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Transcend $1500 sign-on bonus - Hmmm...

Posted: Dec 10, 2009

Any comments?

I was wondering - sm

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about that myself. A $1500 sign-on bonus for third shift. I wonder how they go about giving you this bonus? Do you get it on your first paycheck? Do they hold onto it until you're out of training? Do they even give it to you at all? This is extremely high and very suspicous to me. It's probably a typo.

I have seen this before with same company - L

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and the way it used to be was not all at one time, distributed out in increments and then think you had to stay for an X amount of time.

I think you get 1/2 after 3mos, and 1/2 after 6 mos. - 1hairleft

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xx

Their ad describes how you get it and yes companies do pay it. - I have received them before.

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nm

Whether or not they actually follow through on it - Tired&CrankyMT

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I honestly cannot say as I have no desire to seek employ with them, but it seems to me as if they're dangling it in front of you just out of reach by offering it this time of the year, the slow time.

It wasn't too long ago that my gf and other Transcend MTs were complaining of no work/low work, so I am sure if the lack of work situation happens/continues, it would interfere with one's earning the sign on bonus. That should definitely be something to discuss with the recruiter for anyone applying in hopes of receiving it.

Either that or a difficult account so they can keep it, therefore - no full time bonus

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nm

money/Transcend - blessed

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Let me apprise you of something as a fellow MT. Transcend does not pay legally. I hired with them and, for the first 4 weeks, when I did not make production requirements which were up to minimum wage in my state, they paid me only production. So, in my first 2 weeks of work, I made under $200 for 52 hours of work as an employee. Instead of simply fixing this by paying me minimum wage as the FLSA states they should, they did not. My manager just pointed out how I was signing in wrong, and they were "getting together with payroll." When my next paycheck was the SAME way, I contacted the CEO. He did not address my minimum wage concerns either. Instead, he suggested that, perhaps, I needed more TRAINING. And, did I have experience (they do not hire people without experience). My manager, once again, pointed out my mistakes from signing in (again, I admit I screwed up by 3 hours), accusing me of stealing time. Not ONCE did they address paying me.

When my team lead talked me into staying, the next day I received an email from the CEO stating,"If she cheats again get rid of her and we will seek legal action---I have no patience for people that show this type of disrespect to xxxx and me as well as a dishonestyâ��I want to see her production per hour and if it does not exceed that required for minimum wage we should accept her resignation."

Why would I steal from them when THEY HAVEN'T PAID ME YET. I don't even qualify their stealing crap. They are nuts. I have already contacted the FLSA.

production vs hourly - sm

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I'm a bit confused on your post. For production based jobs, an employer has to pay 1st on production (lines) and if that figures out less than minimum wage, then they have to pay the difference based on your hours worked. No employer can legally pay you less than minimum wage. No company.

What I'm getting from your post is that they stated production time logged in was less than the hours logged on time card. For example, 20 hours actual working/production time logged and 25 hours logged on time card. Thus, they only paid for the actual production hours. They can't do that legally. They have to either pay production or minimum wage, which ever is higher. If they aren't doing that, then go to your local labor board and file a claim. You definitely have a case. One way or another, you must be paid minimum wage and they have to go by your time card. They can't just pull out another record and say we're paying from this instead.

From what I read in your post, you did not record your hours correctly. - That is your problem, not theirs.

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It definitely can be viewed as payroll fraud if you do not accurately report your time - under or over your actual hours worked. So, you can be in trouble and even charges filed.

It just isn't THAT difficult to record time.

Production requirements - Alice

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BTW, It seems to me that being fired for not making production requirements is a case where you might be eligible for unemployment benefits. I read this recently on a website, not sure if it was just for one state or for all.

Yes, just a carrot you can't reach - Old MT

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You can never attain this. All the work on the 3rd shift is sent off shore so you will never get enough for the bonus nor for benefits.

How bad is the account/platform that they have to pay - a big bonus when the market is glutted with MTs de

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nm

Bonus is just for 3rd shift - that is why. - nm

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nm

pay - blessed

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Yes, they can take legal action for my incorrectly recording time. I did not realize that looking things up does not count in "producing." Believe me, I am not posting about this to defend my stealing time or not. LOL They can take legal action, they don't have a foot to stand on because THEY OWE ME MONEY. That is the issue.

I worked 52 (FIFTY TWO)hours and was paid under $200 (two hundred dollars). That is ILLEGAL. I have already contacted the FLSA. AND, they did again on my next paycheck.

Transcend posting.. - Aintmissbhvn

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When I saw that ad, I was livid. I, almost daily, am low on work! I have 9 different hospitals I rummage around at trying to make my quota (MY PART time QUOTA). I have email after email asking me to flex my time around this slow period. How aggravating to see them advertise at all. Maybe I should apply for that job.

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