IC status and 2-week notice
Posted By: cjs on 2006-10-01
In Reply to:
As an IC, do you have to give 2-week notice if you are moving on to another company?
Complete Discussion Below: marks the location of current message within thread
The messages you are viewing
are archived/old. To view latest messages and participate in discussions, select
the boards given in left menu
Other related messages found in our database
You should always give at least two week's notice!!
explain to them that this "is not your cup of tea". If you're looking for another job, they may tell you you don't have to work two more weeks. I once gave a four week's notice because I KNEW it would be a huge strain on the small company I worked for. Good luck!!
Just give the customary 2 week notice.
x
Anyone else notice prices of food getting higher every week?
Hello? With a week notice you can't sock in 3 days of food and water?
x
2-1/2 hours a day, 1300 lines/day, $150 a day, 7 days a week, IC status
a
Give them a week's written notice...I'll be leaving xx/xx, please forward final check to . t
why would you have to say anything else?
Offer 1 week notice, but willing to offer 2 if they would be in a bind. Also, (sm)
make sure your resignation letter is written with class. Never good to burn your bridges.
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 !!!
Is there engineer week? Astronaut week? Veterinarian week?
x
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.
Typically this week is a slow week in lots of places
because it is a big vacation week. Typically things slow dow a bit in the summer too because people are putting off elective surgery, but at the same time lots of people going on vacation so it should balance out.
Lowest runs $900 week, highest $1400 week (sm)
Get paid 12 CPL. Been doing transcription for about 12 years.
I work 6 days a week every other week
Due to my company's payroll (it runs Sun-Sat), I'm able to work a rotating schedule with every other weekend off. Week 1 I work Sunday through Thursday with Fri, Sat, Sun off. Week 2 I work Monday through Friday with Saturday only off. Then I'm back to week 1 and get that following weekend off.
I've found that I'm more productive with shorter shifts and I have kids in school anyway, so I work a lot of split shifts during the week. If possible, you might want to consider cutting back your hours to 30 hours and just work five 6-hour days in split shifts, 3 in the morning and 3 in the evening.
I did not notice the OP asking you about what to do.
Mind your business if you have no answers to the question OK? ![](https://forum.mtstars.com/smileys/hammer.gif)
Bye now! ![](https://forum.mtstars.com/smileys/rocker.gif)
PS: I hate when people come on here with an agenda and preach when all that is required is a simple answer relevant to the original question. ![](https://forum.mtstars.com/smileys/soapbox.gif)
or did anyone else notice that
every time someone says they are struggling with lines that it is automatically assumed that they are "messing around on the internet" or doing anything other than working. The problem could not possibly be a difficult account or anything reasonable. I know yesterday, on one account, I typed 37 different dictators. The majority of which were residents, who don't know what they want to say and repeatedly says "uh" or "no go back and change that" or ESL doctors speaking broken English. I find it very difficult to adjust to an account where there is no consistency in the dictators. You cannot get familiar with them as you more than likely will not get the same one very often.
I am trying to tell her right. If you will notice
it says it once, but the examples do not include it with the hyphen. We are moving away from the hyphen. As I stated, some still allow, but most of the companies do not use the hyphenated version any longer.
You may notice here, and it has been
depends on the area somewhat, but also how you receive the work and the work type (direct from the doctor, local MTSO, national MTSO, acute care/clinic/dr. office).
Clinic work in my area, SE region, it seems is about .12 gross line or about .16 65-character for what the dr. office pays. Subcontractors from the contract holder recieve between .06 and .09/gross line.
Nationals usually pay .07 to .09 for clinic work on a 65-character line. I think that acute care probably pay would start around .09 or .10 and go up depending on experience, etc.
Also, a lot of them will pay a little more for full-time (a very little).
Acute
Yes and without notice
Notice
It depends on what your contract calls for, but if no stipulation then most only give 30 days. That should be more than enough time for them to find someone else.
notice
My contract stated 30 days. I gave a 30-day notice but I did not have any work in my pool after only 3-4 days after giving notice. I would have gladly worked for those 30 days.
Anyone notice...
These new "changes" take away quite a few characters for us? Not the hyphen thing; that's probably because they are tired of some people not "getting" when to use hyphens and they just said "screw it!" but the i.e., etc., Mr., Mrs., Dr., etc. How dumb does "John H Smith III" look? Throw some punctuation back in there! Although it wouldn't surprise me if the companies are the ones saying that they don't REALLY need all of those periods and commas, after all...
It's just like some new dictionaries; can't spell a word right, change it! (I've read where judgement is becoming more and more acceptable because a lot of people can't seem to drop the e.)
Did you notice that those
who claim that they are able to do key commands to make speed, so that they are making $20 an hour doing editing, also more than not are trainers in a position where they can pick their own work, knowing which doctors the VR actually does well with... And who have also been with the company itself over 10 years? Basically VR is designed so that the company gets more for the report and the editor/transcriptionist actually gets less. IF they want me to edit again, its only going to be for the same rate as the transcription work pays.
Yup, quit the company I worked for that used it about a month ago and I am still steaming out the ears from it.
Notice
Always - it's the professional thing to do. Easy for me to say because I'm not in your shoes, but we've probably all been in a position at one time or another where we couldn't wait to move on to greener pastures. If you've been able to stay this long, you can probably do 2 more weeks. Best of luck.
Did you notice?
She tells how much it costs an Indian MT to be a member, but not how much it costs to test.
Anyone every notice...
When you put your notice in (2 weeks or not) at any of the MT companies out there they suddenly have had problems with your work recently and some even accuse the MT of doing malicious things in the system?
Just wondering if I'm alone with that.
did you ever notice
the ones on here who wonder why we complain about working so hard for so little are the ones with husbands paying all the bills? Sorry if I offended anyone but the above poster just proved it to me once again.
Is it me or does anyone else notice...sm
Ever notice that most of these platforms/programs that we work on make it very difficult to keep track of lines, view how many lines in a given time period etc...seems that is the last consideration... for us to see how much we make.
Just had to vent, thanks! :)
What status are you?
![](https://forum.mtstars.com/smileys/smirlove2.gif)
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. ![](https://forum.mtstars.com/smileys/thankyousign.gif)
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. ![](https://forum.mtstars.com/smileys/tickedoff.gif)
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.
CMT status?
How many of you all have let your CMT status go and regretted it. I think it is a total pain to redo credits every 3 years, being a busy mom and working 40+ hours a week. I think it is a rip-off that once we are certified we cannot keep the status without paying dues and redoing credits every 3 yrs. I think I am going to let my certification go. I have just too much other stuff going on! Any comments appreciated.
|