Again, it's a little different for employee status
Posted By: sm on 2008-01-15
In Reply to: my response - blondie
When an IC is subcontracting to another IC, then the hiring IC becomes the applicant's client. So, therefore, questions do need to be asked.
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You're probably doing nothing wrong, employee status seems to be the norm with IC status primaril
SE status instead of IC? For me,SE status is heaven -with part of taxes paid and flexibility in my schedule. Have you ever applied to MDI-MD? They only accept qualified, experienced MTs and stress quality in their transcription. From what I read of your qualifications, it sure would be worth contacting them.
Per "see mssgs" comment regarding age discrimination later on in this discussion, I'm 64 - no problem getting hired at a line rate higher than average. Age is not a factor with MDI-MD - knowledge and quality is !!!
Who has gone from IC status to employee status? sm
I'm sure this has been asked a million times, but I am an IC and I am thinking of going to employee status to get benefits. My husband will be self-employed in 2 weeks and we will have no insurance or anything. I love the freedom of being an IC but need bennies. We have no kids but probably will in a year or two. Would like to know who has done the switch and if you regret it.
Thanks
Are you asking about IC status or employee status? sm
As an IC, I must have a contract before I will work. However, never heard of employee status signing a contract.
I am employee status...nm
nm
Not IC-employee status
x
What is your status - employee or IC or SE?
If you are an employee they do have the right to treat you like this, however, they should have paid for your equipment and your DSL... if you are an IC you are supposed to be totally independent and not at their mercy - I can't give any advise until you clarify. A SE is another story and not real clear myself on that status.....
I went from IC to employee status.
It was pretty much seamless for me because I was pretty much working the same hours as I am now but not getting any benefits and having to pay my own taxes. This is much better for me!!
Are you looking for IC or employee status?
I firmly believe that American MTs should not even edit reports typed by foreigners on foreign land, thus enabling the whole offshoring situation. I hope you can be successful in finding a job that does not work with offshore transcriptionists. If I knew what kind of employment you would be interested in, I might be able to give you some ideas on companies.
Just my opinion.......employee status (SM)
I don't ever want to work as an IC again, mainly because of taxes. When you work as IC, you are responsible for 100% of your own Social Security Tax and taxes where as when you are an employee the company matches this money for you. I always dreaded tax time and would come out owing a lot of $ every year no matter what expenses I took off, which was also a hassle because if you didn't keep up w/ everything you ran the risk of being audited and in trouble with IRS. Add to this not much more money per line at all, the expense of owning and maintaining own computer, no PTO or vacation time, and all the other expenses, it just wasn't worth it to me. Good luck in your decision.
10 cpl/gross - employee status, SE
By line, employee status--nm
d
IC versus Employee status?
 I am just curious which you prefer, and why? I have never been an IC before and have just accepted an IC position and am a little nervous about it. I like some aspects of it, but some things have me a little concerned. I would just like to get a feel for what you think.
insurance with employee status
I just started with a new company and am about to enroll in insurance. For employee + family I will be paying about $160 per pay period (paid biweekly). That is with a $500 deductible per person/$1000 family. The plan also has $20 copays and a prescription plan.
Employee status question . . .
For an employee with benefis - what happens if you don't meet the minimum line count? How do companies enforce that? I've always been IC and considering changing. Thanks
How about at-home employee status, sm
on salary. That way, if they offer benefits, you would qualify for health insurance, etc.
If you can't charge on production, it becomes difficult to maintain contractor status, unless you become some sort of "consultant" for them.
Or you can be an IC and bill them hourly. If that is the case, just figure out how many hours you spend on their account and charge it accordingly to equal the yearly salary you are seeking.
Hope this helps. Good luck!
I am employee status and I am very happy...
just have to find the right company that works for you and I have :)
Please respone IC versus Employee Status
Can the person who posted the site www.EFTPS.gov please reply to this...
My husband and I are "discussing" the ad/disadv between the two. I know you said IC all the way. Can you please tell me why IC is better? I would be gratefully honored! 
THANK YOU!! 
Yes, Medical Dictation. Have both IC and employee status
x
On-site employee status is not cheap either.
Oh well!
I didn't think they hired employee status.
Do receive benefits through them? I was under the impression they only hired IC for transcriptionists, which means you are self-employed and they really don't have to give you any work. If we all sued every time we were "jacked around" by a recruiter or an employer, there would be no more transcription companies.
