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How about at-home employee status, sm

Posted By: Emerald on 2008-09-16
In Reply to: Hi, any IC's that are paid on salary? or is this a reasonable pay I should ask for? - Emily Ayn

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!


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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!!
Again, it's a little different for employee status
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. 
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



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
 
If you are an employee at home they can
If you are an IC or SE at home, they can't.

If your hospital decides to change how you work, that is up to them. You don't have any choice about whether they send you home or not. That is completely at their discretion.

Your only choice other than accepting the situation there is to get another position.

You should know this: Whether you work as an employee or IC or SE -- if there is no work, there is no pay, period. NO COMPANY will pay you when there is NO WORK.

Good luck.

Exactly what my work at home employee
x
A relative, employee at home, told me she
x
I also took home office expenses as an employee, but --
You can only get any good out of it if you are also a homeowner with a lot of mortgage interest or have a lot of medical expenses, etc., that would make it higher than the standard deduction.
Can an at home employee deduct a computer on taxes?

home office expenses are still deductible if you are an employee - nm
x
$15,000.... Hospital employee, telecommuting from home, working less than full-time.
c
I'm a hospital employee, working local at home, so I get a raise every year.
x
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.
My kids have suffered greatly from me working at home with them home. SM
I have been working at home as an MT since my two kids were born. They are now 4 and 5. In the first few years, I had no help whatsoever. Their father was a bum who didnt work or take care of them while I worked. Your children get neglected while you work basically. And babies and young children desperately need your attention while they are home with you.

My kids have so many behavioral problems right now because of their neglect. I would try to set them up with things to occupy themselves, like coloring or a movie, etc.

I finally put them in day care and things have improved, but there are still a lot of issues because of the damage that was done. They still try to seek attention by doing bad things and they dont listen to me because they are so used to me letting them get away with a lot of stuff because I was too busy typing to discipline them in their early years.

If I could do it all over again, I would definitely have put them into day care from the very beginning.

My advice would be to seek PT care for your baby. Maybe you can do some work around her schedule a little when she is home, like when she takes a nap, and then bang out a bunch of work while she is in day care.


I enjoy being alone at home, but I've got one home sick from school already.

One on one with a kid is nice, too.


This summer has been absolutely crazy.  I haven't had a moment to myself for three months because all of my kids were home traipsing their friends through the house and yard.  My husband switched his work schedule, too, so he's around more than usual.  However, I like not having to do two loads of dishes and four loads of laundry a day.  There are no toys or clutter dragged out everywhere.  I can clean the house first thing in the morning, and it stays clean until everyone gets home at night.


I even got to relax with a cup of coffee and watch TV for half an hour this morning, something I liked for a change instead of cartoons or kids' movies.  I signed up for an online class that I've been wanting to take.  I can exercise without being interrupted.  Yesterday, I went to the mall and spent all my saved up gift cards.  I got some clothes, books, bath stuff, and a new coffee mug.  My work gets done a lot faster, too.  Call me nuts, but I've never had the luxury of being alone in the house for 14 years.  It's kinda nice.  I love my family with all my heart, but I love having a few hours to myself each week, too.


Except now the cat and dogs have been acting weird since the kids went back to school.  They must think that I need someone or something to clean up after and correct behavior on.  They're getting into everything and racing around the house behind me.


my take is that she worked inhouse, not at home, and now wants to find out how to work at home. nm
x
Forget "per line." Your take-home pay should be taking home SM
roughly what it was before. If it is not, is it because your current pay rate for editing (which in many companies keeps changing as the VR system is developed) is too low or is it because your talents and skills are more for speed typing than speed editing?

If the first, discuss it with higherups, and go get a new job if you don't get the response you need. My last MTSO was secretly refiguring how production was counted to pay us less. I can accept hard reality, it was the secrecy that burned. Sometimes, though, it's just that the learning curves of individual editors and that of the system aren't in sync, and you end up temporarily making less.

If the second, though, recognize it as soon as possible and change to straight transcription work, in your company or a new one, for as long as you can find it.

As for why we aren't paid more for a higher skill, that's just the way the labor supply ball bounces. Best wishes.
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.