Line rate and hourly

• QA at 2 cents per line... - New to QA
  • that rate is insulting! - oldQAhand
  • I did not go to the interview today because - New to QA
  • 3 cents worth - in the same boat
    • This is exactly why our rates are going into the toilet - - oldQAhand
      • don't forget the newbies who will do it for free! - sign - NM
  • Seems a bit low? It IS A LOT LOW! Don't give - QA specialist
    • Thank you for taking the time to answer - New to QA
      • Finding QA jobs - CMT-me
        • Line rate and hourly - i have 2 QA jobs
          • are they kidding??? - that is horrid!!
            • It is horrid!! I am happy that - New to QA

The messages you are viewing are archived/old.
To view latest messages and participate in discussions, select the boards given in left menu

I have been working for Transolutions since March, and so far I'm very happy with them.  They pay $10 for training (7 hours a day for 4 days the first week, if I remember correctly) and your first month you make $10/hour while you get used to your account.  You can also get extensions to that time period, as long as you continue making progress.  Once your evaluation period is over, your pay is based on production levels - from 150 up to 225 per hour, with the pay per line increasing as you go up - I think it work out to around $19/hour at the top level.  They also have bonuses, weekend differentials, and paid time off even for part-timers like me.

Hope that helps! 

QA is more than just filling in the blanks.  You have to give feedback and there is also mentoring.  New MTs to the company and accounts have to be on 100% QA, so those reports have to be listened to.  Doing QA on production is not a good thing.  If a company really cares about quality they would not pay QA Specialists by the line.   

Can anyone give suggestions of a MT company that pays hourly for IC work instead of line rate?  Can be FT or PT.

Does anyone have info on Transolutions' new hourly rate?

The home-based MTs were on a tiered hourly scale depending on how many minutes we typed daily.  The in-house MTs were not on this scale and I believe they are the reason we lost our jobs to outsourcing.  They made the big bucks and could not even produce 80 minutes of dictation a day.  The home MTs had to produce 100 minutes a day to reach the maximum hourly pay. 

I feel that being paid by production is not such a bad thing because at least the ones who produce get paid for it. 

It is MME.  You do QA for 3 cents a line.  Then when that runs out, which it does, you do Editing at 5 cents a line.  And you also get straight transcription which is 8 cents a line.

Was in the pilot program and got more Editing and straight Transcription than QA. 

No more QA department for MQ. 

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.