Withholding is the same as an employee status with the exception of state tax.
xx
Do any of you work a split shift? Are you employee status or IC? Thanks!-nm
I didnt "make out well" having to take the taxes out myself. So I prefer employee status.
x
I highly doub that MTs (IC or employee status) have begun using Vista; even more unlikely (sm)
for company-employed MTs. Vista will need to undergo extensive testing and scrutiny before IT Directors will approve it to be compatible with their software programs.
How are hiring companies getting away with trend towards IC versus employee status SM
after the lawsuit that determined that IC was indeed an employee because she was told when to work, what days of the week. The company got into trouble with employment laws because of this a few years back, yet I see most of the job postings on this and other sites are mostly IC.
9 cpl, 65 characters per line, spaces, headers, footers included. employee status. nm
Excuse me but federal taxes are paid as employee by employee
The ONLY difference in IC is you pay the ENTIRE amount of the SS which is the 15.25%, as an employee you only pay 7.75%. And you can easily make up that difference in deductions. As an employee you just have someone else manage your withholdings and as an IC you do it yourself. I have much more usable income being an IC and not an employee and I am strict about putting aside what I need to. But everyone always says you have to pay your own taxes, well your employer does not PAY them for you -- except 7.75% of SS, they merely withhold it for you. As an IC you are the employer.
You an IC, statutory employee or employee?
That designation, and/or forcing the IRS to designate you, can make a diff. Are you a corporation? Partnership? You need WAY more help than we can give you.
If you are employee, unless suit against your employee
otherwise the posts on here as far as I can see telling it like it is. I think a lot of the posts are so young they just don’t have a clue as to what it means to be an employee. You do as your employee wants (I am talking reason now, not stupidity as far as sexual advances, etc) or else you find another company that fits your personality better. You do not confront, you do not tell your employee no, that is their job, not yours. This is such a simple thing for people who have been in the work force for any period of time.
What status are you?
An employer should constantly evaluate the employment status of its workers to ascertain if any of them should be reclassified from an independent contractor to an employee. Misclassifying a worker could end up being quite costly in terms of time, money, and resources. If an employer is forced to reclassify independent contractors as employees, the payment of back taxes, penalties, and interest could create major financial problems. Ultimately, the risks of incorrect classification are borne by the employer.
These factors should be used as indicators to determine whether sufficient control exists for a worker to be classified as an employee. However, they should serve only as a guide. They are subjective in nature, and each factor may not be present in all situations. Moreover, the weight apportioned to each one is not always constant. No single factor can determine a worker's status; all must be used in conjunction with each other to assess whether sufficient control is present to establish an employee-employer relationship. They are as follows.
1. Instructions. If the person for whom the services are rendered has the right to instruct the worker how, when, and where to work, then the worker is ordinarily an employee. This control factor is present if the employer retains the right to require compliance with the instructions, irrespective of whether the employer actually exerts the right to control. The instructions can be either oral or in the form of manuals and/or written procedures that state the details and means in which the result is to be achieved. In contrast, an independent contractor is responsible only for the end result.
2. Training. An employer trains workers by requiring them to work with experienced employees, holding training meetings, corresponding with them, or any of several other methods. By training a worker, the employer explicitly or implicitly states that the services to be rendered must be performed in a particular manner. The employer demonstrates a right to control by teaching the worker to achieve the desired results in that manner. Independent contractors, however, use their own methods and means to obtain a result and do not receive training from an employer.
3. Integration. If a worker's services are integrated into the business operations, then the worker is generally subject to direction and control. When the success or continuation of a business depends to an appreciable degree on the performance of certain services by a worker, those services are assumed to be subject to a certain amount of control by the employer.
4. Services Rendered Personally. The requirement that services must be rendered personally by the worker indicates that the employer is interested in the methods used to accomplish the work as well as in the result. Generally, inability to delegate the services to another individual indicates that the employer controls the details and means by which a result is to be achieved.
5. Hiring, Supervising, and Paying Assistants. if the employer hires, supervises, and pays a worker's assistants, then the employer has control over those assistants and the worker should be considered an employee. However, if the worker hires, supervises, and pays his own assistants and provides the employer with materials and labor under a contract in which the worker is responsible only for the results, he is an independent contractor.
6. Continuing Relationship. Continuous interaction between the worker and employer indicates an employee relationship. Such a relationship may exist in which work is performed at frequently recurring, though irregular, intervals.
