Every state has different labor laws. Each hospital has different needs. Good luck!

• just need some feedback on this - see message - --
  • I would relocate... - NotTiedDownMT
  • Is this the job in Aroostook? - darwin
    • no, not in Presque Isle - Aroostook - sm - -
  • Personally, I would relocate for the type of job you describe sm - Long-time MT
    • to long time MT - the cost of living is about the same as the midwest - sm - -
      • There are always a few thorns among the roses ... sm - Long-time MT
  • With technology progressing the way it is, - no need to relocate
    • I know exactly what you're saying, but in this case - - -
      • Yes, but who on earth would relocate for a $10-15 an hour job? - no need to relocate
        • who would even accept a job for $10-15 - unless you have another job or don't need the m
          • 10-15 an hour for 8 hours is better than nothing for 8 hours when there is no work. - Me
        • yes relocation fees. And it is not 10-15/hour ... unless you're a slow transcriptionist - -
  • I would never relocate for a job. - not I
    • I would relocate if - they could find me a Prince Charming
      • so what you're saying is . . . - bettyboop
  • Well, personally I would love to relocate; however, sm - Exp MT
    • the hospital will ONLY consider FT - absolutely positively no PT or IC - -
      • Every state has different labor laws. Each hospital has different needs. Good luck! - ExpMT
  • see message - -
    • Winters are not mild - they are just winters. Some snow, but nothing to worry about. sm - NorthEast
    • location - curious
    • again could you narrow down northeast, maybe county/state info would help - nm
      • I live in the Philadelphia suburbs. The original poster sm - Northeast
    • I live in the Northeastern also - it is beautiful here! nm - NorEastern
  • what town are you in? if you don't want to be that specific then maybe county/state info - nm

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I don't know of any companies like this because they have to verify the # of hours you work.  Most places require a set # of hours per week, if you are full time often 32-40 hours, PT 20-32.  All I have dealt with require the hours be met more importantly than the lines, they have to have staff to cover set hours for client needs.  If your lucky enough to type 250 lph, apply for part-time, then you'll only have that 6 hour day you are looking for and not be obligated to type longer, then if you don't meet the line requirement in that time, you'll still have room to type longer without costing the company OT if you need to type another half hour or hour longer than expected to get there.  These companies have to be very careful to keep track of the hours because they are required to pay OT for anything over 40 hours, and they have a minimum line count so they know the have people that can get the work done instead of people that aren't disciplined to type from home.  All of this is just what I have seen in my 12 years as an MT, may be different for other MTs. 

HAPPY THANSGIVING...  Could somebody point me in the direction I am needing to get the independent contractor labor laws.  And can an employer tell you that you can submit your work in an e-mail if you cannot get into your system.  Doesn't that break confidentialty laws?  Anyway I am needing to know how IC work, works.  Can I set my own hours?  If I am too sick to work for a day and I tell my employer can they charge me a penalty fee?

I would appreciate any help I can get.

Regardless of all the bull dished out by the MTSO companies, especially as it pertains to VR, i.e., We're cutting your pay 50%, so you'll have to work twice as hard - but you're going to LOVE the platform.  Also get tired of hearing about Learning Curve and wonder if my grocer, landlord & hungry kids understand this learning curve concept. 

However (and the MTSOs can like this or lump it) WE MUST BE PAID FEDERALLY-MANDATED MINIMUM WAGE for workers with employee status - whether straight typing, VR or being required to babysit computer during no/low work.  Of course, it's exploitation to cut wages in half from an already insultingly low rate & most MTs are surely feeling the pinch.  But whether 2, 3, 4 or 10 cpl ... minimum wage must be paid.  (Sorry Suits/MTSOs - the law is there for a reason!)

In my state, the number one reason to qualify for unemployment is lack of work, even if you are still employed (a lot of circumstances to consider here).  The company can threaten you all they want about production but if they are not providing the work, that is their fault.  If they let you go, you DO qualify IN ANY STATE if it is for lack of work.  The unemployment here has a 1 week waiting period, but apply for it ASAP.  It is only going to be about 50% of your regular income though.  This is determined by the highest amount of quarterly pay you received in the last 5 quarters. If there is any unemployment office near you, they can answer your questions.  You can even apply online there with a counselor available to help you if you have any problems. 

rules and regulations re. unfair labor practices.  I don't just mean the BS with the IC and set schedule baloney.  What about:

1.  Requiring an employee to work a set schedule of hours, but not being paid for your time, just the actual lines produced during those hours.

2.  Being told during your set, scheduled shift/hours (which you're not being paid for, remember?) that, sorry, no work or work is slow, but you can't take the day off, because, what if everybody decided to take the day off.  Ergo, must sit glued to seat until work comes in.  Needless to say, line quota not able to be met in the specific schedule you're bound to but not paid for.

3.  Told at end of week you must make up line quota or, (take your choice):

a) Lose bennies for that month.

b) Expect a phone call (who is paying whose phone bill?  I know who's paying mine, and that's why the Almight invented voicemail).

c) You lose job w/o cause... it's in agreement, after all. Hire Indians or other US MTs who are desperate and who'll work for $0.01 less than you are.

d)  We take your first-born (That's next.. with what they are allowed to get by with).

d) 

I just saw above where you had worked for DSG. That was another I had considered in the past but saw quite a bit of negative at one time. May I ask why you left DSG?

Thanks!

tt