AccessRN Logo

We're just a phone call away!

Call Us Toll Free at 1-866-900-1988



AccessRN nurses all have had previous vascular access experience. Review our map as to the areas where we provide vascular access services.

AccessRN follows INS, AVA , and CDC standards of practice.

AccessRN offers a variety of options of employment depending on service area - full time, part time, per diem.

AccessRN nurses provide the latest technology in vascular access in a variety of healthcare settings (hospitals, acute care, long term care, and home).

If you are interested in joining our team of nurses please email your resume to Mary Lambert at or Download the Job Application.

AccessRN hires only employees. We do not engage Independent Contractor for many reasons that can affect the safety of our patients.

Other companies often hire Independent Contractors (ICs). However, many times their workers do not meet the requirements for being an IC, leaving the worker and company in a sticky situation with the IRS.

By hiring employees and not Independent Contractors, we sometimes come across potential employees that have asked why AccessRN sometimes pays $10 - $25 less than other companies for procedures. The answer is easy, but the explanation is what you really need to understand. Basically, employers pay for taxes and insurances that an Independent Contractor would be required to pay. In the end, being an employee is a lot less hassle, with a lot less liability, a lot more security and the Total Compensation package is richer. Employees will always receive W2s at the end of the year for their work and Independent Contractors (ICs) will receive 1099s.

Below are some reasons why AccessRN prefers to hire an employee rather than an Independent Contractor:

Independent Contractors receive no employer-provided benefits.

Many employers provide their full time employees with health insurance, PTO, and disability coverage. More generous employers may also provide retirement benefits, bonuses, dental, vision, and even life insurance.

When you're an IC, you get no such benefits. You must pay for your own health insurance, often at higher rates than employers have to pay. Time lost due to vacations and illness comes directly out of your bottom line. And you must fund your own retirement. If you don't earn enough money as an IC to purchase these items yourself, you will have to do without.

Independent Contractors receive no unemployment insurance benefits.

ICs also don't have the safety net provided by unemployment insurance. Hiring firms do not pay unemployment compensation taxes for ICs, and ICs can't collect unemployment when their work for a client ends.

Independent Contractors receive no employer-provided workers' compensation.

Hiring firms do not provide workers' compensation coverage for ICs. If a work-related injury is an IC's fault, he or she has no recourse against the hiring firm.

Independent Contractors receive limited or no labor law protections.

A wide array of federal and state laws protects employees from unfair exploitation and discrimination by employers. Very few of these laws apply to ICs.

The 20 Factor Test are the guidelines that the IRS uses to determine whether a worker is an IC or an employee.

Companies that incorrectly hire workers and ICs, when they are really employees benefit by not having to pay taxes or benefits. However, this practice is an unfair labor practice because it makes it impossible for companies that follow the rules to compete with the rates paid to ICs and it exposes the IC to fines and penalties with the IRS.

Recently, Governors from several States formed task forces to investigate companies that hire Independent Contractors to ensure that they meet all of the requirements for being an IC. Not only are workers not protected by benefits or insurance, the States and the Federal Government are not receiving the taxes that are due and this practice creates an unfair advantage to business owners and diminishes quality care to clients. This is essential in healthcare, because employees performances can be reviewed and monitored but ICs cannot.

Differences Between and Employee and an Independent Contractor

  1. An employee is required to comply with instructions about when, where, and how to work. The employer's right to instruct, not the exercise of that right, is the key. Instruction may be oral or in written procedures or manuals.

    An independent contractor is hired to provide goods or services and is not instructed in great detail about how to provide the goods or services.

  2. An employee is usually trained by one of the institution's experienced employees. Training indicates that the employer wants the services performed in a certain manner.

    An independent contractor ordinarily uses his or her own methods, is hired for his or her expertise, and receives no training from the institution that purchases services.

  3. An employee's services are usually integrated into business operations, generally showing that direction and control are being exercised. Integration of services into the business operation occurs when the success or continuation of a business depends to an appreciable degree on the performance of services that are difficult to separate from the business operation.

    An independent contractor's services can usually stand alone and are not integrated into business operations.

  4. An employee is hired to render services personally. If the employer is interested in who does the job as well as in getting the job done, it indicates that the employer is concerned about the methods used as well as the result of services performed.

    An independent contractor is hired to provide a service and often the employer does not care who performs that job.

  5. An employee has little control over the hiring, supervising, and payment of assistants. Such action by an employer generally shows control over people on the job with which assistants work.

    An independent contractor will hire, supervise, and pay other workers under a contract in which he or she agrees to provide materials and labor and is responsible for the attainment of a given result.

  6. An employee normally has a continuing relationship with the person for whom services are performed. Services may be continuing even though they are performed at irregular intervals, on a part-time basis, seasonally, or over a short term.

    An independent contractor has a defined relationship that typically ends when the services are completed.

  7. An employee usually devotes full time to the business of the employer. Full time does not necessarily mean an eight-hour day or a five-day week. Its meaning varies depending on the intent of the parties.

    An independent contractor is free to work when, for whom, and for as many employers as desired.

  8. An employee typically does his or her work on the employer's premises which implies control, especially if the work could be performed elsewhere. Someone who works in the employer's place of business is at least physically within the employer's direction and supervision. However, performance of work off-site does not, of itself, mean that no right to control exists.

    An independent contractor usually does work that can be completed on or off the employer's premises.

  9. An employee often must perform services in a prescribed sequence, which shows a level of employer control. Here, too, the right to set the sequence, not the exercise of that right, is the key.

    An independent contractor normally is free to perform services in any manner that produces desired results.

  10. An employee is usually paid for work by the hour, week, or month. The guarantee of a minimum salary or the granting of a drawing account at stated intervals with no requirement for repayment of the excess over earnings tends to indicate the existence of an employer-employee relationship.

    An independent contractor is customarily paid by the job in a lump sum or on a commission basis.

  11. An employee is reimbursed or paid by the employer for business and traveling expenses, a factor that indicates control over the worker.

    An independent contractor is paid on a job basis and normally has to assume all expenses except those specified by contract.

  12. An employee usually is furnished by the employer with any tools and materials needed, which is indicative of employer control over the worker. In some jobs employees customarily use their own hand tools.

    An independent contractor supplies the tools and equipment.

  13. An employee normally does not have a significant investment in the facilities used in the job.

    An independent contractor often has a significant investment in facilities used in performing services. Facilities generally include equipment or premises necessary for the work, but not such items as tools, instruments, and clothing that are provided by employees as a common practice in their trade.

  14. An employee usually does not realize a profit or suffer a loss as a result of the service provided.

    An independent contractor is in a position to realize a profit or suffer a loss as a result of services provided.

  15. An employee tends to work exclusively for one employer.

    An independent contractor normally works for more than one employer at the same time.

  16. An employee usually does not make services available to the general public.

    An independent contractor makes services available to the general public. "Making services available" may include hanging out a shingle, holding a business license, and having advertising and telephone directory listings.

  17. An employee is subject to discharge, showing that control is exercised. Limitation of the right to discharge under a collective bargaining agreement does not detract from the existence of an employer-employee relationship.

    An independent contractor cannot be fired so long as results produced measure up to contract specifications.

  18. An employee has the right to end the employment relationship at any time without incurring liability.

    An independent contractor usually agrees to complete a specific job and is responsible for its satisfactory completion or is legally obligated to make good for failure to complete the job.

Job Postings

We're always looking for wonderful nurses!

Please check our recruiting web site for opportunities or send your resume to our Human Resources Department at

Powered by reCAPTCHA
Submit ×