7. Set Hours of Work. Establishing certain hours in which a worker is to perform a job indicates an employer's control. The fact that an employer can dictate a worker's hours is indicative of an employee relationship.
8. Full Time Required. If a worker must devote full time to the employer's business, the employer has control over the amount of time the individual actually spends working and, by implication, restricts the worker from performing other gainful work. In contrast, independent contractors are free to work when and for whom they choose.
9. Doing Work on Employer's Premises. Workers required to perform their services on the employer's premises when the work could be performed elsewhere are under the employer's control, which is beyond that which would ordinarily be exerted over an independent contractor. The importance of this factor depends on the nature of the services involved and the extent to which an employer generally requires its employees to perform services on its premises. Control over the place of work is indicated when the employer compels the worker to travel a designated route, canvass a territory within a certain time, or work at a specific place.
10. Order or Sequence Set. If an employer has the right to indicate the order or sequence in which work is to be performed, then the worker is probably an employee, particularly if the same results can be achieved in a different order or sequence.
11. Oral or Written Reports. The requirement that a worker submit regular reports to the employer can indicate a degree of control. It means the worker must account for his actions on the job to the employer.
12. Payment by the Hour, Week, or Month. When a worker is paid by the hour, week, or month and such payment is guaranteed, whether or not certain results are achieved, the worker is generally an employee. In contrast, payments made by the job or on a straight commission basis generally indicate that the worker is an independent contractor.
13. Payment of Business and/or Traveling Expenses. The IRS is of the view that when an employer pays a worker's business or traveling expenses, the worker is ordinarily an employee. Conversely, a worker who is paid on a job basis and must pay all incidental expenses is generally an independent contractor. Another issue to consider when evaluating this factor is the agreement between the employer and worker as to how such expenses are to be paid.
14. Furnishing Tools and Materials. If the employer furnishes tools, materials, and other equipment for a job, this indicates that the worker is an employee. Independent contractors ordinarily furnish their own tools and materials. In determining what the classification should be, the value of the tools and materials supplied to the worker should be considered as well.
15. Significant Investment. A significant investment by a worker in the facilities used in performing services for another is a factor that often establishes an independent contractor relationship. Conversely, the lack of investment in facilities indicates a dependence on the employer for the facilities--which means an employee relationship exists. The rationale is that whoever provides the equipment necessary to perform the services controls the use of the equipment.
16. Realization of Profit or Loss. A worker who stands the risk of suffering a financial loss or realizing financial gain as a result of providing services to the employer is generally an independent contractor. In contrast, a worker who has no risk of financial loss is usually an employee.
17. Working For More Than One Firm. If a worker performs services for more than one unrelated person or firm at the same time, it generally indicates that the worker is an independent contractor.
18. Making Services Available to the Public. Workers who make their services available to the general public on a regular and consistent basis are usually independent contractors.
19. Right to Discharge. Employers generally possess the right to discharge only employees. The threat of dismissal demonstrates a degree of control over workers. In contrast, the IRS's viewpoint is that independent contractors cannot be fired unless they violate the terms of the contract for services rendered.
20. Right to Terminate. If the worker providing the services can terminate the relationship with the employer at any time without incurring liability, an employee relationship usually exists. Conversely, an independent contractor engaged to accomplish a task or provide a service may incur a legal liability if the relationship is unilaterally terminated before the results of the task are accomplished.
These 20 factors may not always be appropriate for determining a worker's employment status, especially in the case of a professional, such as a physician, lawyer, or dentist. Control may not be the dominant issue in determining a professional's employment status. Revenue Rulings 72-203 and 66-274 state that other factors should be considered when determining the employment status of a professional, taking into consideration the skill required for the task, the intent of the parties involved in the employment relationship, and the custom in the industry.
IC - status
Have been an IC-MTSO for close to 20 years. Deduct my office part of the house, phone, internet, cell phone, mileage for anything work related including banking, errands, (of course I pick up and deliver and that give me a $5,000 write off), medical insurance payments, retirement contributions, supplies, partial utilities. Start out with 50 to 55K and pay my SS taxes on 12 to 15K. To me it is well worth it. I always over withheld from my husband pay check or just paid the small penalty at the end of the year but you can do quarterlies. I went to a tax guy for one year saw how he did it and then just bought Turbo Tax and followed him. Works well for me. Sure his fee is deductible but you still gotta pay it. I prepared so much for him that I felt I could just as easily plug those figures in as his "help" so that is what I do. Any more questions, youcan e-mail me at pjsword @aol.com.
