Okay..I'll give ya that one. I came from the MDI side as it merged with Transcend so...
Posted By: anon on 2007-10-13
In Reply to: You guys are a riot, ya really are. Yes, I worked - YeahRight.
I was offered more than 4 cpl per line on editing and I'm not sure why if everyone else prior had been given 3 cpl. There is no way I would do editing for 3 cpl and trust me..coming from MDI into Transcend was not happy days for us. The biggest problem that I did have was when I found out our work was getting sent to India. Nothing is worse than being told we share work with our overseas partners and have too many days of no work. I have no doubt where it was going. So, never having come from the Transcend side, where you came from, I'm only going to relay my experience and apologize if that is what actually happened there. Yikes..I rely heavily on the MTs and supervisors who came from MDI because I know they watch our backs.
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No, MDI-FL merged with Transcend. nm
Look for the Transcend posts. They merged with
that company. 
I'll still keep my other job on the side for extra cushion
since MDI only asks for 700 lines per day, I can easily manage both.
If you are one of the favored few at the MDI side of transcend
you can probably do well, but the rest of us are not treated that kindly. Think twice before you jump.
I'll give you sm
With the advent of EMRs that allow you to fill in the blanks for exams, clinic is on its way out...to some extent. It is not as easy to find jobs in clinic work as it was.
Acute care is another matter. You have a couple of regional companies who have shut down their VR departments and let all their MEs (medical editors) go. The company I work for ramped up the use of VR over the spring from about 30% on many accounts to 90% on many accounts...then back down to around 50% of the work on the same accounts. The reason is that MEs DO NOT do a very good job, they edit in every way imaginable other than how they are supposed to do it. You are to listen WORD FOR WORD and edit the text in front of you. The programs are not at the point with accuracy where they need to be. Unless we go to faster computer processors and we have pretty well maxed out the current computer chip technology, and unless or until we can write programs that learn better as they go along, the quality of VR is not going to get much better than it is currently. I don't care what the VR software companies say.
The need for VR is something we have created ourselves, as MTs. There is more and more need for our services every year. The problem is that there are relatively few of us who have the necessary skill sets, who will actually show up to work when we said we would be there and get our minimum lines or better. Most of the platforms out there are NOT conducive to higher levels of production, no matter what recruiters say about them. There are just not enough of us to go around. What else can be done? This business takes years to learn properly and to get to where you make a living with it.
I do QA and I MT. The work I QA from so-called trained graduates of programs is horrendous. Even MTs who seem to have experience are often not much better. They don't care about the quality of their work, only the lines they produce. They either don't know or don't care about their accuracy.
A QA person can help teach an MT...if they even know what they are doing...if they have the time and moreover, if the MT is willing to learn. I am the one who recommends that someone be released from QA and I have input into firing MTs who don't make the grade. It is my call as to whether an MT is willing to learn or if they should be let go. We have a small staff and in the last 6 months, I have recommended that one MT be retained and worked with (it turned out very well) and suggested 4 other MTs for being let go and they all were, because not one of them would take constructive criticism. I have about the driest feedback style I have ever seen because I don't want anyone to feel personally attacked, but they still would not listen.
My biggest gripe about MT training right now, since I have your ear, is that no one is trained to use an expander! If you want to see less VR you have to see bigger production numbers with traditional MTs. An Expander is the only way to do that. It is critical to making a decent income sooner, critical to accuracy, critical to job satisfaction and therefore critical to this industry. The best way would be to teach by system (body system and specialty) and include expansions for that system while you are at it.
Thanks! I'll give that a shot....nm
nm
Please, give ME a break! Just do your job and you'll be fine!
Why, if you were doing what was required of you, would Transcend single you out to treat unfairly and why would you be afraid to post publically if you were not stirring up trouble? This what the rest of us wanna know!
GIVE ME THE NAME OF A BETTER PLACE AND I'LL APPLY!
PLEASE, PLEASE, I'M BEGGING!
They can give you what you like, but it'll depend on what Their need is at the moment. nm
s
which one? give a short description and I'll let you know if Im one of many
.
