with the national pool there is always

work pool teams [2008-11-26]
Does anyone know how many folks are on each work teams now? I have a primary account of four hospitals and no work. But, if a hospital sends 50 jobs and there are 50 people on the work team, then it would make sense there is no work. I thought the talking heads said the making smaller teams would be better for the MT. It has only gotten worse for me since that last change.

All C-pool here. Line count atrocious. (NM) [2008-11-24]

Will the National Labor [2008-11-20]
http://www.nlrb.gov/Workplace_Rights/employee_rights.aspx Can the NLRB Help Me? The National Labor Relations Act extends rights to most private sector employees, to their employers, and to unions/labor organizations. The NLRA protects workers who form, join, support or assist unions, also known as labor organizations, and protects groups of workers (two or more employees) who engage in protected concerted activities without a union seeking to modify their wages or working conditions. The Act protects non-union and union employees against employer and union discrimination based on union-related activities or other protected concerted activities. Please read the Basic Guide to the National Labor Relations Act [PDF] [HTML] [PDF (Chinese)] for more information about what laws extend to the private workplace. Employees, who are not in a union or part of a recognized bargaining unit, and deemed to be employed at-will may be fired, suspended, transferred, demoted, or otherwise disciplined by their employer for any reason, provided the employer's conduct does not violate the NLRA, which would be considered an unfair labor practice, or another federal or state statute. Some states have laws that extend rights to at-will employees. Anyone employed at-will, who wants to pursue a case against an employer for alleged wrongful discipline, discharge or other retaliation, should seek advice from a private attorney. There are many other labor issues that affect employees and the workplace that do not fall under the NLRB's jurisdiction. Click here for a list of industries not covered by the NLRA. You may also go to the Referral Guide or the Frequently Asked Questions for information about the responsibilities of various other federal and state agencies that may assist you with different job-related problems. If you have a question about a workplace problem, call an NLRB Information Officer. Information Officers are available by phone or by walking into our Regional Offices during business hours. Because questions about your rights warrant a full understanding of the facts involved, we generally discourage communications about your workplace problems by E-mail. Find the nearest NLRB office by visiting the page titled Locating Our Offices. Examples of Your Rights As An Employee Under the NLRA Are: Forming, or attempting to form, a union among the employees of your employer. Joining a union whether the union is recognized by your employer or not. Assisting a union in organizing your fellow employees. Engaging in protected concerted activities. Generally, protected concerted activity is group activity which seeks to modify wages or working conditions. Refusing to do any or all of these things. However, the union and employer, in a State where such agreements are permitted, may enter into a lawful union-security clause requiring employees to pay union dues and fees. The NLRA forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.

National SR survey [2008-10-24]
ADHI (formerly AAMT) wants feedback about our experience with SR. The survey link is on their page. www.ahdionline.org/

What's with the work pool this [2008-10-16]
morning? I'm not even getting work in my new BOB! This is going to be one long day!!!

No PT flex anymore, national pool and ASR the same. nm. [2008-10-06]
nm

Maybe they're just doing away the national pool and [2008-10-02]
making each PS/CCM responsible for less accounts and fewer MTs.

Bad only in the last hour??? Geez, ASR in my primary pool has NEVER been decent. [2008-10-01]
d

Maybe your accounts got pulled from the national pool? [2008-09-22]
I've heard some clients have complained about the inconsistency, and have asked to be removed, so maybe you're the lucky ones:-) I'd be thrilled:-)

plus, those that are now constantly in the pool work ... [2008-09-03]
have a very difficult time, and it seems some are constantly in it. I am fortuante that I am in my primary most of the time. They created the national pool reportedly/supposedly because a group were complaining last year about being out of work and this was the solution. Some have posted they do upwards of 15 or more different accounts in one day. It is very hard to make $$ when it takes longer to read the client profile than it does to transcribe/edit the report (short ones especially). I am not bashing MQ here - I am trying to explain some of the changes in answer to your question.

