Galileo Contractor Concierge
Welcome to Galileo Search, LLC – Staffing Services. As part of our ongoing commitment to superior customer service and your added convenience, please find our Contractor resource / support menu below. It is a privilege to be working with you and we welcome your suggestions as how best to serve you before, during and after each assignment.
If you don’t find what you need, contact us directly at 770-977-0795 or email us at firstname.lastname@example.org.
Premium Back-Office Services Provided by: Foxhire & ARG
- Time Sheet Submittals
- Annual W-2s
- Tax Withholding
- I-9 Submission
- Online Employment Paperwork
- Drug Testing
- Criminal Background Checks
- Health Insurance
- Worker's Compensation
PAYROLL & CONTRACT MATTERS
Galileo Search utilizes 2 premium vendors to serve as our payroll back-office provider; Foxhire and ARG Back Office.
We have received a virtual 100% satisfaction rating from our Contractors for the payroll services and support they receive from Foxhire and ARG. When contracting through Galileo Search, Foxhire & ARG will be your W-2 employer of record and will handle all of the administrative payroll functions during each assignment. A representative from Foxhire or ARG will contact you to facilitate all the necessary payroll documentation.
You will receive a new contract for each assignment including: start date, pay rate, per diem, overtime rate, allowed reimbursements (including travel & car rental), and arrangements for trips home.
Have Payroll Questions?
Call Jen @ FoxHire: 888-534-9417 x 436
Need assistance finding a temporary place to call home? Tell us what you’d like and we’ll present you with choices. We’ll provide both short-term and long-term options.
What do you prefer? This brief form will collect the information we need to start a search. [Start the Housing Preference Form]
Our veteran contractors often choose to stay in short term housing for the first couple weeks of an assignment. That way they can assess the assignment, the location and gather feedback from site employees regarding the area.
Immunization- Get Ready & Maintain Good Records
Being asked to produce proof that you are immunized against a host of diseases is just the nature of interim/contract work. Each facility you work at will ask to see proof of your vaccine and test history. To insure your have what you need in the condition most often required we offer these TIPS and RESOURCES.
Important TIPS for Your Documentation
- Copies of Original documentation
- Must be Legible / Clear
- Documents must include: your full name, birth date, date of immunization/test, name of facility, administering medical professional name/signature
- See special notes below for certain tests: Tuberculosis, Tdap, etc.
Immunization Titer/Test List
- Mumps, Measles (Rubeola) and Rubella (German Measles) – MMR
- Varicella (Chicken Pox)
- The requirement for the Influenza vaccine may be contingent on the Flu Season, and the Client requirements.
- Hepatitis B
- You may decline the Hepatitis vaccine, however you will be required to provide a declination statement: Hepatitis Declination Statement
- You may decline the Hepatitis vaccine, however you will be required to provide a declination statement: Hepatitis Declination Statement
- Tetanus, Diphtheria and Pertussis (Whooping Cough) – Tdap
- The Tdap vaccine provides protection against Tetanus, Diphtheria and Pertussis (Whooping Cough). The Tdap vaccine is given only once during your lifetime, however, you need routine booster shots of the Tdap vaccine every 10 years to adequately protect you against Tetanus and Diphtheria.
- You may decline the Tdap vaccine, however you will be required to provide a declination statement: TDAP Declination Statement
- TB tests will need to be completed on an annual basis. If your TB test results are positive, you must submit chest x-ray results to our office.
- Some Clients require a 2-step skin test or QuantiFERON test
NOTE: Requirements for TB testing can vary based on the facility / client guidelines. Check with your recruiter for assignment-specific requirements.
Employees in the healthcare field are required to participate in vaccinations and routine testing for contagious diseases. The following list has been compiled for your convenience and, although not comprehensive, represents the most common resources for immunization and testing available in most communities.
This form will assist you in documenting your immunization history.
Reference and Verification Form
Use this form to provide information regarding your references’ contact information as well as your educational verification data.
Interim Professional Reference Verification (PDF)
Interim Professional Reference Verification (Online Form)
Physical Exam Form / Physician’s Statement
This form is to be filled out by the physician providing your physical exam.
Physical Exam Form
This form is a self-assessment of your skills related to Infection Control and Prevention.
Galileo IP Checklist
Payroll & Expense Tips
Avoiding Delay in Payroll & Expense Reimbursement is Easy as 1-2-3!
Galileo Tips for Payroll & Reimbursement
Update Us On Your Status
Contractor Status Update
A. First, you will need to forward a copy of your most current resume for our confidential review. We suggest that you complete the Contractor Registry form located on our website at http://www.galileosearch.com/interim-registry. There is no obligation for completing this form; it will simply give us a better idea of your experience and availability. Once we have your information we will follow up with you. Prior to your being presented to our clients for interim assignments, we require completion of professional reference checks, education, licensure and certification verifications, OIG check and copies of current vaccinations/immunizations. Our vetting process typically takes 3-5 business days to complete. Upon approval, you will be added to our national registry of pre-qualified interim professionals and will receive email updates and periodic phone calls about available assignments. You are not under any obligation to take a particular assignment. We simply present the information for your review and consideration. Should you have a successful phone interview with a client hospital and one of our clients decides to retain your services, we will then conduct whatever pre-screenings are required such as a drug test (at a facility local to you) and/or criminal records check. Other documentation may also be required by the individual client hospital.
