Should You Pursue Travel Therapy as an Independent Contractor?

Written by Jared Casazza, PT, DPT


“Couldn’t I just cut out the middle man and negotiate my own contracts?”

Have you ever thought about this before? Have you considered trying to set up your own travel therapy contracts instead of working through a travel agency? If so, you’re not alone.

Whether to take travel therapy contracts through a travel company or to work as an independent contractor through a business entity as a 1099 employee is a question we’ve received quite often. This is a very valid question, considering we all know that travel companies keep a percentage (sometimes a significant amount) of the bill rate that the facility pays the travel company.

If you’re completely unfamiliar with bill rates, then this article should give you baseline knowledge to better understand the calculations that I’ll go through to compare taking jobs through a travel company or as an independent contractor.

Financially, on the surface the answer seems obvious, but upon investigation it gets much more complex as to which choice is more lucrative. Since I’m a finance nerd and all for optimizing income, I initially planned to eventually go this route myself, cutting out the middle man so to speak in order to keep more of the hard earned travel pay. I dug deep into the tax laws and ran calculations to see just how much more I would actually be able to make as an independent contractor instead of taking jobs though a travel company.

What I found surprised me and made me decide it wasn’t worth the hassle, and since then Whitney and I have continued to take travel contracts through travel companies. Let’s explore how I came to this decision and help give you some food for thought as to whether this is a possible option for you, complete with plenty of math! 🙂

Pros and Cons of working as an Independent Contractor on Travel Assignments

The main benefit of working as an independent contractor, and the reason that just about everyone that goes this route decides to do it, is to keep the entire bill rate like I mentioned above and make more money! Instead of the travel company keeping 20-25% of the bill rate, you get to keep it all! What’s not to like about that?

The downsides will vary from person to person, but generally include: establishing a business entity (most people seem to prefer an LLC for this to reduce potential personal liability), more hassle finding assignments (you have to do this all on your own of course), writing your own contracts or being able to understand the ins and outs of contracts written by the facility, being responsible for getting your own health insurance, being responsible for getting your own liability insurance, having to pay self-employment tax on income, and having no one to advocate for you. Let’s explore each of these downsides individually.

  • Establishing a business entity: For this, it is best to consult a professional for advice on which business entity would be best for your situation. As much as I hate spending extra money, if I was going to go the independent contracting route this is an area where I wouldn’t cut corners. Being sure that you’re doing everything by the book is not only the best way to avoid future issues, but will also help you sleep better at night.
  • More hassle finding assignments: When working with a recruiter, you will be presented with potential jobs options from their clients (facilities) with current therapist needs. As an independent contractor, you have to do all of this on your own which usually involves “cold calling” clinics in the area that you’re looking for a job, or looking at permanent position job openings in the area and reaching out to them to see if they would consider a traveler. This is going to be more time consuming than having the jobs presented to you by a recruiter. In addition, some facilities that need travelers often choose to work with only one specific travel company to help streamline the process, which means those jobs might not be available to you even if you contact them directly and are a good fit.
  • Writing your own contracts: When you find a facility that is willing to hire you as a traveler, you’ll either need to write your own contract to have them sign or possibly sign a contract that the facility has. This is an area where you want to be careful since legal contracts can have very specific wording, and it’s easy to miss something if you don’t pay attention. As an upside, this would probably only be an issue for the first couple of contracts as an independent contractor since you’ll almost certainly become more proficient with writing and reading contracts over time.
  • Being responsible for your own health, dental, and vision insurance: This is a big one. As an independent contractor your yearly pay will almost certainly be high enough to disqualify you for ACA tax credits, which means you’ll be responsible for the full premium amount if you get health insurance through the marketplace. The travel company pays for a portion of the usual premium for us, which is why the company sponsored plans are so much cheaper than plans through the marketplace.
  • Being responsible for your own liability insurance: This is a relatively minor cost but not something to overlook. Travel companies provide liability insurance for their travelers, but if you are working as an independent contractor then you’ll have to get this on your own. In general this shouldn’t cost more than a few hundred dollars per year.
  • Paying self-employment tax on income: This is another big one! Self-employment tax is the money paid toward Medicare and Social Security on your behalf. This amounts to 15.3% of your income right off the top, and you can’t avoid it even with retirement account contributions! When working as an employee through a travel company, they would pay for half of this tax on your behalf with you only paying 7.65% (denoted as FICA taxes on your pay stub), but when working as an independent contractor you’re responsible for the whole shebang. For more detail on this tax, check out this link.
  • Having no advocate: Your recruiter (as long as they are good) is a lifeline for you while on assignment. If you have issues with a facility, then they can be the one to have the tough talks with the facility regarding fixing things if you aren’t comfortable doing that. If a contract goes exactly according to plan, then this may not be important at all, but if you end up at a facility where things aren’t ideal then this could prove to be very valuable and significantly reduce your headache.