Patti
IC status
Just discussed a few days ago, do a search and it will come up. If not I will let you know but just wrote a long answer to this last week.
For the SE status
Because where I live it is rural and both hospitals outsource, one to MQ, the other to another big trans service. While being an SE, I had a flexible schedule which my TC allowed me to work around my other full time job as that one was not flexible. In order to move on, most companies do not supply the equipment and I did not want to put out another $1,000+ on another computer when I had just updated the MQ computer in the year 2000 and again in 10/2004, to transition to DQS. So, I stuck around thinking well being an SE at least, if nothing else, I have flexibility. Well, I have nothing anymore, the flexibility made everything else tolerable. Nothing with MQ is tolerable anymore. However, the new company I just hired on with has better pay per line, higher tier, higher differential and higher incentives plus, IMHO, better benefits. To all of you MQ lovers, great, glad you have a job you love, however, I sure wish you would check around, talk to some recruiters..You will be amazed at what other companies offer.
IC status
I have a question about independent contractor status. Have do you pay taxes? Can you deduct office supplies, electricity, etc? If anyone have information please let me know. Thank you.
IC Status
If you are working as an independent contractor, you are responsible for all of your taxes, federal, state, and local, in addition to self employment tax. You can deduct for office space in your home, supplies, and a percentage of your utilities. Depending on the amount of work you are doing, it may be beneficial to look into incorporating yourself (S Corp). I did years ago. I bought a book called How to Incorporate in Ohio Without an Attorney. It cost me 40 dollars to form as S corp, and as a corp, I did not have to pay self-employment tax. You may want to talk to a good accountant.
IC status
Thank you very much for the information. I will look into it.
MT status
I am 44 years old, have been an MT for 5 years.
Have 3 grown children.
Hope this helps.
what is SE status exactly
?
IC status
I had an office, and the rent was not that high, so that was a huge deduction. Unfortunately, I had to give it up and have not started working from home as I do not absolutely not want to include my home in my deductions (very tricky). Here are some things I deducted. The writer is internet based so it may not apply to her. Gas to and from everywhere, bank, office supply store, clients., etc, keep track of miles personal and business. Postage, supplies (of course), telephone bill, office cleaning, accountant fees, health care plan for myself, education (college courses which applied to my profession), dues and professional fees, i.e., memberships in AAMT, CMT fees, subscriptions to publications to enhance my business acumen. It's a whole new world working from home - don't like it. I feel for the writer as well. My accountant would charge me $250, only saw him once a year but it was worth it. He would make up four quarterly payment envelopes, according to what I made the year before. He told me if my income increased to call him and he would increase my payments. I usually did not owe anything, would be owed a refund and instead of taking the money would apply it to my first quarter of the next year. These are just some tips I hope will help someone else. I always feel if you want to be a professional, you have to spend money for professional advice, they know how to help you. Hope this helps someone. If I decide to work from home there is no way I will claim part of my house, when I go to sell it or die, I don't want it to be part of my "estate" in any way. This could happen to you.
IC status PS sm
Of course, i forgot to mention I claimed all of my equipment, computer, transcribers, books, etc., and the accountant took care of all of that as it was deductible either over time or for that year. It worked out great, always had the best equipment, etc. and it was mine to keep.
IC status
I am currently an IC with a small service and would like to venture out on my own to make more money. My service now takes 25% of my earnings each month and this seems a little high to me.
What I would like to know is how should I determine a line rate with new docs? Or starting out on my own. I have 3 years experience and have also worked in a hospital setting. Any feedback would be appreciated.
IC status
I have also found that a designated line for my C-phone to work the best. Open up a checking account for your business and write all checks for your business expenses out of this account, i.e. phone, supplies, internet, etc. Easier to keep track of this. Deposit only into this account. Keep track of mileage pertaining to your business, banking, supplies, meetings, etc. Every mile helps. If you are married have you husband up his witholdings to cover your taxes. Easier that way. If you were only PT at the national keep both for a while to keep you going as it is sometimes slow in the beginning. Hopefully this one doctor will lead to more for you. Good luck, write back with more questions. I used to do contracts at first but found that if either one of us wanted to part ways, the contract did not help out that much. If you do one, I would basically just outline simply what each person would provide and state what was expected regarding TAT, etc. But it already sounds like you have that covered. Good luck.