In the national cesspool I am not familiar with the work assigned to me. [2008-07-31]
Clients want their work done the cheapest way. If that means in India, they don't care. Indian MTs have been doing their work for years. Big wigs have already sold us out. They will hold tight until they find a cheaper replacement. Welcome to the real world.

Is the incentive bonus pool for all or just full timers? nm [2008-07-22]

Its a national standard, and law regarding medical [2008-07-16]
insurance, not just another torture ploy by MQ. Sometimes you all have to think with your brain and not your heart, no pun intended here. Think about the chaos if everyone could just decide in a moment that they wanted benefits, or didn't, or did again. Its just not the way our country and healthcare system run. I am so sorry the MT has chest pain. However, one can't have an illness one day, decide to jump on board full time and get benefits the next day. It doesn't work like that and never, everhas. There are mandatory requirements and waiting periods, both ways, coming or going. Its just the way it is, and it is in place for everyone, so no favoritism involved, or meanness on the part of HR. There are a few, very few, companies who put bennies thru after 30 days. That is the absolute fastest wait time in all jobs, as far as I know. 30 days min, 90 days or more the norm. If the MT had chest pain on Monday, signed on for insurance on Tuesday, had to go to the hospital on Wednesday, it very likely would not be covered and insurance denied anyway. Its just the way the system works, and we shouldn't all wait until we're really ill to either get insurance, if its an option, or go to the doctor. As the world's biggest procrastinator with my own health, I can attest to this.

Work Pool Curiosity sm [2008-07-08]
I have just noticed my primary work pool name looks a bit different. It now comes up with the same primary client name but alsosays ASR Work along with it.I have been getting about 95% ASR for months. Some days 100% ASR. Anyone else noticetheir pool comes in as ASR Work

Bummer, there is work this morning, the National Pool. [2008-07-04]
I really wanted off today, Friday the 4th and I could get off if there is no work. Now I have to work in National Pool which makes me so frustrated and my pay stinks in National Pool. Okay, I will change myattitude. Have a Happy and Safe4th of July everyone.

Even with national pool? Do you only do certain work types? (sm) [2008-06-19]
Not that I am for the national pools, but have at times been in them. Right now (again) all PT people are being asked to work up to 38 hours per week if they can and everyone is to make up time. There is work there, are they just not pooling it correctly to get to you?

We "lovingly" call this our cess pool. nm [2008-06-05]

I have work, but of course National Pool.nm [2008-06-04]
x

Maybe we can BOAT-POOL!!! Oh my!! [2008-05-23]
You steer, I'll row!

bonus pool is your unknown, as well as [2008-05-19]
the number of people who are going to qualify ... I don't believe there is really any way for you to predict .. just the way they like it .. LOL

with the national pool there is always [2008-05-18]
coverage for every account

cess pool [2008-05-08]
I agree. Running out a lot lately and this morning took my 45 minutes to do a 1 page H and P because of ESL. Yesterday had most in my pool, but when I start out the day outside my pool, it does not make a good day or a good pay check. Down $400 to $500 a paycheck in the last year or so. That is really making me think about leaving also. Does not pay the bills. And they do not change things or give an explanation when I notifiy my supervisor, so why bother anymore?

cess pool [2008-05-08]
I also think that even if you do get your own pool which is not very often, there are new ESL coming up that I am not familiar with, must have a new batch of dictators again. I do not mind doing some ESL, but not all day, and if we get a certain percentage of ESL during the day, we should be compensated another whopping cent or something to work for, becuase I leave 15-20 blanks and that is definitely like me, but who cares anymore? Compensate me for my extra effort putting out a good report, otherwise I listen and if I can't understand it after repeating the sentence a second time, it goes out with blanks, and sometimes who paragraphs missing, and notice that QA does not fill in anything either.

Do you get ops from so-called primary or a larger pool? [2008-05-08]
I'm guessing you'd have to have more than just a few accounts to get only ops, is that correct?

