None, unless you work both weekend days on the night shift. nm

• cascas: what national is offering 11 CPL? - me
  • 11 cpl--Nationals exist!! - Cindy
    • 11 cpl - Aly
    • Is this the branch you have to pay your own long distance for? Is a C-phone needed? nm - wanderer
      • Yup! - Cindy
  • None, unless you work both weekend days on the night shift. nm - S'ain't happenin'

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to try to make up hours, but I'm short most weeks.   There are lots of accounts with low work, yet they keep hiring more.

I don't need the benefits, but I was told that if there is no work it will not affect benefits.   I am new too and not eligible for benefits until next month anyway, so I can't say if that is true or not. 

explain to me the statements in your SEC about going to 35% by end of 2009 and the plan to continue to INCREASE the amount you offshore.  How can those be the company's goals if you only offshore nights/weekends when you cannot find US MTs to cover?  I can't make the two mesh in my mind.  I have seen this question asked a few times now with no response.  One of the posts even vanished from the board, which I found quite disturbing in and of itself.  If someone at Transcend would address this, I might feel a bit differently about their offshoring, but when they continue to ignore this question about their own statements, it is very unsettling. 

I also saw a Transcend MT post and say they DO work the night shift and they canNOT make their lines because they see their work vanish around 10 p.m. nightly.  This would suggest that the work is TAKEN AWAY from the U.S. MT and sent to India, when there is a U.S. MT sitting there ready, willing, and able to work the night shift.  If you want the confidence of MDI MTs, then PLEASE give us straight answers about this hugely important issue.

We have also repeatedly asked if we would be able to have SE status, maintain our flexible scheduling, which is imperative for some of us, pay range, line definition, insurance questions, etc., and have received NO information, only vague statements about the foreseeable future, a case-by-case basis, etc.  Surely Transcend knows what their insurance plan entails, what their pay scale is, how they definie a line, whether or not they have any intention of honoring our current pay rates, whether or not they intend to allow us to write our own schedules or work a set shift, or keep SE status. 

I can't for the life of me believe that NONE of these issues were discussed between the two companies before the merger, nor have they now been discussed when the questions were specifically set before them by the MTs and again reportedly brought to Transcend by Carlotta.  And yet we STILL have no more information than before the original conference call, only very vague statements.  So no, this does NOT inspire confidence to stay and give Transcend a chance. 

I can deal with just about anything if I am given the facts and the truth.  It is the mushroom treatment that I simply cannot abide.

Their platform is stable (proprietary, I've been on it for about a year and a half now).  Pay is always on time.  Good support staff.  Their insurance changed this year.  Plenty of work.  They don't overhire on their accounts from what I can see.  If anything, there is always plenty of work, which I like because I can hop on outside of my regular shift and get some more lines.  Now that they pay extra for weekends, I like to pick up some extra hours then. 

I realize you're only talking about evening into early morning hours here, but there are some things you may want to consider:

If you're not used to staying up late, at first you may find it easier to fall asleep as soon as you get home because you'll be exhausted.  But once your body becomes used to this schedule, I would count on 1-2 hours of unwind time before you fall asleep after getting home.  Been there; done it.  Then add 7 to 8 hours of good, sound rest before your daughter needs you. 

Breaking up your sleep pattern will not be good in the long run because it will take its toll on your health.  Naps are okay for short-term use but you really need deep, undisturbed sleep to function well, stay healthy, and not be irritable all day.  This advice comes from my college Psych class and personal experience over many years.  And as I'm sure you know, a special needs child takes extra care and that in itself draws on your mental and physical resources before you even head off to work. 

If you're someone who can't stay up past 10 or 11 now, your production is going to suffer while you fight sleep.  It's going to take time to try to re-program your body and using stimulants like coffee or caffeine to get you through your shift takes a futher toll on your health and might make it harder to fall asleep once you get home. 

If you think of yourself as a night person you might be able to make this work.  If you're not, I'd think twice.  You can't really change your body's programming.  The best you'd be doing is compromising it.  I really don't think the money is worth the trouble you're headed for if this would not come naturally to you.  If I were you, I'd look for a schedule that works WITH my body's timing so that the whole time is spent producing when I am physically and mentally naturally at my best.  Your increased production during this time could meet or exceed the $17. 

Hope this helps some! 

I guess I don't understand your complaint with the company posting that ad.  They have a need they need to fill, and it might be the right fit for somebody. 

Contact docQmed.  I am one of his clients and am always looking for weekend warriors.

Are there any companies who will allow you to work both weekend days as part of a regular schedule.  I am looking for a reliable company, at leat 8.5 cpl, employee status and one where work flow is regular.  I realize there are always slow downs in this industry but searching for a company where you are not consistently running out of work. I prefer to work both Sat and Sun to allow me 2 days off during the week. I know this is unusual. I have an IC job.  Love the flexiblity but I need benefits.