What is your query?
Posted By: arbusta on 2007-02-02
In Reply to: Any info on SmartMed? - MSMT
I might help.
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Query about companies and e mails.
In recent experiences for me, I have found that supervisors rarely answer e mails. I find even if they ask something in an e mail or on a phone message, and you answer, there is no response. If an MT needs advice about QA, scheduling, etc. and e mails there is no answer. Is this a new trend? I have found this with recruiters as well. After hired, if you ask the recruiter anything, there is no response, and you get voice mail if you call.
Is this a new form of etiquette among corporate individuals that we at home do not understand? This is something I have found working for companies which I consider not so good, and one which I consider to be wonderful, but since MTs are isolated, it seems that at least an answer now and then would be nice. Even to let us know if they got the message to begin with.
My DH said not to worry, if I don't hear anything no news is good news, and yes it is rude, but I need to get over it. I am starting to agree, and not ever getting answers from team leads, or sups are the norm. Anybody else have this experience? Thanks in advance for your response. I just want to know if I am the only one feeling slighted. I don't want or need my hand held, just need to know they got my schedule for example, or my query regarding QA. After all, I don't want to make a mistake over and over again, for example. Perhaps no news is good news, but are we MTs in the field a bother? 
QUERY - What is the lowest cents-per-line or hourly
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.
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