Yeah, Yeah… But More Money!

I hear you! Despite all the “cons” mentioned above, I was ready to accept all of that and still work as an independent contractor if it meant an extra few hundred dollars per week, and this may be what you’re thinking as well.

However, I was very disappointed to find out that for my and Whitney’s situation, the financial benefit was actually very little or even nonexistent in some cases!

How can that be if the travel company isn’t keeping 20-25% of the bill rate? That’s where the math comes in.

Before we jump into the calculations though, let me explain how that 20-25% extra can quickly evaporate.

  • Stipends (Per Diems): First I want to make it clear here that I’m not a tax professional. The information below is just my understanding of the tax laws as I’ve read them and from what I’ve learned from consulting with tax professionals. Always consult with a professional before making a decision based on what is written here! TravelTax is a wonderful resource for more information. With that being said. The big thing that makes being a travel therapist so lucrative are the stipends for those travelers who meet the requirements for maintaining a proper tax home (the vast majority). The biggest portion of those stipends is almost always for housing. On average our housing stipend has been in the $600-$700/week range while traveling depending on the location. When working through a travel company, this amount can be received even if your actual travel housing doesn’t cost doesn’t equal the full amount. While working as an independent contractor, even though you can write off your housing expense, it can only be for the actual cost of the housing incurred. What that means is that if you find low cost housing at your travel assignment, you’ll only be able to deduct the actual cost of the housing instead of being able to receive the much larger housing stipend that you would when working through a travel company. This is the single biggest reason why working as an independent contractor doesn’t make sense for Whitney and me. The most expensive housing that we’ve had to date on an assignment was $900/month, with the average being closer to $650/month. Divided between the two of us, we’d only be able to write off an average of $325/month each for those housing costs if we worked as independent contractors versus the $600-$700/week ($2,500-$3,000/month) that we each get when working through a travel company. Luckily, the full meal and incidental stipends would still apply to independent contractors just like they do for travelers working through a travel company, so no difference there. But, depending on your average cost of housing on assignment, missing that full housing stipend can be huge as we’ll see in the calculations later.
  • Self-Employment tax: As mentioned above, this amounts to an additional 7.65% of income paid off the top in taxes when working as an independent contractor compared to when working through a travel company. This becomes even more significant than it appears at first glance due to the higher taxable pay as an independent contractor.
  • Health insurance: Paying the full marketplace premium for insurance is going to be much more expensive than the insurance offered through a travel company in almost all cases. For example, on my last contract my health, dental, and vision insurance premiums through the travel company we used cost me $24/week. For comparable coverage purchased through the marketplace, I would have to pay about $120/week. That’s over $400/month more for insurance when working as an independent contractor!

Onto the Numbers

Now that we see some of the reasons why the pay actually received as an independent contractor may not be as high we initially anticipated, let’s do some calculations to see if the actual difference would be worth the other “cons” mentioned above.

I’m going to use my situation on my most recent contract as an example, but keep in mind that this will differ for everyone depending on your own variables. I don’t know what the actual bill rate for that contract was since this is usually not disclosed by the travel company, but I’ll go through two examples using a $60/hour and a $65/hour bill rate which seem to be pretty typical on the east coast in our experience. I’ll also use 25% as the travel company margin, which would typically be on the high end but it depends on the specific company and contract.

The Scenario: 30 year old male, working 40 hours per week, for 48 weeks per year, with both the contract state and the home state being Virginia, working in Fredericksburg. Housing cost of $800/month, split with Whitney ($400/month each).