There is always the National Pool which I have had for months now. nm [2008-05-07]

Stuff I DO know [2008-12-04]
I personally haven't been called by the IR lately but I do know I've been scrounging for work unlike any time I can ever remember and I've worked for MQ and it's predecessor for 28 years. I also know that by late afternoon, my primary work pool is available, but is absolutely sucked dry overnight. My sister, who works for MQ in another region with other hospitals is in the same boat. So forgive me if I'm a little paranoid that something weird is going on. MQ never tells us anything up front, they basically just blow smoke at us and assume that we're stupid.

OMG! OMG! YOU HAVE TO SEE THIS. [2008-12-02]
http://health-information.advanceweb.com/editorial/content/editorial.aspx?cc=189369 I went to Google, typed in Medquist and then at top of page, I hit News and this is the report that came up first. IT SAYS TO GO TO MTSTARS.COM in the article. From the East Comes Light Posted on Dec. 1, 2008 By Rebecca A. McSwain, PhD, CMT View/Post Comment E-Mail Article Printer-Friendly Permalink Ex oriente lux (From the East Comes Light) (Latin proverb) Over the last 10 years there have been, to guesstimate, a billion words expended on offshore MT. Unfortunately, these words have often generated more heat than light. That is to say, offshore MT is an emotional issue, and enlightenment in the form of facts is sometimes hard to come by. For example, an outfit called ValueNotes, which researches and analyzes international business trends, suggested in 2006 that current revenue from Indian MT was $195 million yearly and would reach $647 million by 2010. ValueNotes, however, is based in India, and may be inclined to have an exaggerated view of Indian MT trends. Given that many large U.S. clients - hospitals and clinics - require guarantees that their work will not be offshored, it's difficult to say where this vast expansion in Indian MT will come from. It is undeniable, however, that large U.S. medical transcription service organizations (MTSOs) now have a presence in India (Spheris and MedQuist are examples). For a good sampling of how U.S. MTs feel, go to the MTStars Web site (http://www.mtstars.com), Main Forum, and search the term offshore. Hold on to your hat, and get out your saltshaker for the grains of salt you need when reading some of the posts. Many people blame offshoring companies for the precipitous drop in MT wages in the past decade or so. But is there really good evidence for this? There have been myriad downward pressures on transcription pay. First is the nationwide panic about soaring health care costs. The value of MT is often not understood by administrative/financial decision makers in health care institutions, and MT becomes an easy target for those seeking to save money. Second, the increasing and continuing costs of technological change have, in my opinion, siphoned off billions of the dollars allocated to medical records - sometimes with good results, sometimes not. Some of that money, I believe, has come out of our (MT) hides. Third, I believe the promises (delusions) of automated transcription have created a reluctance on the part of financial decision-makers to spend the money necessary to train and retain skilled MTs, because, after all, in 5 years we will all be replaced by a computer. (Not. But that's another topic.) Finally, MTs should consider that their loss of income may be part of a larger trend of lower or stagnant pay in health care occupations. Nursing pay, for example, did not increase for many years in spite of an acute shortage of nurses, and nursing can't be outsourced. (See http://content.nejm.org/cgi/content/full/354/15/1648 for one discussion of nurses' wages.) I worked in India for 6 months and still count some Indian MTs as friends and colleagues. I didn't believe at that time, and don't believe now, that offshoring is the source of all the ills of MT. If the value of medical transcription is understood correctly by hospital and clinic administrators, if quality and service are paramount, then our shared goals can be achieved by a worldwide collaboration of well-trained and appropriately compensated MTs. That would be the dawn of a new day! Rebecca A. McSwain is currently working as a production MT for a national service. She has worked as an MT supervisor, business owner, instructor and QA manager. She's a member of AHDI and the American Medical Writers Association. She has a PhD in anthropology and continues to work on anthro-related writing projects in her spare time. She can be reached at rmcswain_985@fuse.net.

how long [2008-12-01]
How long do we have to wait around - I thought somebody was supposed to call and either tell you they put you in a work pool where there was work - or else you could take PTO. I have been waiting since 8:30 and it is now 10:00. Can I just assume I can take PTO?

ticket # [2008-12-01]
I got a ticket # and I read the policy on it - it sounds like either way within a short period of time, someone is supposed to contact you to tell you they put you in a pool with work or that you should take off and use PTO or make it up later. . But I haven't heard anything back yet.. after 2 hours.

