FMLA - Depending on your state
Posted By: GayleMT on 2008-06-29
In Reply to: FMLA only gives you the right to be out - the only pay you would get would be saved PTO or short-ter - Amanda
might pay. I remember reading NJ just passed FMLA with up to 12 weeks pay (you'd have to be employee status though because it's taken from state disability funds you're paying into) and I think CA also provides for paid FMLA now. My state doesn't pay for FMLA, but does temporary disability and maternity is covered under that.
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depending on what state you live in - sm
you could possibly be hired by another hospital IN THE STATE you are in and go to work at home, or you may be considered for a position at Diskriter that is hiring for a Florida hospital, but again, it depends on what state you live in. The Florida hospital can hire from about 7 other states, but if your state is not one of them, then you are out of luck.
depending on your state, incorporation not necessary..sm
I did not incorporate....the state I live in allows you to be a sole proprietor, and I think 3 states allow this...where you are the employer and the employee. I still submit 1099s on the privates to the IRS along with MQ's W2-W4 that they give us....and so I also do a schedule C for the sole proprietorship for the MTSO part of my business. *S*
They do not pay for FMLA. That is
just protection put in place by the government to hold your job. The only way you would be paid is if you have vacation/PTO time or sick time available for use. You can be off with FMLA, but not paid if there is no PTO available for you to use.
FMLA-MT
Is this part new? I worked for a national and had FMLA 3 times between 2006-2008 and none of the paperwork said anything about the below.
*Are employed at a company that employs 50 or more employees within 75 miles.*
FMLA
Just one point. No, they do not have to always approve it. There are certain criteria that have to be met including that the person must need full-time care, they are unable to feed themselves, and I forgot the other, but I do know those 2. My daughter had an emergency C-section a few months ago and has an 18-month old at home. She was not allowed to lift either child for 4 weeks after the surgery due to some complications so couldn't pick the baby up from her crib or pick her up 18-month-old to change diapers nor could she herself get in and out of the shower, walk steps (laundry) or basically even get in and out of bed. My FMLA was denied because my daughter could still feed herself. She is an employer lawyer and had told me right away I wouldn't get FMLA, and she was right. It will only be approved if it meets all the criteria.
FMLA
Is true, They must hold your job for 12 weeks, I guess since they do most of their business in India now they think they don't have to follow Federal law.
what about FMLA, does that apply? nm
x
Quit Job-FMLA
Laurie, First I want to offer my since condolences on the loss of your father.
I lost my mother 5 years ago. I don't have much good to say about my former employer, Spheris, but I will have to give them credit regarding their 3-day bereavement policy. My mom was in the hospital about a week before she passed. At the time I was working M-F, 2nd shift My brother called me the night she went into the ER, thinking she might pass that night. I emailed my supe and went to the hospital. When she did pass a week later, it was just after midnight between F-S, so I had the weekend off. The funeral was on Monday. I took my 3 days M-W and even asked for an extra day and got it as regular PTO. This was at a time when there were 3-4 hurricaines in Florida, where Spheris was based at that time and they had a lot of employees fleeing for their lives and the work volume was super high. I felt a little bad leaving them in the lurch, but I certainly took the time allotted.
As far as your FMLA, why wasn't it approved? By federal law they have to approve it. If you have PTO, you have to use that first and then any additional time is, of course, unpaid. Last year, my son was in a near-fatal accident and I applied and was granted full-time FMLA for the first week and then intermittent FMLA thereafter. Of course, I had a ton of PTO accrued so getting paid wasn't an issue for me. At that time, I worked a split a.m. and evening p.m. shift. I tried to work in the a.m. and p.m. and go to the hospital in the afternoon. However, if I needed to go in the a.m., I just emailed my supe. My son lived, thank God, and when he came home from the hospital he had many followup Dr. appts and many of them were in the a.m. due to Dr's office scheduling. I used my FMLA as needed with approval. Occasionally I made up time.
I don't really have much advice regarding what to say on job aps after quitting.