I'll give you an honest answer
I've had many, many years experience in all specialties and doing all work types, as well as radiology, pathology and autopsies. When I went to work for TT in 2003 the best the recruiter could give me was 8.5 cpl despite the fact that she knew me and knew my work. When I retired I had the occasion to be talking to someone I had worked for some 15 years ago. He also knew my work and my production. He offered me 10.5 cpl which he said was the top out pay for their MTs. He said the usual starting pay was 8.5 for experienced MTs. I didn't take the job because I wanted to stay retired. When I left MQ I was making 11.5 cpl plus bonuses. It had become unbearable when the MT supervisor quit and her replacement was a control freak. I don't know the person who said they had been offered 9 or 10 cpl but I think if he/she was offered that amount, there were other factors in play so don't feel bad. I should think that while CNAs do hard work for low pay, you would be better off. MT was good to me but it is not a career I would choose these days.
I'll give you an honest answer
I've had many, many years experience in all specialties and doing all work types, as well as radiology, pathology and autopsies. When I went to work for TT in 2003 the best the recruiter could give me was 8.5 cpl despite the fact that she knew me and knew my work. When I retired I had the occasion to be talking to someone I had worked for some 15 years ago. He also knew my work and my production. He offered me 10.5 cpl which he said was the top out pay for their MTs. He said the usual starting pay was 8.5 for experienced MTs. I didn't take the job because I wanted to stay retired. When I left MQ I was making 11.5 cpl plus bonuses. It had become unbearable when the MT supervisor quit and her replacement was a control freak. I don't know the person who said they had been offered 9 or 10 cpl but I think if he/she was offered that amount, there were other factors in play so don't feel bad. I should think that while CNAs do hard work for low pay, you would be better off. MT was good to me but it is not a career I would choose these days.
Give it time, they'll get to you. The grand plan is
my shoulder, it's a block(head). The games they play, the excuses/reasons are old, worn out, and it's aggravating to sit there staring at that NJA cyclops when others are getting the work. Dog-eat-dog is not conducive to a good work environment. We didn't create the situation but we bear the brunt.
Thanks, I'll give it a shot! Hope they are hiring PT. nm
..
They don't give a hoot - they'll take the poor quality for less money.
It is clear nobody is held responsible for poor quality medical transcription - do you often hear of lawsuits for errors on dictated reports? How about JCAHO failing a facility for errors on reports? Rare. And as an auditor I have seen what gets through. Either nobody checks or nobody cares. Part of the problem with MT rates. Very unfortunate.
I'm glad you're going to give it a try. I think you'll like it. I can't imaging giving
only 3 days, especially since we did have the 4th slowdown. They will work with you to get you a secondary account if your primary is not enough. Good luck to you.
Transcend--I'll say it yet again...
Transcend only sends work overseas IF THE CLIENT ALLOWS IT. I have spoken directly with the company president and she told me that they will ALWAYS give the work to a US-based MLS if they have a choice. I have no knowledge one way or the other of whether they make use of the Medquist loophole some people talked about, where the transcription is done overseas but it gets cleaned up here in the US before it goes to the client.
If you run out of work on a regular basis--talk to your supervisor. You may need to be moved to a different account. If your supervisor doesn't resolve the situation, take it higher. MLSs are great researchers so I'm sure you'll be able to figure out who you can take it to.
No, I'm not being paid to post this, and I am nothing more than a down-in-the-trenches MLS who is actually quite happy to have a job........
Transcend does! Give them a try.
x
Transcend does give you credit but I
am going into business for myself anyway this summer. Transcend has whacko management but at least you could see your lines.
Give Transcend a chance
First of all, hello to all of you from MDI-MD.
I certainly know where you are all coming from. In January of 2005, Sue and I decided to sell MDI-FL to Transcend. We worried and prayed over it. We had over 500 employees and hoped that they all would understand and stay on with us, as I felt they were the best MTs in the world. I spoke to each and every one of our MTs and explained the situation, telling them that as far as I knew nothing would change; that Transcend was a great company who cared about their customers and MTs, as well as quality, which I never wanted to jeopardize. After getting to know Larry Gerdes, the CEO of Transcend, we knew that this was going to be a great fit.