No work policy [2008-11-27]
You can call the 1 800 dictate number and they will open a ticket for you. They forward that info to the impact center who will look at your work pool and make sure that you are set up to get any transcription that you are able to do, even from different areas. If there is no work in any of those other areas, then they release you from your shift, but you have to have that ticket number to be able to do that. In MQ Central, if you go under departments/human resources/policies, there is a link for their no work policy. Hope this helps.

Some people can do this now. s/m [2008-11-27]
There was a small group of people in a particular work pool chosen to be able to do this as a trial run. They have the ability to go through DocuManage and see how much work is in the different pools. Eventually everyone will have access to do this, but for now it is just this particular group that are tesing this.

International Work Returning [2008-11-25]
I just received a call to switch from an account I have been on for 9 years to a group of accounts that needs help, a group of international accounts that is being returned to our pool of workbecause the customerswere not satisfied with it being done overseas. They may only have to pay 2 cents a line for them to do our work, but they are not getting the quality of work we provide them with.

Good point, everyone posting [2008-11-24]
wonderful results aren't helping themselves because that's not taking into account crappy dictators, the pool, & that there's no way you can go at that speed 8 hrs a day 5 days a week, so posting a 1-hour result is more hurtful than helpful in the big picture.

Yeah- Great job MTs for getting the backlog wiped out [2008-11-24]
the pool! Not meant for slur MTs, just a sarcastic comment about PS cheering on the backlog report with less than 10 jobs total on it this morning.

Has anyone noticed that [2008-11-24]
this happens before EVERY SINGLE HOLIDAY? PS will send an email saying that they are sooo swamped with work in their BOB. They offer OT so we will earn that extra cash for the holidays. Then the bottom drops out and there is nothing to earn because you get the scum at the bottom of the pool. I think they do this to us so there literally is nothing to do on the holiday so they don't have to pay that time and a half. What do you think?

Frankly, I don't even bother with it anymore. [2008-11-24]
I don't know how many do or don't. They probably just pick from a pool of whoever sent anything back.

I don't know the specifics, but [2008-11-24]
it all depends on how big MQs assigned pool is and how many people go over. In other words there is a company-wide cap. If everybody works hard, the lower the bonus. sounds fair, right?

You're correct. [2008-11-24]
They still have that silly pool, however. Which is why everybody's monthly bonus goes down when they have a special limited-time incentive.

Actually, it is in their favor. [2008-11-23]
I suppose it doesn't matter if we all do that much. They still get paid by the client for what we do. If we do 200 an hour, they get paid for 200 an hour. If we do 600, they get paid 600. The only thing that affects their pocketbooks when it comes to speed is the monthly bonus, which is out of a pool anyway, so the more people who produce high, the less of a bonus they get. The more we make an hour, the more they make an hour.

it's when your purposefully put down the incorrect time on your time sheet [2008-11-23]
Because of the definition of fraud, though I think in some way it has to have a financial impact on the company. So if you put down more time than you worked, causing them to pay you OT, that would be fraud. Or if you put down less time than you worked, causing them to pay you a bigger bonus, that might be fraud - however, since there is a pool a money where that is coming from that isn't really changed, i'm not really sure. Anyway, I think the bosses just like to use the word fraud when they really don't know what they are actually talking about.