I know this is very long, but I just wanted to tell you that you have my sympathy for your ordeal. Maybe it wasn't the best to quit, but I would still like to know why they didn't approve your FMLA? Email if you want to talk further.
Sincerely, Lorie
Unless something has changed, health insurance rates vary state by state, so we may not have the
info you need. I'm an IC so I don't have benefits.
FMLA only gives you the right to be out - the only pay you would get would be saved PTO or short-ter
x
FMLA for the birth of a child
I work for Spheris and am questioning their FMLA policy. They are telling me that while I'm eligible for UP TO 12 weeks of FMLA, they are only approving 6 weeks after the birth of my child. According to what I read and understand about FMLA, for the birth of a child you are entitled to the full 12 weeks but HR is telling me that it's up to them to decide what I am able to take off and right now they feel I only need 6 weeks unless they have a doctor's note to extend it (which my doctor will not provide as there is no medical reason at this time). Everyone else I know gets the full 12 weeks and has never had a problem with their employers so I'm wondering who is right.
You are correct. The state that rules is the state the employee lives in.
My state laws has is spelled out in their Code. If another state does not withhold, they are fined heavily and if they don't withhold for years, their fines are pretty bad. I worked for a Florida co that did not withhold income tax for my state even after I brought it to their attention in the state code. They kept saying that they would eventually and never did. After two plus years and when I left, I made it known to my state all the conversations, the state refunded me all late fees they charged me and then said they were going after the company in Florida because they had many employees in our state. They deserved it. They knew better.
Found this description of FMLA eligibility
Employees eligible for leave under FMLA are those who:
· Have completed at least 12 months of service with the company, and
· Have a minimum of 1,250 hours of service during the 12 month-period immediately preceding the
commencement of the leave, and
· Are employed at a company that employs 50 or more employees within 75 miles.
What if you've already used FMLA leave before, or you think you may use it again in the near future?
You may wonder if you still have FMLA leave available to you. TriNet uses a rolling 12 months
measured backwards from the date an employee uses any FMLA leave. In other words: you’ll look at the
end date of your requested FMLA leave, then look back 12 months to determine if you’re still entitled to
any of your 12-week FMLA leave within that period.
go to their Portal, put FMLA in Search box, click FAQ.
nm
MTSOs have a unique loophole in the FMLA Federal
MTSOs have a unique loophole. I got caught up in it a couple of years ago when trying to use medical leave for my personal medical illness.
Here are the Federal Requirements:
EMPLOYEE ELIGIBILITY
To be eligible for FMLA benefits, an employee must:
• work for a covered employer;
• have worked for the employer for a total of 12 months;
• have worked at least 1,250 hours over the previous 12 months; and
• work at a location in the United States or in any territory or possession of the United States where at least 50 employees are employed by the employer within 75 miles.
The loophole for MTSOs is the last one …”50 employees… within 75 miles.” MTSOs can interpret that to mean “50 employees who WORK FOR SPHERIS” within 75 miles of EACH OTHER. So, if you live in the middle of Wyoming, there may not be 50 employees within a 75 mile radius of your home. Thus, the loophole, which some MTSOs actually do use.
HOWEVER, some employees do have a counter-loophole. States also have FMLA requirements, and the State that you live in supersedes Federal requirements. In my case my Sate does not have the “75 mile radius” requirement, so after I contacted my MTSO and informed them of that, they backed down and approved all the leave I wanted.
Check out your State requirements to see if they are different. If they are not, if you can survive with 6 weeks and want to keep your job, I would not rock-the-boat any further. Personally, I would use those 6 weeks to find another employer who is more employee friendly, if there are any left out there.
Good Luck and Congratulations on the new Baby.
The state you live in or the state where the MTSO is located? nm
nm
If company is in state that has no state taxes
they are not required to take out state taxes. It's enough to keep up with your own state tax law code, could you imagine having to stay abreast of 49 other state tax codes? The cost would be huge and ultimately passed on to us by lower line rates. Regardless of who owes the tax, someone has to pay it. Just a matter of convenience I guess.