Patti
IC status
I believe the licensing question is a state issue. I'm not positive. In Georgia, I don't have to have one unless the business reaches a certain size or if I have employees. I had a consultation with H&R Block, and the lady there readied my proposed monthly tax slips for me. She gave me a sheet with the many write-offs for my office supplies, etc. In the end, she didn't charge me at all. I got a lot of information and the tax slips, too. I'd consult someone in your state in case there are special circumstances. The consult was quick and painless and very helpful.
Are you an IC? Does that status
I am concerned about the tax thing, never been an IC before, but am about to jump in and try it
IC Status
I would really urge you to look up IC status on the Internet -- the IRS has recently changed their stance and established behavioral control as one of their yardsticks for independent contractor status. I can tell you this, their first rule has always been that there has to be a contract. The advantage in your situation is that the onus is always on the employer--that is, if the IRS were to determine that you had been treated as an employee since November, the physician's office would be liable for back pay, back benefits, back paying overtime -- all of that. And the IRS would most likely find against them because the IRS would much prefer collecting taxes from an employer than 1000s of ICs around the country. You have all the leverage here, when you in a strategic position to make a stand, you should.
Are you IC status?
Or employee status? I would love to be able to do that, I think. Was an IC for a long time and loved it. Then HAD to become an employee and have been unhappy ever since. But now I need the benefits, so have to do whatever is necessary. The part I hate is, on sleepless nights, I cannot get up and work. Have to wait till my shift starts and plug away with NO sleep for 8 hours and then do it all over again.. sigh!
Status bar...
Possibly you could try taking the entire status bar off, exit word and then go back in and turn bar on.
To display/remove the status bar, click Options on the Tools menu, click the View tab, and then select the Status bar check box under Show.
I never knew until now that you could click on that bar and bring up the find/edit/goto box! I rarely use my mouse. I Alt E F to get to that option.
If that does not work either uninstall and reinstall or do the repair part from CD.
IC status
Why is this so hard for some places to understand? I am an IC and have found very few places who understand this.
1 - Yes, acute care needs a schedule which is understandable. I agree to do X lines between X time and X time. If I get those lines in early, I should not have to stay on unless I choose to work more. A contractor that comes to your place of business or home to do a job who finishes early is not going to sit there until 4 even though the committed job is done at 3.
2 - If the work is not able to be done because it is not there, again, the contractor is not going to sit there and wait on you without charging a heftly hourly rate.
Frankly, I feel an IC schedule is a guideline. If the client needs a schedule, by all means, I try to stick to that as closely as possible, but it is the contactor's responsibility to budget their time. I am soooo tired of interviewing with companies for an IC position and they freak out as soon as you say, "So, when I finish early..."
If you want someone who will sit in front of that computer for 8 hours whether there is work or not, and remain there even after making their line committment you better pay their taxes and pay for any down time - that is called an employee people!
Sorry about the rant. I am just frustrated. 
IC Status
In a nutshell, they get away with it because they can. Too many MTs are working as "ICs" without really understanding what the benefits of being an IC are supposed to be. Not too mention the pay being accepting to work with no benefits, etc.
IC status
Yes, you are right. My experience has been the same, low pay, no flexibility and also no benefits. Looked into an IC position. Told them of all my experience, 30+ years in acute care. She asked if I was a CMT and if I had done QA or editing. My reply was that I had not done a lot of editing or QA work as I liked transcribing more than editing and QA work. Also, the CMT is pricey and often not an accurate judge of one's abilities. Well, I guess they are looking for credentials instead of experience. Would you rather have 30+ years experience in acute care of just out of school with a CMT behind your name? What gives?
IC status
Unfortunately, companies have found plenty of MTs willing to put up with this, and now it seems that we have to live with it. I have worked as an IC for 7 years, and it is hard to find companies that understand what IC actually means.
As long as companies can find people who will work 8 to 5 with no benefits and lower IC pay, why wouldn't they hire this way. The problem is the MTs who take these jobs are not going to report the companies to the IRS.
As I see it, I make less money for working IC so that I can have the flexibility. It is give and take. You better believe that if I am going to commit to 8 to 5 five days a week (or any other such schedule) I am going to be an employee and they can pay half my SS taxes.
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