I was told I was a top producer by my manager [2008-11-22]
and if I do straight transciption I do about 250 lines an hour, maybe 300 on a good day. If I do straight ASR, guess what, I do 250 lines an hour, maybe 300 on a good day. I'm guessing when Mr. C says top producers, he isn't figuring in quality. Besides, a pool of 850 top producers??? out of 6000 employees??? That is certainly not the average Captain. These are most likely those GIFTED in this field, not the majority.

I can [2008-11-21]
I always average about 2400 lines in an 8 hour day by the end of the pay period BUT I have worked on the same account for almost 8 years now, no ASR and hardly ever get thrown into the pool as it is an account with a nice work load for the MTs and we always meet TAT. This account requests only that their regular MTs do their work because of the big screw up last July when they opened the gates to hell and their work had so many errors with MTs unfamiliar with their work doing their notes. I use my Expander constantly. Anything and everything I can I put in it. I worked for this facility before MQ and if they ever up and leave MQ I would follow them as that is where my money is made. They also have written in their contract NO OVERSEAS WORK! I am very very fortunate so far, but these days with the economy in a slump I still do not feel 100% secure about my job. A local clinic which is huge near where I live is laying off and sending employees home early because of low patient count as people just cannot afford the copays. Scary times for everyone!

ASR cut [2008-11-21]
I now have the Ctrl F option. My client facility list did not even have my primary account in it or for that matter hardly any of the accounts I was receiving. It took some doing but I finally got them to change my client facility list to include the accounts I actually work on. You have to have the account in your client facililty list in order to use the Ctrl F option and it does save time. but what is better is if they just leave you on the account you know best, your primary. I have their profile memorized. It used to never run out of work until they started putting everyone in 1 pool jumping around the country.

Will the National Labor [2008-11-20]
http://www.nlrb.gov/Workplace_Rights/employee_rights.aspx Can the NLRB Help Me? The National Labor Relations Act extends rights to most private sector employees, to their employers, and to unions/labor organizations. The NLRA protects workers who form, join, support or assist unions, also known as labor organizations, and protects groups of workers (two or more employees) who engage in protected concerted activities without a union seeking to modify their wages or working conditions. The Act protects non-union and union employees against employer and union discrimination based on union-related activities or other protected concerted activities. Please read the Basic Guide to the National Labor Relations Act [PDF] [HTML] [PDF (Chinese)] for more information about what laws extend to the private workplace. Employees, who are not in a union or part of a recognized bargaining unit, and deemed to be employed at-will may be fired, suspended, transferred, demoted, or otherwise disciplined by their employer for any reason, provided the employer's conduct does not violate the NLRA, which would be considered an unfair labor practice, or another federal or state statute. Some states have laws that extend rights to at-will employees. Anyone employed at-will, who wants to pursue a case against an employer for alleged wrongful discipline, discharge or other retaliation, should seek advice from a private attorney. There are many other labor issues that affect employees and the workplace that do not fall under the NLRB's jurisdiction. Click here for a list of industries not covered by the NLRA. You may also go to the Referral Guide or the Frequently Asked Questions for information about the responsibilities of various other federal and state agencies that may assist you with different job-related problems. If you have a question about a workplace problem, call an NLRB Information Officer. Information Officers are available by phone or by walking into our Regional Offices during business hours. Because questions about your rights warrant a full understanding of the facts involved, we generally discourage communications about your workplace problems by E-mail. Find the nearest NLRB office by visiting the page titled Locating Our Offices. Examples of Your Rights As An Employee Under the NLRA Are: Forming, or attempting to form, a union among the employees of your employer. Joining a union whether the union is recognized by your employer or not. Assisting a union in organizing your fellow employees. Engaging in protected concerted activities. Generally, protected concerted activity is group activity which seeks to modify wages or working conditions. Refusing to do any or all of these things. However, the union and employer, in a State where such agreements are permitted, may enter into a lawful union-security clause requiring employees to pay union dues and fees. The NLRA forbids employers from interfering with, restraining, or coercing employees in the exercise of rights relating to organizing, forming, joining or assisting a labor organization for collective bargaining purposes, or engaging in protected concerted activities, or refraining from any such activity. Similarly, labor organizations may not restrain or coerce employees in the exercise of these rights.

