Update. Thanks so much to the poster who emailed me about St. Jude Hospital and sm

• Just gottah share. I read in our local paper about a 3 y.o.battling neuroblastoma sm - MQer
  • so so nice of you... sm - lau
    • Thanks for sharing your story! Know that you and your sm - MQer
  • Yes, it is heartbreaking and hard to deal with - sm - Laura E.
  • Update. Thanks so much to the poster who emailed me about St. Jude Hospital and sm - MQer
  • I agree...thank God for people like you..sm - kps
  • Thank God for people like you. (nm) - mac

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Also, is it a large teaching hospital? If so you have to consider there will be A LOT of different residents dictating, usually a lot of ESLs at teaching hospitals, and the residents rotate out and new ones rotate in every summer. So you can't expect to get the same dictators and build up your macros because the dictators change all the time.

I would say 9 cpl would be a pretty good offer for a small to medium community hospital where you will be doing the same dictators on a daily basis.  But for bigger, urban or teaching hospitals I would want at least 12 to 15 cpl. 

Perfect combo of charm, boyish good looks, rugged handsomeness, *sigh.  He was great in Alfie and Closer.  Also the Talented Mr. Ripley...too cute.  I'm definitely obsessed.

I guess that is a small pleasure for those of you who have lowered your expectations for the company you work for. 

Bet you're married to a fat bald guy too. 

I am not sure how to PM you from this forum, so I emailed you instead. 

Thanks

This is what was forward to me. It comes from the accountant -  

I have not heard about the IRS pushing for this.  However, I seem to recall hearing that the FTB is pushing for this in California.  Basically, it is easier for the tax collectors to get their money from employer contributions as opposed to quarterly payments.  The independent contractor status has been under attack for a number of years and this may be the way to finally eliminate it.  Check with your accountant to see if he/she has heard anything.

Thanks for your reply and your time in replying, but I totally disagree.  (I don't reply back in email, as I never know WHO it is replying back to me... could be my MTSO!)

Just because I'm an IC for an MTSO does not mean they own me.  If they want to own me, I had better be getting a hefty salary, insurance, 401K, paid vacation, sick leave, personal days, season tickets to the Cowboys games, and a company car like my husband gets from his job. (And they do own him sometimes, up to 80 hours a week and more, but he sure doesn't get paid per line! Not hardly.)  It was all IN MY CONTRACT. 

You are right, she does not care that I have children. I DO. Which is why it was IN MY CONTRACT that I do a 24-hour turnaround, no less without prearrangement.  I am not asking her to care about my family, but I am asking her to care about the contract.  Sorry, but I refuse to do what you did and have someone else take care of my children.  That is why I do MT rather than make a lot more using my college education.  This is why it was, I repeat, in my contract. 

It does not just come back to what the boss wants.  She's not my "boss". I am my own boss, working within the bounds of our contract.  She is the one who keeps wanting me to go beyond my contract with no consideration for it, and it's not going to happen. 

If, like you seem to indicate, that's just how MT is... then yes, I will end up leaving the business.  However, judging by the other responses, this MTSO needs to learn the difference between IC and an employee/slave combo.