Not state by state, federal labor law - sm
and you don't have to be asked. If you work it, asked or not, they have to pay time and a half OT rate for hours worked over 40 in a week.
Taken right from U.S. Dept of Labor -
An employer who requires or PERMITS an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Employees covered by the Fair Labor Standards Act (FLSA)MUST receive overtime pay for hours worked in excess of 40 in a workweek of at least one and one-half times their regular rates of pay. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest.
Extra pay for working weekends or nights is a matter of agreement between the employer and the employee (or the employee's representative). The FLSA does not require extra pay for weekend or night work or double time pay.
Different state to state. You would be surprised to find
IC can be defined differently state to state. Even the IRS cannot come up with a definitive set of rules. You would be surprised how many ICs actually get unemployment in some states. If the unemployment claim form asks specifically if you are an independent contractor, do not lie, but if it does not, do not volunteer it. Let the company prove you are a true IC according to the rules of your state. All you lose is a few minutes filling out the claim form. I would only do it as a last resort. If you can find work fast, by all means go for it, but the way things are now with all the VR and off-shoring, it is a backup if you cannot find work. No one should go hungry because they are afraid to file for Unemployment as an IC.
depending on who you ask
If you ask me, not hardly. Lets see, six weeks back pay still owing, heard more people are quitting and have not been paid, heard IRS is investigating, the district attorney is in the loop now as well as Department of Labor. How many girls are still owed?.... It will not settle down with D&L until they PAYUP! I will make sure of it!
Depending on DC
A friend of mine has a chiro account she's had for 15 years. She charges 0.12 per line and a line is a line no matter how long it is (none of this gross line crap). Not all chiros are cheapskates!
Actually, depending on where you are
They use Fedex and the actual charge from there to GA is $16 and some change so when I worked there they did make money off of that.
sometimes it can take a while, depending
on how busy they are, but if has been a few days you can email them and ask...... that's what I did
For me 3-5 hours..depending on
how focused I am that day, how many interruptions I have, whether the system is running slowly, etc.
Depending on where you live (sm)
this could be a very good position for you. The people I used to supervise (pathology transcriptionists in-house) made about $15-19 per hour depending on how long they had been there. This is in Southern California, though, where employers will pay a little more when transcriptionists are scarce.
Depending on your proximity to them I'd allow
it a couple more days. DH company mailed his 1/30, in the same state, took 2 days to get here. If you don't have it by the first of the week call them.
Probably depending on the position sm
but I imagine most will want to see a 98 at least. Some might be more forgiving, especially with a somewhat newbie? You'd be required to maintain a 98+ during employment so I don't think they'd want to start anyone much below that.
Depending on the company, sometimes
direct deposit to kick in and you'll be mailed a paper check until then. It all depends on their bank and their procedure. Some banks require a test run to validate the acct being deposited into. Have you asked or inquired about it?
Depending on the company you might
One company just cut QA pay 30% and up, so that might not be a good idea, although, MT pay cuts will probably happen soon here too.
Depending on the account
ER reports have a really good potential to be a big money-maker. Lots of normals and a lot of repetitive statements you can put into your expander. Not to mention the fact that the work is usually far more interesting than acute or clinic work.
IMO, 7 cpl is a decent rate.
They should take out state taxes for the state
nm
It varies from state to state
nm
Varies from state to state
My own state recognizes partial unemployment, too, when your work gets cut down to half of your regular workload/income.
Anywhere from 3 to 10 hours, depending on speed,
experience, ESLs, interruptions, platform, etc.
About 4-5 for me depending on how many ESLs slow me down on any given day.
x
I average 20-25 depending on the radiologists who are on.
I work in Radnet, use Shorthand and do all types of exams. I am paid by the report one rate but a much higher rate for IRs.
depending on length of the reports,
that is 2 less Americans employed in their own country and the taxes that would be collected for that income missing. How patriotic of Transcend. These companies only think of their own pockets, never the needs of the citizens of the country in which they live. Selfish, greedy, .......................