Our MTs were all a little afraid, but fortunately they believed what I told them and about 90% stayed with us and I am thrilled to say are still with us. (Thanks Deb, Sheila and Carmen for your very kind words).
I know what you are going through. Try not to be too hard on MDI-MD. I do not know anyone there, but I have heard they are an extremely nice group of people who think the world of all of their MTs and also are great to their customers. I know when we sold MDI-FL all of our MTs remained on the exact same accounts that they had been on, so I don't see why we would do anything differently now.
Yes, Transcend does send a very small percentage of our work to India - I believe 15%. This will never replace our hard-working US force of MTs.
I would just wish you all would not be so harsh on MDI-MD. In the past, I have seen many of you write such nice things about them. They didn't merge with Transcend to hurt you. After working for us for a while, you might even like it. We are very well known for our flexibility, flex-time, etc. You will see that Sue (who is now President and COO) and Larry (our CEO) both have an open door policy, the ROMs are great and the Team Leaders are also.
I hope I was of some help to you. If you would like to send me an e-mail, you may at Liz.McGrogan@trcr.com. Good luck to each and every one of you. I do hope you decide to give Transcend a chance!
Thanks again,
Liz McGrogan
Former Co-Owner of MDI-FL
Consultant, Transcend Services, Inc.
Can anyone give me info on TRANSCEND OR STEN-TEL?
I have received offers from both, the same cpl offered, but I would be happy to hear what any employees have to say about them. Thx!
give amphion or transcend a try and dont always base choice on posts
d
Can anyone give me information on Transcend Services Voice Recognition editors? sm
I was offered a job with them. Curious as to how good their benefits are, how easy the program is, and if the dictations are REALLY awful or just as any others. Any input on anything to do with the company and/or information on Voice Recognition editors would be greatly appreciated. Thank you in advance!
MDI-MD has not merged.
x
Does anyone know which MDI merged with
The MDI in Maryland or Florida?
Thanks.:)
They merged as of 08/09/06. In a few months,
from what I understand Cymed will be called PSI. So far no changes at all for MTs. PSI Transcription is a Philippine-based company that was purchased by an American Company and is headquartered in Nashville, but on their web page, it says USA, Philippines & India. Yes, they outsource - but so does CyMed and, so far, CyMed has been a great place to work even with the outsourcing. Their line rate is about the same as everywhere else (around .08/line base) with no pay for spaces, but their software is so good that you can still make pretty good money. I'm happy there. Good luck to you!!
They actually merged after I worked for them.
I am not sure in regards to insurance as I didn't need it. The recruiter will answer all of your questions. I was doing VR and some straight typing. Once you adapt to their program it is a nice set-up if you like VR. I would STRONGLY suggest contacting the recruiter. She is very, very nice and she will answer all of your questions up front and be very honest. I even asked account specific questions, and she was willing to give me the information. If she does not know, she'll find out and get back to you. If you truly want facts and not just opinions, contact the recruiter by e-mail. I found her to be very, very communicative. I am not allowed to divulge what I was making there as I signed a paper saying that I wouldn't. I think it is safe to tell you that if you have experience, they pay very well. They paid me what I thought was near the top of what is available in regards to pay from nationals. Just e-mail the recruiter, she's great! You can also e-mail me if you'd like.... 
Formerly SecureMTSource merged with
x
My company merged with MD-IT
a few months back. So far - so good. At this point, I don't have anything bad to say about them. Good tech support. Very helpful and good natured support. Personal opinion here - I think their platform could be tweaked for optimal time management but overall is not bad to use. Pay on time and when they say it will be there. No problems of any kind for approx. four months (time gets away from me and I think it is about four months).
Yeah. They merged with SM
MRC and MRC became part of the Big Q.