While we are all feeling bad about our pay cuts... [2008-11-19]
I thought I would just throw this out there for you all to jump on. I took my hubby out for dinner last night because it was his B-day. We went to one of those national chains noted for buffet food--the initials are GC--though I may not probably get away with posting the actual name, I am sure you get it. Anyway, walked in the front doors and there was a help wanted sign. They want servers. I think oh, okay. They have problems keeping their help. Then my DH starts up complaining....The sign says they are hiring at $10.00-$16.00 an hour! OMG. I obviously work in the wrong place.

PAY CUT ASR [2008-11-18]
ABSOLUTELY a rip-off. ASR takes just as much time to do as transcription. I had my job pool switched to transcription first and only ASR when transcription ran out. Thatwas at 70%, no with it going to 60%, and I was losing money. I will not do ASR at all anymore.

I am sending this to my CCM [2008-11-18]
Forgive me; I am not exactly clear to whom I should send this. I am sure you will be inundated with useless emails protesting this completely unfair and latest devastating pay cut perpetrated by this Corporate Giant. My question is how do they justify paying so little for highly trained medical language specialists? With all due respect, I do not believe there is anybody in management who could transcribe or edit a medical report, yet I could easily perform management duties. I truly do not intend to offend,but I am guessing middle managers salaries are most likely in the mid 30s to early 40s while I will barely make over minimum wage. Not to mention what corporate pays themselves, excluding bloated bonuses. MedQuist OWN survey from MEs indicated that ASR was not faster than transcription in most cases. I, myself, see an approximate 15-20% improvement in overall line production, nowhere near the 40% that is now required, and consequently I could live with a 20% MT vs. ME pay...but 40%???? This is an outrage. Additionally Medquist will pay a minimum of 0.04/line (of which they are proud to offer??). That in fact is LESS than the national minimum wage. I am frustrated, saddened, immensely irritated, and in the end completely shell-shocked at the latest arbitrary pay cut perpetrated by MedQuist. I have worked for this company since being acquired from YOG and have not received one raise. Instead, I have systematically been reduced to working for barely minimum wage. No wonder this work has become so exhausting and working for MedQuist disheartening. It is clear, my skills are not valued. MedQuist (or I suppose more correct would be to say CBay) can justify this latest pay cut all they want as an industry standard, but to compare MedQuist, the largest transcription company in the world to the more regional MTSO is both disingenuous and not valid comparison. The numbers speak for themselves. I will now make $0.054/line. I will not be able to support myself any longer and I am scared to do death of what is to become of me and my professional skill, which is apparently worthless. I realize, you as my CCM team, really have no say in this, but their proud memo directed our concerns to you.

Umm, hope this doesn't make anyone mad but I don't. [2008-11-11]
I believe they add ASR to your work pool just like they do OPs, etc. You don't get them unless you are set up to get them.

We haven't had any backlogs either. [2008-11-08]
Been working in other SA's all week, so why ask for OT from PT'ers? Even this morning there's nothing in the BOB hardly. All this does is make those of us who work on the weekend have to work straight C-pool, but now it's more like 7-day a week C-pool. Get 'em while you can. Going, going, gone.

It was a nat'l that's advertised on the job boards. [2008-11-03]
It wasn't hard to find. Here's the thing, they pay me 9 cpl and MQ paid me 8 CPL (straight MT work, without ASR complicating things). With ASR, I make 0.56 CPL from MQ. So we're talking just your average national, nothing fancy, that pays slightly more than I was making at MQ. The point is, ASR has completely screwed up my pay. I've taken a huge hit and if it wasn't for the fact that MQ has work at night, which hop on when able, I wouldn't work for them at all. (My SUP lets me email her when I'm free at night to work since there always seems to be work available around midnight on my account).