I routinely email lowest-to-highest rate offered sm

• NetMed - Teri
  • I routinely email lowest-to-highest rate offered sm - .
  • e-mail address for NetMed - Archer
    • NetMed - Archer
  • Teri... - sm
    • NetMed - Teri
      • Well I just re-sent my resume to the corrected email address he gave. - kath2210
  • careful with this one - exNM
    • NetMed must have changed a lot in 5 years. sm - MT and worn out
      • OK THIS IS NUTS. - kath2210

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nm

they give you so many different accounts to learn all the instructions for.  Some have as many as 20 to 30 new accounts per day.  It's not worth it.  Are you sure you really need to learn VR?  I'd stick to straight transcription.  It pays way better.

Also, I saw an ad for them for $12.50/hour. It seems they are leading the charge to push down MT salaries.  

In addition, they do not pay based on experience.  My 25+ years in acute care teaching hospitals in EVERY specialty counted for nothing.

BTW, when I changed jobs, I spent exactly FIVE reports on full QA and then was turned loose, immediately meeting their daily requirements. So I think Spheris is a better fit for those with very little experience and needing heavy QA. They must pay MTs so little because they have big overhead with QA.

Wow 7 cents and then also the exchange rate, I forget what my MT email friend said it was.  Gad you are making zip per hour.  Glad you are happy with it.  Not me. My friend has some of her own accounts and charges $20 and hour.

Oh well, guess you are happy.  She is unhappy with %20 an hour.

I doubt I will change jobs.  There are no other offices, just different account managers, and mine is the best one, and the one with the most experiences.  My accounts are extremely heavy ESL and I do really well with them, over 300 lph. 

However, she asked about the platform and, unfortunately, it is awful.  It is clunky, slow, and screws up constantly.  That is what I was answering, the question regarding the platform.  My opinion is hardly an isolated one among the company MTs.  The ones who find it as workable as you say are very rare. 

I have been looking for an MT Employee job for a couple of months and I have noticed that more and more job opportunities are asking for Independent Contractors rather than Employees.  Out of the hundreds of MTSOs out there, I could only count less than 2 dozen MTSOs who offer employee status. 

Between off-shoring to India and VR, it has almost become impossible for a single MT to make enough to pay the mortgage, etc.  Medical Transcription is becoming a secondary employment in two-worker households.  If some of the MTSOs who hire ICs would admit that they are actually hiring employees and treat them as such, MTs might have a better chance of getting paid what they are worth.  With less than 2 dozen MTSOs offering employee status, they can pretty much set their wages and we are stuck with it if we want any benefits at all.  They are on the verge of almost a type of price-fixing or monopoly.  We need more employers to create more competition for the well-trained MTs looking for work. 

There is an ad for employment as an INDEPENDENT CONTRACTOR – Editor at $10.00 per hour.  After the Editor pays taxes and Medicare, etc (which can be 20 to 30%), they are actually working for less than minimum wage. 

I am interested in knowing if anyone would take a position for this wage and also if you think this is actually an Independent Contractor or really an employee. 

Below are the IRS guidelines for IC versus employee. 

I think if the IRS audits this company, the MT will be stuck dealing with the IRS for years to get their money back. 

WHAT DO YOU THINK?   Is this IC Editor job really IC or employee? 

Thanks. 

*****************************************************

In determining whether the person providing service is an employee or an independent contractor, all information that provides evidence of the degree of control and independence must be considered.

Facts that provide evidence of the degree of control and independence fall into three categories:

1.    Behavioral: Does the company control or have the right to control what the worker does and how the worker does his or her job?

2.    Financial: Are the business aspects of the worker’s job controlled by the payer? (these include things like how worker is paid, whether expenses are reimbursed, who provides tools/supplies, etc.)

3.    Type of Relationship: Are there written contracts or employee type benefits (i.e. pension plan, insurance, vacation pay, etc.)? Will the relationship continue and is the work performed a key aspect of the business?

Type of relationship refers to facts that show how the worker and business perceive their relationship to each other.

The factors, for the type of relationship between two parties, generally fall into the categories of:

·   Written contracts

·   Employee benefits

·   Permanency of the relationship

·   Services provided as key activity of the business

Written Contracts

Although a contract may state that the worker is an employee or an independent contractor, this is not sufficient to determine the worker’s status.  The IRS is not required to follow a contract stating that the worker is an independent contractor, responsible for paying his or her own self employment tax.  How the parties work together determines whether the worker is an employee or an independent contractor.

Employee Benefits

Employee benefits include things like insurance, pension plans, paid vacation, sick days, and disability insurance.  Businesses generally do not grant these benefits to independent contractors.  However, the lack of these types of benefits does not necessarily mean the worker is an independent contractor.

Permanency of the Relationship

If you hire a worker with the expectation that the relationship will continue indefinitely, rather than for a specific project or period, this is generally considered evidence that the intent was to create an employer-employee relationship.

Services Provided as Key Activity of the Business

If a worker provides services that are a key aspect of the business, it is more likely that the business will have the right to direct and control his or her activities.  This would indicate an employer-employee relationship.