you have any. It makes me wonder if they want some of this information so they can target the offices you work for and go in for the kill. Is this just me being paranoid? This can be a real cut-throat profession. 
D&L is in trouble, better get out
while you can. I would call tech (if they still have a tech guy left) and then Donna... For your own sake, get out while you can... They have no intensions of paying the people they owe. I would not let them get behind in your pay.. when the excuses start, stop typing.. I should have long before they owed me three paychecks. Good luck. Does not sound good though. Are the phones still on?
Of course they got in trouble (sm)
As you said, they were dictating ALL parameters  . Did you take a few minutes to read the article that I posted? It clearly states what an IC contract should include, which in part is the definition of the project, the deadline for when the project should be completed, and the rate of pay for the project. It also states that a company can refuse work from a contractor that is not to standard. The article confirms everything that I said from the beginning of this conversation.
Trouble too, not just you! sm
I also have had trouble making my line count! I don't think it is just you. However, I have been with many, many companies in the past few years and I just keep running out of work at all of them, so I'm staying put for now because at least if I run out here, I get paid. I keep track of every minute I am out of work. I was just switched to a new account (quite difficult), but at least I always have work and I think I can get used to the difficulty. Oh, how I miss the days of doing 300 lph and actually having money, though!
Have you had any trouble getting -
I recall a couple of posts in the last month or so claiming DV doesn't pay. Have you run into this problem yet?
You trying to cause trouble sm
I am here working today. I have not received even a single email telling me to work, not a thing!
I didn't have work the first hour today, but I went and did something else for an hour, came back and I have had steady work since. I even have some of my favorite things, which is unusual in the morning.
If you could just hear yourself!
why go through so much trouble?
I don't understand why the company went through so much trouble, risking their name/reputation, and the chance of a law suit, knowing that it could be proven that you did not send the email yourself if you indeed didn't. Why didn't they just let you go. If any of what the previous poster stated is true, they had reason for dimissal, if you frauded your timecard, if you constantly complained to co-workers, etc. If any of that was true, they could have fired you for those reasons. Why would they go through such drastic measures to fire you, that's what I can't understand. I'm not saying I don't believe you, just seems hard to believe a company would go through all that. What's your thoughts, why would they do this instead of just letting you go?
Not much, it seems, except cause trouble.
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