Working through a travel company taking 25% margin from $60/hour bill rate

$60/hour bill rate – 25% margin = $45/hour total compensation to traveler

  • $20/hour taxable ($800/week gross)
  • $25/hour nontaxable ($1,000/week broken down into $385/week for meals and incidentals stipend and $615/week for housing stipend)

Total yearly taxable pay based on 48 weeks per year worked: $38,500

Total yearly taxes (determined using this calculator): $7,665

Total yearly (taxable hourly pay only) after taxes: $30,835

$30,835/48 weeks = $642 taxable per week after taxes

+ $1,000 per week stipends (untaxed)

=$1,642/week take home after taxes

– $24/week health, dental, vision insurance premium

=$1,618/week take home pay after insurance premiums

Working as an independent contractor making $60/hour bill rate

$60/hour bill rate (all taxable) * 40 hours  per week * 48 weeks per year = $115,200 total pay received (before taxes)

Meals and incidentals: $385/week tax deduction

Housing: $400/month rent tax deduction (actual expense incurred)

$115,200 – ($385 * 48 weeks) – ($400 * 11 months) – ($5,760 insurance premiums for 11 months) = $86,560 after deductions

Total yearly taxes (determined using this calculator): $30,080 (of which $13,244 is self-employment tax)

Total yearly after taxes: $115,200 – $30,080 = $85,120

$85,120 / 48 weeks = $1,773/week take home after taxes

– $120/week health, dental, vision insurance premium

=$1,653/week take home after insurance premiums

As you can see here, as an independent contractor in the situation, weekly take home pay would only be about $35 more per week when everything is said and done!

 

Now let’s look at the same exact scenario, but with a maxed out 401k each year in both cases since that will help reduce the taxable income (on everything except self-employment taxes) which is very beneficial with such a high income as an independent contractor.

Working through a travel company taking 25% margin from $60/hour bill rate with maxed out 401k contribution ($19,000)

$60/hour bill rate – 25% margin = $45/hour total compensation to traveler

  • $20/hour taxable ($800/week gross)
  • $25/hour nontaxable ($1,000/week broken down into $385/week for meals and incidentals stipend and $615/week for housing stipend)

Total yearly taxable based on 48 weeks per year worked: $38,500

401k Contribution: $19,000 (reduces taxable income)

Total yearly taxes (determined using this calculator): $4,344

Total yearly after taxes: $34,156

$712 taxable per week after taxes

+ $1,000 per week stipends

=$1,712/week take home after taxes

– $24/week health, dental, vision insurance premium

=$1,688/week take home pay after insurance premiums

Working as an independent contractor making $60/hour bill rate with maxed out 401k contribution ($19,000)

$60/hour bill rate * 40 hours  per week * 48 weeks per year = $115,200 total pay received (before taxes)

Meals and incidentals: $385/week deduction

Housing: $400/month rent deduction (actual expense incurred)

$115,200 – ($385 * 48 weeks) – ($400 * 11 months) – ($5,760 insurance premiums for 11 months) = $86,560 after deductions

401k Contribution: $19,000 (reduces taxable income)

Total yearly taxes (determined using this calculator): $24,808 (of which $13,244 is self-employment tax)

Total yearly after taxes: $115,200 – $24,808 = $90,392

$90,392 / 48 weeks = $1,883/week take home after taxes

– $120/week health, dental, vision insurance premium

=$1,763/week take home after insurance premiums

As we can see here, maxing out a 401k account helps to reduce taxes on the income, which benefits the independent contractor more than the traveler working through a travel company.

So in this scenario after the 401k contributions, the independent contractor would come out $75/week ahead of the traveler working through a travel company.

If I did ever change my mind a pursue traveling as an independent contractor, I would definitely take advantage of the tax deferred savings associated with a 401k to reduce the tax burden on the higher taxable pay. An extra $75/week would amount to only about $300 more per month or $3,600 more per year. That’s still not worth the “cons” mentioned earlier in my opinion.

 

The pay difference between working as an independent contractor compared to working through a travel company only narrows further as the bill rate increases. This is because as the bill rate increases, the housing stipend can also be increased. This is of course as long as the GSA allows room for additional money applied to the housing stipend without going over the limits for the area that you’re traveling in. In the case of the independent contractor, their housing price doesn’t change just because the bill rate is higher, so the deduction for housing stays the same.