A. While contracting can be flexible, professionally and financially rewarding, it also comes with a level of uncertainty. If you require a steady and predictable income, contracting may not be the best option. Contractors do not get paid during downtime between assignments. There are no guarantees about how much downtime you might experience; this is market-driven and also based on your flexibility to travel nationally, as needed. Contracting as a career requires a commitment and the financial resources to weather any pre or post downtime. Unless sufficiently informed and prepared, we discourage gainfully employed candidates to resign their positions to accept a potential interim assignment. The understanding, and commitment to become a career contractor should be a carefully weighed decision.
A. Assignments are sporadic and there are no guarantees that they will be available back-to-back. While we work diligently to keep our team of interim professionals busy all year, there will always be downtime that can range anywhere from weeks to months between assignments. That said, we have had contractors on non-stop assignments year-after-year. Your personal experience will depend on your individual credentials and flexibility to travel anywhere in the United States on an as-needed basis. Restrictions on your availability and/or added geographical limitations will reduce the number of assignments available to you. If you need predictable employment/income and if uninterrupted healthcare benefits are critical to you, contracting may not be a wise choice at this time. Contracting makes the most sense for those individuals who have made the commitment to be a career contractor, are retired, semi-retired, or between jobs. There are numerous contract professionals that successfully rely on Galileo Search to keep them on assignments year round, year-after-year.
A. The length of assignments will vary greatly based on the individual needs of the client hospital and the type of assignment. By type of assignment we mean the role you will be playing and the reason you are onsite (maternity leave, filling in until a permanent hire is found, specific project-based work, etc.) The length of assignments typically range from one to three months; however, they can be extended to six months or longer. Prior to your accepting an assignment, we will have an open dialogue with both you and the employer regarding the expected term of the assignment. It is critical that mutual expectations are well defined prior to the formal acceptance of any assignment.
A. No. While it is typical for an assignment to be extended, you will have the option of staying on or concluding the assignment on the originally established date. We would simply replace you with another one of our qualified contractors. Our contractors work on an employment-at-will basis, meaning that either party can terminate the assignment with notice. We remind contractors that leaving assignments early without viable cause can reflect negatively on their status as professional contractors and adversely affect their being awarded future assignments.
A. Galileo Search assignments pay a competitive hourly rate (one of the best in the industry) based on education, certifications, licensure, and level of professional experience. An hourly rate is also based upon the role and type of assignment (i.e., project leader, sole practitioner, team member, coordinator, manager, director, etc). Hospital size and geographic considerations are also factors. We address each assignment individually and work to align the client hospital with a contractor who best fits its unique clinical and financial requirements. We work closely with our contractors to determine a competitive rate for each assignment. Our team is highly adept at determining / negotiating hourly pay rates. All contractors are on an employee status with the required tax deductions withheld; contractors will receive a W-2 at the end of each year. We do not engage the services of 1099 contractors. State tax rates are calculated according to the individual state in which a contractor is working on an assignment, and the relationship those states have with the contractors tax home. If you are a new contractor you will receive your first paycheck within two weeks from the day you begin your first assignment and then every week thereafter. You also have the option of direct deposit so your paycheck is available to you from any location. In addition, you do not need to purchase special business liability insurance or acquire a business license to be a Galileo Search contractor.
A. Our Interims are not paid when traveling to or from an assignment. Payment is made only for actual hours worked at the facility.
A. Our interims are paid a generous per diem in addition to their competitive hourly pay. The amount of per diem received is calculated on a five or seven day lodging period. The per diem can be used to select accommodations that best suit your individual tastes. This per diem also covers incidentals that may be needed during the assignment. We will reimburse for airfare and car rental if either or both are required for an assignment.
A. Yes. Healthcare, dental, vision, life, AD&D and 401(k) benefits are optional. We outsource the management of our payroll services and benefits to our business partner, Foxhire Benefits or ARG Benefits for more details. The majority of benefits can be paid via pre-taxed payroll deductions. Please Note: Benefits are subject to change based upon vendor, supplier, and company requirements.
A. RN licensure requirements vary from state to state and from facility to facility based upon the nature of the assignment. If RN licensure is required by a client hospital in a state in which a contractor is not licensed, most facilities will permit contractors to begin an assignment if they have formally filed for a temporary or permanent state license. If you live in or are licensed in a Compact State, the mutual recognition model of nurse licensure allows a nurse to both practice in his or her state of residence, as well as in other Compact States, subject to each state’s individual laws and regulations. Be prepared to get licensed in several states during your consulting career. Galileo Search will reimburse our contractors for the initial state licensure in any state where it is required by our client hospitals. We do not reimburse for renewals unless the contractor is on an active assignment and only when renewal comes due. We do not reimburse for licensure or renewals in a contractor’s home state. Please note, we do not reimburse for professional certifications or their renewals (e.g., CIC, CPHQ). Find out more at: https://www.ncsbn.org/nurse-licensure-compact.htm
A. If an assignment is not local or semi-local (drivable) to an interim’s home, flights to the client’s facility will be required. The majority of our interims who travel regularly by air request the option of returning home every 6 – 8 weeks. While some clients will be receptive to interims who wish to travel home every 1 – 2 weeks, for fiscal purposes they tend to lean towards those who stay longer between trips home.
A. No. We provide interim staffing services across 49 states, excluding Hawaii. Galileo Search represents full-time direct-hire career opportunities across all 50 States.