do they hourly or line requirement? - nm

• FutureNet part time - how many hours required? (sm) - Just checking
  • Futurenet - Paula
    • do they hourly or line requirement? - nm - pt
      • I'm paid by the line. nm - Paula

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

What I meant to post, 6,000 lines/two weeks for a part timer, 12,000 lines/two weeks for a full time worker, whether you are statutory or employee

You keep a time sheet and turn it in every 2 weeks.  I am not sure as to how much time you are given to get up to speed, but they are a great bunch of people and seem to be very understanding and caring.  I am sure they would work with you if you were having problems.  And yes, you can make up your time if you are missing some hours.  Hope that helps. 

Good luck!

What is Future Net's line count requirement per pay period for PT and FT? 

INMT 

There are different pay levels.  To stay at the top level, you need to do 200 lph minimum.  P.S.  The web site is www.transolutions.net for more info. 

and how long will they give you to make that count.  Also can someone tell me what the pay will be for entry level.  I see they are hiring all the time and was interested.

Thanks.

Last week I trained on a my account,which is very large with many dicators.  Today is the end of my first full week of production and I am averaging 110 lph. The requirements are 150 lph.  My trainer said that studies show it takes an average of 30 days to get used to a new account and reach production.  Therefore, I have 2 more weeks to reach 150 lph,and I am worried.  My supervisor said to work towards goal, but I know line count is the bottom line.  Can any Webmedx MTs shed some light on what they have experienced.  Also, is it usually customary to give at least 90 days?  My quality is good;however, I really need to crank out the lines.  Thanks

We are not machines!  20 years ago when I started out, my first job had a requirement of 800 lines per day (8 hours), that's 100 lines an hour.  Five years later it was 1000 lines a day.  I think the standard right now is around 1200 lines a day.  Now, someone's asking for 1600 as a minimum!?!?!!? 

I'm not saying there aren't people out there that can meet and exceed 1600 in a day.  I'm simply saying making 1600 a minimum requirement is absurd and unfair.

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.

and do they give you the equipment to use?

is to get bodies in the door.  Some are honest and some aren't.  If you have a bad gut feeling then you need to go with that.  My experience has been that the ones who are good recruiters have all the answers on the fly; if not, they can put you on hold to get the answer, or get back soon.

Of course you may have gotten a recruiter who just started and you are asking questions no one had given her/him answers for.  Geez, the percentage of retention for the past year?  That's an arbitrary question in any event due to a number of different factors and one I wouldn't even ask.  I know my skill set so for me it's just knowing if they have a system I can make money on and if there is sufficient work to make money.

I tested, had recruiter interview, given install date and emailed the paper work which included Appendix G provide and maintain Professional Liability Insurance, required by law.

When I asked about this, was told, part of renters or home owners insurance for PC.  But when I called around, insurance companies -- said no, &  puzzled by this requirement.  I asked well how would the company benefit, they said, I don't know.  In the event of loss, they pay to me, not the employing company. 

Anybody run into to this job requirement before with them or others??