To illustrate this, let’s run the same calculations using the same scenario with a $65/hour bill rate.

Working through a travel company taking 25% margin from $65/hour bill rate

$65/hour bill rate – 25% margin = $48.75/hour total compensation to traveler

  • $20/hour taxable ($800/week gross)
  • $28.75/hour nontaxable ($1,150/week broken down into $385/week for meals and incidentals stipend and $765/week for housing stipend)

Total yearly taxable based on 48 weeks per year worked: $38,500

Total yearly taxes (determined using this calculator): $7,665

Total yearly after taxes: $30,835

$642 taxable per week after taxes

+ $1,150 per week stipends

= $1,792/week take home after taxes

– $24/week health, dental, vision insurance premium

=$1,768/week take home pay after insurance premiums

Working as an independent contractor making $65/hour bill rate

$65/hour bill rate * 40 hours  per week * 48 weeks per year = $124,800 total pay received

Meals and incidentals: $385/week deduction

Housing: $400/month rent deduction (actual expense incurred)

$124,800 – ($385 * 48 weeks) – ($400 * 11 months) – ($5,760 insurance premiums for 11 months)= $96,160 after deductions

Total yearly taxes (determined using this calculator): $34,246 (of which $14,712 is self-employment tax)

Total yearly after taxes: $124,800 – $34,246 = $90,554

$90,554 / 48 weeks = $1,887/week take home after taxes

– $120/week health, dental, vision insurance premium

=$1,766/week take home after insurance premiums

With a $65/hour bill rate and no 401k contributions to reduce the taxable income, the independent contractor would actually come out with $2/week LESS after taxes in this situation!

 

Now let’s see how that would change by maxing out a 401k account.

Working through a travel company taking 25% margin from $65/hour bill rate with maxed out 401k contribution ($19,000)

$65/hour bill rate – 25% margin = $48.75/hour total compensation to traveler

  • $20/hour taxable ($800/week gross)
  • $28.75/hour nontaxable ($1,150/week broken down into $385/week for meals and incidentals stipend and $765/week for housing stipend)

Total yearly taxable based on 48 weeks per year worked: $38,500

401k Contribution: $19,000 (reduces taxable income)

Total yearly taxes (determined using this calculator): $4,344

Total yearly after taxes: $34,156

$712 taxable per week after taxes

+ $1,150 per week stipends

= $1,862/week take home after taxes

– $24/week health, dental, vision insurance premium

=$1,838/week take home pay after insurance premiums

Working as an independent contractor making $65/hour bill rate with maxed out 401k contribution ($19,000)

$65/hour bill rate * 40 hours  per week * 48 weeks per year = $124,800 total pay received

Meals and incidentals: $385/week deduction

Housing: $400/month rent deduction (actual expense incurred)

$124,800 – ($385 * 48 weeks) – ($400 * 11 months) – ($5,760 insurance premiums for 11 months)= $96,160 after deductions

401k Contribution: $19,000 (reduces taxable income)

Total yearly taxes (determined using this calculator): $28,940 (of which $14,712 is self-employment tax)

Total yearly after taxes: $124,800 – $28,940 = $95,860

$95,860 / 48 weeks = $1,997/week take home after taxes

– $120/week health, dental, vision insurance premium

=$1,877/week take home after insurance premiums

After the reduction in taxable income through the 401k contributions in this final example, the independent contractor would come out ahead by a whopping $39!

