We're all moody at times. I would never want to be in the shoes of one of the sm

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I guess you've never worked on the inside of an MTSO business, but you wouldn't believe how physicians and hospitals are chipping away at our pay by demanding lower rates from the MTSOs.  Some MTSOs that people on this site complain about offering offshored services to client did it to KEEP from losing their clients.  When it starts with the doctors and hospitals, what choice do the MTSOs have but to pass that on to the MTs?  It really is a vicious circle. 

Some MTSOs team up with schools and offer interships where an MT in training works for free for a period of time to gain experience.  Now trust me, THOSE savings are not passed on to the experienced MTs...that goes directly into the MTSO's pockets and those MTSO push their long-term, higher paid MTs out the door to save a few pennies with no trouble sleeping at night.

So what about a union?  You're right.  More jobs will be offshored.  More experienced MTs will lose their jobs.  Doesn't anyone remember what happened when the air traffic controllers went on strike and the president of our United States canned every single one of them and airports had to hire an entirely new staff of controllers?  Did you see airlines stop flying passengers?  Nope.  Managers worked triple shifts until restaffing occurred, oh, without extra pay since they were salarired.

I don't pretend to know the answers as to how an MTSO should run its business but honest communication, good benefits and wages that have been lost in just a few short years (less than 10) would be nice.  It should stick to its gun and promote keeping jobs in the states for the patients' sakes.  And for the Indian physicians who have organized and created their own MTSO's to keep their families in India employed should be boycotted.  MTs should educate anyone they know who uses a doctor to ask the physician where his/her transcription is done or if s/he even knows and use only physicians with American-based transcription.

Boycotts worked in South Carlolinia and other states to take down the Rebel flag. Why can't we have a similar affect?  Mostly because we are not organized (I did NOT say unionized) and we do not generate the media coverage necessary to affect change.

d~

I am very small MTSO and it still gets hairy with turn around time.  All it takes is for one I/C to say, today I don't want to work -- which they can -- like the one above said, I want to work when  I want to and do as much as I want -- and suddenly she decides not to work, well suddenly that leaves 1000 to 3000 lines to be spread around, times that by 2 and what a mess.  You cannot control what and how much the docs dictate.  I would not hire someone unless they were strictly for overflow without somewhat of a committment whether it be the lines or time that the could do on specific days.  Imagine having 15 people with this attitude.  Like I said walk in my shoes, it is a balancing act.  Too much work, they gripe -- too little they gripe.   But someone that wants to work when they want, how much they want could not budget accounts that way.  It would be strictly overflow and then if you weren't available when the work was you probably would not stick around nor again would I keep you around.   Sure an IC can set their own hours but I expect a certain amount of work done in a certain amount of time to meet my TAT and not be docked because we didn't. 

I had 3 under the age of 5 at home.  I've worked both statutory/IC (the only difference is that statutory means they take out the federal taxes and IC doesn't)and employee positions.  By far, the best for me was statutory.  Even now that my kids are all in school, statutory is still better because of summer vacations.

Some things to remember:  Most employee positions require you to punch a timeclock.  Some companies let you get your work done in a 12-hour window, others require you to work just the shift your scheduled for.  The employee position I had did not give you the window. 

My employee position also required me to produce so many lines per hour, even though I was paid by production not hourly.  Therefore, if you are scheduled 6 hours and had to produce 100 lines per hour, you needed to have 600 lines in by the time you clocked out.  If you got interrupted by 1 of your kids, you had to either clock out and make the time up at the end of your shift (which no one feels like doing) or stay clocked in, try to handle the problem in a few minutes, and hope you make your 100 lines per hour.  Of course, the line requirement was averaged over the week or payperiod (can't remember which now), so I always went with the second option of staying clocked in rather than having to make up time at the end of my shift.  But, anything that took more than a few minutes to handle, you'd better clock out or else Big Brother will report you for stealing from the company.

There are some downsides to statutory.  You do not get benefits.  If you want a day off, you take it, but you don't get paid for it.  You also don't get time and a half.  You work what you work and get paid the same amount, unless you're with a company that pays incentives/bonuses for anything over a certain amount. 

I honestly can't say much else about statutory.  It's my favorite.  The flexibility is just too good to pass by when you have little ones at home. 

I won't comment on companies to work for.  Too many people like to argue when you try to post something positive about a company.  Read the archives, decide on 2 or 3 companies, then ask about those companies.  It's just too broad otherwise.

I feel your pain.  I've worked for a couple of companies that went offshore, also.  In one I was transcribing Social Security disability evaluations.  Those went to the Philippines. 

Picture this:  Your full name, DOB and SSN, as well as details of all your physical and mental disabilities, going to another  country,  potentially to be stolen and used by identity thieves.  The US government contracting to have its work done by a company that sends the work to a foreign country. 

Inconceivable to me at the time.  Still makes no sense, but then I'm obviously not management material. 

Ya'll, in times like these, I tell myself.  Self, the ink has already dried on the paper, nothing can be changed.  There is no use getting heart palpitations/angina over it.  From past experiences, most everybody knows what is going to happen.  Now, I tell myself, when the time comes, you have to consider all the pros and cons from all sides and then make a rational decision.  I remember when MQ went through this and all the hair pulling-out and teeth gnashing (myself included) that went on.  If you cannot accept what is written in concrete, you (I) need to make a decision and go for it.  In the meantime, I will put my nose to the grindstone, tighten my proverbial budget belt, and work as hard as I can and try and save some money for a rainy day.

P.

8 of your hours in one weekend day.  There's no extra pay for it though. 

what the reality is today, not four months ago.

Congratulations on your windfall, though.

If you have doubts, email or call the person who hired you and they'll verify this.

few weeks.  Do a search of this site and you will find many posts.  You can scroll down or go to the second page and probably even the third page at the bottom and find posts from people who work there.  I know I am very happy.  They are a very nice company with excellent benefits.