Not so, depending where you live...100,000 is not that much money.
x
Axolotl does have ESL, but depending on the account, you may not see any all day
As for your other questions, pay is always on time. Paid twice monthly. Pay periods 1 to 15, 16 to end of month. Direct deposit available first thing in the morning. Have been on OT for last 4 months. Depending on what accounts you have and if you are Acute Care or Clinic, OT could go on for many more months as Axolotl is rapidly expanding. You don't have to stress about ELS because Editors are available by IM and depending on what your schedule is, you may only deal with 1 editor; almost have her as your personal sounding board. They are always willing to answer questions, even give you a toll free number to call if you can't reach them by IM. The Editors and Management are always available to answer your questions. Out of the 5 big national companies I have worked for, personally, I think they are great (I would say the best, but someone will accuse me of being a recruiter if I do -- I am just a new employee who loves it there). You could certainly do worse. 
they hire in all states; depending on what
state you are in, determines if you can be SE if that is what you are looking for.
I have heard anywhere from 3.5 to 5 cpl depending upon your experience.
When there is steady work, they are awesome. Sometimes, it is feast or famine.
Depending on mood it could be _____Head. (sm)
   
depending on your experience, lots sm
of companies will take you part-time even if they SAY they only hire full-time. Most of the time part-time is 6000 lp pay period. I work for a company part-time right now and they really needed somebody M and F and every-other Saturday adn they don't hold me to the line count requirement. Just depends on the days you are willing to work sometimes.
It is nice to HAVE A LIFE!
I would say it's a little lower than average depending on your experience
but I think with them the more you type the more you get paid. For each level there is a range. My advice would be that if 6 cents is the most you can make with them, there are other MT jobs out there. I was offered a job with them too so I know that the benefits to me were impressive. It was hard to turn them down.
They have lots O' work depending on the acct.
If you're on an account with terrible sound quality and very heavy ESL, then they have tons of work for you. If the particular account has no problems with the platform, you can bet there won't be work. They advertise all the time because they have tons o' work on certain accounts and they have tons o' turnover in both accounts and MTs.
Depending on the reason you may not qualify for unemployment...sm
If an employer has good grounds for dismissal then unemployment won't be awarded.
Old posts said easy to work for, but your pay would never go over 7 or 8 cpl depending on
s
Depending on where you live, there are many facilities hiring.
Check with Radiologix. They had an ad running for MT, pay well with great benefits.
If you check around, there are many other facilities hiring in-house if that is what you prefer. Some are hiring at-home employees also with a better setup than what you describe.
Pick yourself up! Don't let it get you down. Life can be much much worse.
Really, if you were in a room full of people and everyone threw their problems into the middle of the floor, you will see you really have no problems at all!
Good luck to you!
Depending on the account your placed, this is not bad place to work.
If your on the Escription account, run and do not look back. Work often runs low and the stuff you get is horrid (ESLs) etc. and it is almost impossible to make any money. These are VR accounts. So, if your not on a VR account, you will most likely like it as far as pay on time and decent benefits. I had to quit because I either had no work or crappy accounts where I made no money. Obviously, it was more beneficial to find another job for me. Communication leaves a lot to be desired.
It's all relative. Depending on where you live, that might not even pay for an apartment. nm
nm
A bit strong. Transcend is good depending
I have worked with them in the past and returned 3 months ago. I am on a really really difficult ESL account, and I am having a learning curve to get to my full-time lines. But, the team lead and my regional manager have been a safety net for me by being very supportive and always addressing my concerns. I must say my account is not for the faint of heart, but the Beyond TXT is fine for me and I am getting there. The major reason why I am sticking out the learning process is because of my supervisor is so supportive and flexible with me taking longer to get my lines. I just about make my bills, and did not make the sign on bonus which is a negative. However, I will stick it out b/c I know that I can do it and make good money here. If you can do ESL and get a good supportive supervisor I would suggest you give it a serious consideration. I do believe there is money to be made at this company and there are a lot of people who have been there many many years. Good luck to you.
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