Additional Considerations

  • In the example above, I did not account for the cost of liability insurance in the independent contractor example, because this cost is negligible in most situations and just adds further complexity to the calculations.
  • In addition, I did not factor in reimbursements for travel expenses that most travel companies will give in addition to the weekly pay. The reason for this was that an independent contractor would be able to deduct that expense as well, and those are likely to cancel each other out, especially in the scenario I laid out above where travel to and from the assignment location from my tax home was only a few hours each way. If this had been a move across the country, and the travel company didn’t reimburse those full expenses, the independent contractor would at least be able to deduct those beginning and ending travel expenses, whereas the traveler working through a company wouldn’t be able to due to the tax law changes last year in The Tax Cuts and Jobs Act (TCJA). That would skew things more in favor of the independent contractor, but by how much would depend on the actual beginning and ending travel expenses incurred.
  • I did not include the 20% pass through deduction that was also part of the TCJA last year due to uncertainty whether that would apply to all travelers in this situation. If this does indeed apply to your business entity as an independent contractor, then that extra 20% deduction would significantly improve the financial aspects of traveling as an independent contractor. Be sure to consult with a CPA on this deduction if you do decide to work as an independent contractor through your own business entity.
  • Single travelers that will be working in higher cost of living areas where housing costs are likely to be much more expensive will have a much higher deduction than in the above example for housing expenses incurred while working as an independent contractor. A much higher housing cost will tilt things more in favor of traveling as an independent contractor and is something that should be considered if this applies to you.
  • The higher taxable pay associated with working as an independent contractor will lead to much higher monthly student loan payments for anyone that has chosen to go with an income driven repayment plan. If you plan to pay your loans off as quickly as possible while traveling by making much larger payments, then this won’t affect you at all. If you plan to pay the minimum, save/invest the difference, and potentially go for 20-25 year student loan forgiveness, then this could be a big potential downside in going the independent contractor route, especially while on REPAYE and having half of the accumulated interest subsidized each month which is the case for me.

Conclusion

Cutting out the middle man and taking travel jobs as an independent contractor to make more money is certainly enticing, but upon investigation it proves to be more hassle and less lucrative than it appears at first glance.

The actual financial benefit of going this route can very drastically depending on the individual and his/her situation, but for Whitney and I, it does not seem to be worth it. This is only a path that I would personally consider if it meant an increase in at least $200/week after taxes, otherwise I don’t think that it’s worth the extra work involved. For us, it’s clear in the above scenarios that it would not be.

If you do decide to go the independent contractor route, maxing out pre-tax accounts (401k, traditional IRA, and HSA) all become ever more attractive options as a means to reduce taxable income and therefore significantly reduce taxes.

If you’ve worked as an independent contractor as a traveler in the past, we’d love to hear about your experience and if it differs from the cases I’ve laid out here. Let us know in the comments or send us a message.

If after all of this, you’ve decided that working as an independent contractor isn’t for you and would like recommendations for recruiters/companies that pay well and that we trust, then reach out to us here! Thanks for reading and I hope that this was helpful to you in deciding the best travel therapy path for you.

How Big Should Your Emergency Fund be as a Travel Therapist?

Written by Jared Casazza, PT, DPT

What is an Emergency Fund?

An emergency fund is an important part of the total financial portfolio for all individuals and families. This is money that you have set aside that is easily accessible, usually in a checking, savings, or money market account, that is there for peace of mind for when the unexpected inevitably occurs. This could include things like a big car repair, an unexpected medical bill, or last minute travel to be with a suddenly ill friend or relative. These things usually seem to happen at the worst possible times, and since they are unexpected, they can’t really be budgeted for on a monthly basis. Even though this money is, hopefully, rarely touched, the security of knowing that it’s there if you need it can be priceless.

The Importance of an Emergency Fund as a Travel Therapist

In addition to the events above, travel therapists have many additional and usually more frequent unexpected expenses, which I believe constitutes having a larger emergency fund than is generally recommended for the typical individual. Things such as canceled contracts, difficulty finding jobs that fit your desired start date, and potential issues with short term housing all mean either less income, higher expenses, or perhaps both during any given month. An adequate emergency fund can smooth out these bumps in the road and mean a lot less stress in the long term.

Whitney and I have certainly had our fair share of costly unexpected circumstances arise during our last four years as travel therapists. These have included: extremely costly truck and fifth wheel repairs (sometimes at the same time…); Whitney’s fall and subsequent broken arm (with many weeks of missed work and lower pay once she was able to work finally); delaying starting work due to our desired contracts and dates not lining up; Whitney’s grandmother passing away; and also a canceled contract for Whitney (this ended up only being a couple of days of missed work, but could have easily been several weeks under different circumstances). This events were all unfortunate but would have been made much worse if we had money troubles thrown in there at the same time due to not having a big enough emergency fund.

So, How Much Should You Have Saved?

Most conventional financial planners recommend about 3 months worth of expenses as an emergency fund for the average employee. For travel therapists, I think that 3-6 months worth of expenses is a much safer goal with the added uncertainty that comes along with the travel therapist lifestyle. Considering the higher incomes that we make as travelers compared to permanent therapists, I think that this is definitely attainable within the first 1-2 years of working as a traveler.