My bank did it when it merged with another and I did not find out
until I got their notice of changes two weeks after they began. It was my personal account and both my mortgage and car checks bounced because of it.
Me three. I think they merged with Northeast Transcription. nm
.
I think they merged with Transcription Ltd and became MedQuist. nm
xx
Apparently WebM has just merged with M-Tec
I've heard some good and some bad about WebM, but you would need to find our for yourself through the recruiter. I would stay away from companies who are not willing to answer questions before you test. It will save you time. There are plenty of companies out there.
The funny part is I did have a good experience with Transcend albeit they offshore I guess, but I loved the recruiter. I had to leave for personal reasons (death in the family) and when I went back a month later to try and get through the training process, I was told the schedule had changed. This would have been an employee position. I appreciated the honesty, but I could not work that schedule they offered. They were great though in my opinion and I have 19 years in the business.
When my company merged with a bigger one,
cpl pay stayed the same for a while, but eventually they readjusted the 'tiers' that their MTs worked on. No matter what 'tier' we were on, our pay was lowered approximately 15%. QA took a harder hit; some of them were cut 30%. They have plenty of work, but it's impossible to make a living doing it, unless you work 7-day weeks, 365 days a year.
So I would venture a guess that for the time being, things for you will stay as they are. They can't change everything at once, even if they wanted to. Physically impossible. But after the initial 'shake-out' of MTs who leave immediately, and those who stay for a while until they find other jobs, and those who stay to give the new company a chance, get disenchanted and leave later on, has finally occurred, and some of the other nuts and bolts of merging 2 companies are finally in position, eventually they will start to scrutinize MT pay. Those at the higher end of the pay scale will undoubtedly either find themselves re-tiered at a lower cpl rate, or else with horrendous accounts that cut the lines they're able to produce, and thus their pay.
Having just spent $16M to purchase MDI, you can bet they're going to want to start seeing some returns on their investment, and of course, the suits are going to want to see some extra cash for themselves for all the 'good work' they've been doing. [snort!] So when they start looking for places to cut their costs, guess whose pocket it's going to come out of?
The big companies are ALL this way. I believe the best chance for a decent-paying job is to find a small or medium-sized MTSO to work for. Only problem is, that's what I did a few years ago. A great company, decent pay, good accounts. And they were gobbled up by one of the current 'Axis-of-Evil' MT giants.
I wouldn't be surprised if in the future there are NO small MTSOs -- only 3 or 4 of the mega-large 'McMTSOs'. My company makes it no secret that they want absolute domination of the industry. I'm sure the other biggies have the same aspirations. Then it'll all boil down to cutthroat competition, price wars and back-stabbing, all the while flinging U.S. workers aside, and sending EVERYTHING offshore, because if hospitals no longer have a CHOICE whether they offshore or not, that paves the way for MT to become a 100% foreign affair.
I do believe, however, that if a company reaches a point where it has all or most of its workers offshore, they should no longer be allowed to have their offices on U.S. soil. They should be forced to move to India completely, corporate offices, CEOs, and all. It's about time the Suits developed a taste for curry, themselves.
When my company merged not too long ago,
in the beginning nothing changed. It would be impossible to suddenly change things overnight, and the dust needed to settle.
So we still worked as if we were with our old company. Same accounts, same software, same management, and paychecks had the same old company logo on them.
Eventually we all signed something - I don't even remember what it was, but nothing, obviously, that made any kind of an impression on me.
We eventually changed insurance companies - several times. Each time, the coverage shrinks, and the co-payments grow.
We had a few teleconferences in which the new owner spoke of the new company, and the changes we could expect in the future. (One was that we could expect to make more money on their new software. That didn't happen).
Bit by bit, changes were made in things like the software we used (many changes, as time went by). Changes in the website, a few changes in management at a time. They weren't all let go en masse, but one by one, our wonderful managers 'left the company'. Different QA people, finally a different logo on the checks, etc.
They changed from paying by the keystroke, to paying by the line. I was suspicious of that, but checked the new method against the old, and the pay was the same. Until, of course, they eventually 're-tiered' everyone, and cut everyone's pay - MTs, VR people, and QA.
