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Unfortunately, the situation you describe is TRUE IC status.

Posted By: sm on 2007-10-11
In Reply to: Stressed out! - sh

Did you commit to working xx lines per day or accepting xx minutes of dictation each day? If so, it's not the company's problem if your daily routine changes and you have to work hours that are not convenient to you. A true IC gets the work done in a timely manner, no excuses. Your vent is exactly what gives WAH such a bad rap.

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The way you describe your situation ...

is just as if you had a crystal ball and were describing mine.  I can't see where it's possible at all any more to make a decent living in this profession without working yourself to a frazzle ... and it's only going to get worse. 

I love this type of work, but I can no longer sit by and make little better than minimum wage chained to this computer for hours on end after having paid my dues with over 20 years of experience. 

There's just got to be a better way ...

Sticky situation/IRS/IC status
I just had my taxes done (extension) and was told that if the company that I do IC work with dictates my hours that my home office deductions may be disallowed.  This company asks you up front or tells you up front what "shifts" they have available for you and then they expect you to work those hours.  Does anyone have any suggestions on how to approach them about this - I have skirted the issue by working a few hours different every day - but usually staying within a block of time - and they have not said anything to me - but I think that is only a matter of time.  I like my job and the work is great - I just don't want to owe more taxes than necessary because the company is not willing to work with ICs but expect us to work a set schedule.  Hope someone has had this come up and will have some good information or at least tell me how to tactfully address this situation without losing my work.  Of course, i don't guess that any job is worth it if the company is not willing to comply with the IRS rules.
True IC status - not dictated like that. sm

If you are a true IC, that basically means the company says "here's the work, have it back by x".  They cannot tell you (by federal law) what hours to work or when to work.  They can set a minimum line count that they would like to see met, and can use that as a reason to terminate a contract, but they cannot tell you when to do your job.  How to do your job, yes, as in account specifics and ways they want files put together.  Any company that tells you what hours to work and yet still refers to you as IC is doing so illegally, and basically is treating you like an employee to get out of paying taxes, or maybe, just maybe, they don't know the difference.

I have only ever been IC, and would not do Employee Status simply because I have to be able to set my own hours due to some outside work situations.  Now, if something happened and I needed Employee Status, say for health insurance or other benefits, I would have to switch, but I much prefer IC.

Sounds to me like the company you are with is either ignorant of federal law or is undeterred by it.  That alone would send up a red flag with me, but the decision has to be up to you. 

Good luck with whatever you decide. 


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 !!!
HOW is it different? Please describe. nm
Describe your workspace!

Big desk, small desk, filing cabinets, books on shelf, books in drawers?


Organizational tips?

What you describe is not unique to MT

I've worked in manufacturing (production control & customer service) for many years and realized that EVERY company, EVERY manager can do a better job at motivating and communicating with their employees. However, many managers do not know what to do or how to. They have their own managerial style and they “apply” that to everyone they supervise. A good manager will figure out each person working for them and determine what novitiates that person. Some like to be praised in public. Others want a private encouraging word. Each person is different and has different expectations. The grass is not always greener on the other side. I’ve learned that too many times in my career! BTW, I am considering enrolling in an MT course and read this board and others for information to help make my decision. This was a topic I just HAD to chime in on because this is true of ALL companies… Wal-Mart, GE, Walgreen’s, Ford, Kroger etc. Looking at the big picture, doesn’t it all boil down to how good are you at relationships and making them work?????

thanks for helping to describe
what I cannot - and Jim is the guy that I talked to, also.  I wanted to jump through the phone and kiss him when I finally found one to replace my old one.  I am so glad someone knows what I am talking about.
Describe your workstation!
Hi, All,

I thought it would be fun to describe workstations. I get extremely bored with work sometimes. At various times in my career I've had different ways to combat this--once my office area (bedroom) looked out on beautiful woods. At another time I had a small TV on my desk which was usually tuned to QVC (usually muted) during work (that was a deadly habit that had to go!). Yesterday I bought a 2-1/2-gallon fish tank and have had fun filling it with gravel, plastic plants, a bridge and two creatures--a male betta fish and a golden apple snail. During the workday it's nice to kind of glance over and see what the critters are up to. The drama currently is that the betta is no too keen on having a snail in his tank, even though the pet store reassured me that he wouldn't mind and that there was enough space for the two of them.

As for the rest of my workstation, I keep it pretty clear of clutter. I have a river stone that has JOY carved on it, purchased at a fair trade shop. I have a few fortunes from fortune cookies promising nice things about money. There's a small black-and-white cat figurine that's supposed to be a creative muse. He looks just like my tuxedo cat, so I liked him right away. To the right is a mug that has the Chinese symbol for "fortune;" I've filled this with highlighters. And there's a card holder (a piece of wood with a carved slit in it) that I place inspirational cards in. Usually before work I'll draw a card and place it there. Sometimes I'll glance over and take a look at it. I figure if my mind picks up some good messages subliminally during the day, it's a good thing!

So...please share! What do you have on your desk? Pictures welcome!
Can you describe the wallpaper ;-) Not for any other reason than...
I'll describe the packaging for you (sm)
These are just little no-frills ear buds (black). The packaging is about the size of a soda can and is primarily yellow and red with black lettering and says "Stereo Ear Buds" on the front. The Maxell brand is listed on the back.
but if the same scenario you describe existed 30 years ago, you would not know because
Could you share a link? I looked there and didn't see what you describe.
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.