If this sounds unrealistic to you, especially as a student or new grad, don’t worry, that wasn’t even close to possible for Whitney and I when we started working as new grad travel PT’s. In fact, we had almost zero money saved when we started our first contracts. This is one reason that we chose to take our first contracts only about an hour and a half from our hometown. We knew we needed to save up a big emergency fund before feeling comfortable venturing far outside our comfort zones, and in hindsight we’re very glad we did.

If you’re planning to start traveling soon and have a small or non existent emergency fund like we did, be sure to be extra cautious to minimize unexpected costs while you save up. Taking your first contract in your home state, making sure to have a 40 hour guarantee, getting a 30 day cancellation clause written into your contract, asking for up-front reimbursements on your contract, decreasing your monthly expenses, and signing up only for month to month leases (instead of locking yourself into a 3 month lease) are all great ways to minimize the frequency and/or impact of those unexpected expenses.

Once you’ve minimized your risk as a travel therapist and start working, do your best to get to that 3-6 months worth of expenses emergency fund saved up as quickly as possible. The last thing you want to do is rack up credit card debt paying for emergencies!

Do you have an emergency fund? And if so, how many months of expenses do you have saved? Let us know in the comments below!


If you need help getting in touch with recruiters that will have your back and help you avoid the unexpected as much as possible, then fill out this form and we’ll help you out! If you have questions about emergency funds or anything else travel therapy related, feel free to send us a message.

Be sure to follow along with our travels on Instagram (with occasional giveaways!) and tune into our weekly Facebook Live videos on the Travel Therapy Mentor Facebook page. For more finance related content, check out our other website, FifthWheelPT.com.

Why and How to Work with Multiple Travel Therapy Companies and Recruiters

Written by Whitney Eakin, PT, DPT, ATC

Understanding The Process

When therapists are looking at getting into traveling therapy, it can be challenging to learn the ins and outs and understand how it all works. If you’re new to travel therapy, you’ve hopefully already learned that you need to find a great recruiter and company to help you navigate the process of finding contracts and landing your dream jobs. However, did you know that you should be working with multiple companies and recruiters? We, as well as most other travel therapists you’ll talk to, recommend this. But why? And how does that even work? How can you work with more than one company? If you want to learn more, keep reading!

Why Do I Need Multiple Companies/Recruiters?

The answer: options! Not every travel company has access to the same jobs, so if you are working with only one company, you’re limiting your job options. This is especially true if you have a specific location or setting in mind, or if the market is particularly slow for your discipline, such as for PTAs and COTAs (and somewhat for OT’s) currently.

Why do different travel companies have different jobs? Facilities can choose who they advertise job openings to. Some staffing agencies (travel companies) have exclusive or direct contracts with certain facilities, that other agencies don’t have. Whereas, the majority of jobs are listed on a type of database called a Vendor Management System (VMS). All companies will have access to jobs listed on VMS’s. This is where you will see a lot of overlap in the job availability among different companies, but the outliers will be the exclusive or direct contracts each one has.

Besides job availability, another reason to work with multiple companies is that each company may be able to offer you different pay and benefits. Every company operates differently; depending on the size of the company and how they manage their budgets, some may be able to offer higher pay for the same job. Also their benefits can differ, including health insurance options (and start dates), retirement accounts (and when you can contribute), and additional benefits such as reimbursements for CEUs, licensing, and relocation. If you don’t work with multiple companies, you won’t ever know the differences and what benefits could be available to you with different companies. This is important to learn in the beginning when you’re first researching and talking to companies, but it’s also important during each and every new job search. Even if you tend to like the pay and benefits better with Company A, sometimes Company B might have a job that Company A doesn’t have. So it’s important to maintain communication with them both.

In addition to the differences in companies, there are differences in recruiters. It’s important, especially in the beginning, to work with multiple recruiters so you can find out which ones you like the best, as well as learn from them. Different recruiters may divulge more or less information about the process of finding travel jobs, the contracts, the pay, the benefits, etc. This is helpful for you from a business perspective. The more you can learn about the industry, the better off you’re going to be in your own career as a travel therapist. By working with only one recruiter, you’ll only ever know what that person tells you. You have no basis for comparison for whether this information is accurate or whether this is the best recruiter. You can also learn from the way that one recruiter/company does things and presents things to you, and compare that with the way another one works so you can ask better questions and grow professionally. All of these things can help you to find the best jobs, get the highest pay, and have overall the best experience as a travel therapist.