We did get emails from the new company, but not that many, just when needed. I don't remembe4 how long we waited before we heard anything, but I don't think it was very long. Most of our information at first came through teleconferences, and through our immediate supervisors. I would say the supervisors are the ones who provide us with 90% of our information.
We lost an account or two, gained an account or two, so I didn't see any change in workload, other than one of the accounts lost had been mine, so I had to move on to something different. I don't like working for a company that offshores, but although my eyes are peeled for something different, I do have to keep working while I look.
Some people left immediately, others later on, and of course, new people have been hired. I do notice a slightly higher amount of ESLs and less-desirable work, as I'm sure the better work is going offshore. The software changes were like any software changes I've ever experienced in MT. They're all the same, really, just a few different buttons to push. Each has it's pros and cons. I personally liked the simplicity of the old software - you have to jump through more hoops to do simple things like add addresses for carbon copies. Eventually, things actually levelled out a bit, and I was starting to increase my lines on it, when we were hit with a substantial reduction in pay with the 're-tiering'. I haven't been able to overcome that obstacle to financial security, and so my search for either a 2nd job, or a new one altogether, has taken on a new urgency.
It's impossible to tell what new changes this place will throw at us in the future. It's been a quiet summer, but I suspect more changes will thrown at us before too long. I wish I could say I'm optimistic about the future, but these days that's pretty hard to do.
My best advice is to at the very least, have a 'Plan-B' in mind in case things at the new place don't go the way you need them to in order to survive. I would say don't panic or make any rash decisions about what to do next. Whenever I've done that in the past, I've regretted my hasty move. But be vigilant in keeping abreast of changes as they happen, research what you can, and check their website often for changes. Often the first news of change goes to the clients, not the MTs, who are always the last to know everything. And don't let your guard down, either. Big companies are always out for themselves, not the employee.
Is this an article somewhere? I thought MD-IT merged with SOAP in
s
Proveros has merged with Superior Global...nm
xxxx
Superior Global merged with Proveros
Is this a good thing for the MTs? I've read mixed messages about both of them individually. Do you think together they will make a really good company?
If you'll read through past posts you'll find lots of
recent info. Why do you need menitoring if you already work as an MT. Unless you do clinic work most companies will require you to work at least one weekend day, at least initially.
If you'll read the archives you'll find out everything
you want to know, none of it good.
"warned" by someone who won't give facts or sign her name. Give me a break! nm
x
Nationals give at least a week to learn program. Give
xx
Probably figure you'll want Way more than they'll offer, whatever it might be. :) nm
s
If you'll read more carefully you'll see
I was referring to AFTER she's missed out on a job, having a friend do sort of an audit to tell her what what was wrong with her test she submitted -- not cheating.
They used to give out $25 Amex cheques -- give them time. :-) nm
Thanks to all of you who see my side!
Thought I might be fighting this battle on my own. I'm glad to see that there are people who feel that posters should be responsible for proving negative accusations. Thanks!
MDI side
I agree...and I even like AIM also. There are much worse places to work, BTDT!!
yes..you are on his side, because besides--sm
not sending the money he owes his MT in the first place, he is taking more of it away from what she earned by charging her to send money he refused to send in the first place. It comes down to *fault*, not capitalizm. He was the one that was wrong. she did not ASK him to overnight the check, so why should she pay for it? If he had paid on time, there would be no issue. Greed is not the way to do business...and you wanting to add a surcharge on top of a $25 overnight fee, puts you in that category, as well. JMO
I'm sure I'm ont he other side
I've always been paid every other Friday the whole year that I have been there, so that must be why I, along with a ton of other people, never got that message. I also never got the e-mail about the insurance benefits, but I don't get them, so it doesn't matter to me at all.javascript:editor_insertHTML('text',' ');
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The other side of it . . .
what's the harm in stating their preference. The schedule cannot be enforced but maybe the days and times posted is when the work is available.
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