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I’m posting this on the company board because for me, it is company specific, but it could go on the main board. I cannot name the company. Here is the link for my original post if you want the history: http://forum.mtstars.com/548168.html
So my last paycheck was $202 for 2 weeks, which is approximately $2.52/hr for 80 hrs. I am FT, IC, 3rd shift.
I’ve had low paychecks before with other companies, but few and far between and not that low! With this new job, it’s going to be 3 pays in a row. The work has just dried up (for me). I suspect there is work for the senior MTs. I know the company uses 2 different platforms and I can see other MTs signed into our “communication platform” so I assume THEY have work. I do not. I started in late March.
So I’ve been researching the Transcend lawsuit (because I have no work to do) and reading the Nuance forum on this site. Basically Transcend is getting sued over not paying at least an hourly minimum wage (only paying for “hands on the keyboard” time). If I understand it correctly, Nuance is covering their corporate butts by paying MUP (make-up pay) if an MTs hourly average does not meet the minimum wage for the MTs state of residence.
So I have a bunch of questions:
Isn’t my current employer breaking the same labor laws as Transcend?
Don’t most MTSOs follow this same practice: “We will overstaff to guarantee we meet our contracted TAT; on the other hand, we don’t care if MTs don’t have enough work to make a sufficient paycheck.”
Aren’t they putting themselves at risk for legal action by following this practice?
What can WE do about this?
Do we have to hire legal representation so that we can achieve a fair wage for ourselves?
Why isn’t the U.S. Dept of Labor doing something about this?
I’m going to research more. I’m not sue-happy by any means, but these labor laws are in place for a reason and I feel we are all getting screwed here.
What are your thoughts, and please, if you are NOT an MT, I really don’t want to hear from you… yes, I’m referring to you, “Ms. You Sound Surprised.”
http://www.dol.gov/elaws/esa/flsa/scope/ee14.asp
According to the U.S. Small Bus Adm definitions, sounds to me like ICs definitely are employees. This makes things very interesting!
http://www.sba.gov/content/hire-contractor-or-employee