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. 
Contact Start/Stop at their website and describe your pedal and ask them. They were very helpful
Cumbersome is a good word here to describe Meditech. The designer obviously doesn't type.
Thank you ghost! So true! So true! More than one person!
Yer crackin' me up! True, true, true! nm
Describe your dream job in one sentence. (anything goes; it's a dream job.)

My dream job would be straight transcribing half oncology and half psychiatry on a flexible schedule Monday through Friday as a statutory employee for a reputable company with decent dictators at 11 cents per line (a fair living wage for 17 years' experience), first shift.


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.


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.


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.
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.
We don't need the STATUS QUO either...
If you think for a New York second the Democrats are even a shade better than the GOP, ask yourself this:

WHY did the majority of Democrats not only NOT stand up to the WAR CRIMINAL Bush, but they voted for MOST of his agenda?

THEY are the enablers, that's why! HILARY CAN whine all she wants to about the war, SHE and almost all other democrats GAVE BUSH THE KEYS!

And then when the DEMOCRATS got control of Congress back THEY CONTINUED to weenie out and/or support BUSH'S policies.

THIS HAPPENED FOR A REASON, PEOPLE! One party starts a war (by lying about the need for same) and the other party supports the war makers!

TAKE A LOOK AT OUR HISTORY: Both parties have started and/or enabled wars based on lies for a very very long time!


WHY do you think MEDIA works so hard to present very very censored coverage?

SORRY FOR THE CAPS! I am very upset to see so many Americans once again falling for the lies.

:( and sad as well.
Actually SE status
is the best if you can get it. SE = statutory employee. It has the advantages of IC (freedom to set hours, deductible expenses, etc) with the Social security being withheld and paid by the employer, instead of you having to pay self employment tax.
Ic status?
Can someone explain this to me 'cuz I don't get it. I thought IC meant you were independent. How can an employer hire a person as an IC and then dictate what hours/days you work? Our tax advisor, when I was self employed, told me that if I allowed a client to dictate days/hours that I would then be an employee, not independent. They could establish turnaround times but not specific shifts per se. I see this often in MT ads posted here and on MT jobs. Am I totally confused or who do you all see the IC versus employee issue? Thanks for any info.
CMT status
I'm 25 years into transcription. I was a CMT through AAMT for 15 years, had my own company. To me, having the credential is nothing but an ego lifter and costs a fortune to keep up by attending conventions to maintain your 30 credits every three years. It felt nice to have it, get the pin and the certificate, but it never got me a red cent more than anyone else. I don't even believe it ever got me a job before anyone else. Just let me say this and I'll shut up.... "the proof is in the pudding". Trust me on this.
I am looking for a company to work part-time for but I have a full-time job - though the work has been low for months.  I'd like something that allows me to work a few hours in the evenings 3 x a week and 2 weekends a month but most of these companies have IC positions.  I was self-employed years ago and had to pay $5,000 off the top for self-employment tax.   How does an IC status work as far as filing taxes, etc.?   Thanks !!!
IC status
I am so tired of seeing ads for MT that says IC and then say "we have the following shifts or hours available," etc., etc.,etc. So here is a link from the IRS that tells you where to write to report such things. I think we have got to stop this from happening and start reporting those companies who are abusing this and us. I for one am writing today. IC should mean IC; otherwise call me an employee and provide me with employee benefits. The companies cannot have it all and take it all away from us. Please join me in reporting these companies so we get IC status back to what it should be or earn the employee benefits to which we are entitled.
IC status
Hi Pam. I am an IC and have been for about 10 years. I actually don't know how it works as an IC for a company because I worked for an office and I was responsible for all their work, I didn't have to tell ANYONE when I would be working, although I did have a contract with the office stating my TAT and such. I currently work for a hospital as an IC, make better cpl than companies offer but then again, as pointed out i owe taxes on every paycheck I make.

So my main advice to you if you chose IC is to be DISCIPLINED about paying those taxes. The first several years I would just Guestimate how much I would owe. Last year I got pinned with 10 thousand dollars in back taxes (even though i always paid and never got a return). I wasn't taking enough out. Needless to say this year I take 30% out of EVERY PAYCHECK i receive immediately. I dont know if that will be enough come April 15th... let's hope.

to see how many thousands of dollars sitting in a bank account waiting to get paid to the IRS is disheartening, and I sometimes would rather have them take it out first so I don't even SEE the money. It's like a mind game. Oh you made 3500? no actually i only get 2450. which barely pays my mortgage, bills, credit cards, etc. It's just tough. But I wouldn't trade it as of yet. I cannot compare for you because I have never been employee status. I dont know how much it would be worth to me... because as the below poster mentioned, you get NO BENEFITS as an IC... so besides taking taxes out, you've gotta pay your own health insurance, get a roth IRA if you can (which i unfortunately contributed to ONCE about 4 years ago) ... disability... you dont get sick days... paid time off, etc.

Lots to think about so figure out what would be best for you! GOod luck
IC Status
I should give you more information. I am an independent contractor so I do not recieve any benefits.