But, How Does it Work?

Okay so now you understand WHY you need to work with multiple recruiters/companies. But how?

So when we say “work with,” this just means maintain communication with them. You’re not technically working for them or an employee of theirs until you take a contract. So, the whole period where you’re searching for jobs, you are a “free agent.” You can be in communication with several different recruiters and have all of them searching for jobs for you.

We recommend initially you talk to 3-5 different recruiters and “interview them” to find out who you like. Here are some questions you may consider asking them to figure out who’s the best. Then narrow it down to about 2-3 that you like and would be happy working with/taking jobs with if the right opportunity arises. Then, you’ll need to fill out the necessary paperwork for each company, so that they are able to submit you for potential job offers. They’ll need some basic demographic information, your resume, usually a couple references, and sometimes even your CPR card and SSN in order to set up a profile for you that they can submit to potential employers. It’s important to understand that giving this information to 2-3 companies does NOT mean you are employed by them! They just need to have this information on file so that they can submit you to POTENTIAL job offers for interviews. So once you decide on your top 2-3 recruiters, don’t be hesitant to give them this information and fill out the necessary paperwork. Otherwise, they can’t submit you for potential interviews, which is the next step to getting you to your dream travel jobs!

Now, once you’ve got your 2-3 recruiters on the prowl for jobs for you, they’ll start letting you know when they see a good job that fits your search criteria. It’s important that you let them know you’re working with a few different companies, so they should not “blind submit” you to jobs. This means they should be asking you first (“There is a job in Tampa, Florida, start date 7/1, Skilled Nursing. Can I submit you to this job?”). When you’re working with multiple companies, it’s important that you don’t let them submit you to the same job, resulting in a “double submission.” (Although this is not the end of the world if it happens, it’s not ideal). If more than one of the recruiters has the same job offer, you need to pick which one you want to go with. Sometimes this comes down to which company can offer better pay or better benefits for the same job.

As far as communicating to the recruiters that you’re working with multiple, we always recommend being up front about this in the beginning. If you’re working with a good recruiter, they will understand this. If a recruiter gives you a hard time about working with others, this is not a recruiter you want to work with.

So, once you’ve been submitted to a couple jobs, maybe by a couple different recruiters, and you’ve had the interviews, then you may get an offer or more than one offer. You will decide then which job you want to take, based on how the job sounds, the pay package, the benefits etc. Once you’ve decided on a job, and you sign a contract, then you are now employed by that travel company that got you the job, just for the duration of that contract. This is when you let your other recruiters know that you’ve secured a position and are no longer searching, and no longer interested in the other potential job options they had for you. You let them know your end date for that contract, and when/where you’ll be looking for your next job.

While you’re on this contract and employed by this company, this recruiter will be your main point of contact. The company will manage your pay and benefits for the duration of that contract. But, you can still keep in touch with your other recruiters to let them know what you’re thinking for your next contract (“When I finish this job on October 1st, I’d like to take my next job in California.”) So as your contract nears its end date, you’re back on the market for a new job, and have no obligation to take the next job with the same travel company. You can switch between companies whenever you want.

How Do Benefits Work When Switching Between Companies?

Okay so this is always the next question. If you switch companies, what happens with your benefits? This can be the downside of switching between companies. This situation will vary company to company. It’s important to ask each recruiter how their insurance coverage works. Many will start on the first day of your contract. So if you finish up a contract with Company A and your insurance terminates on the last day of your contract, let’s say Friday- but then you start a new job with Company B on Monday, hopefully you’ll only go 2 days without insurance between jobs. However, if Company B’s insurance doesn’t start until day 30 or the first of the month, you’ll have a lapse in your insurance. Or, if you decide to take a longer period off between jobs, you’ll also have a longer lapse.

However, if you take your next contract with Company A (take two back to back contracts with the same company) and take a few days to a few weeks off between jobs, usually your insurance will carry over during the gap. This is a big benefit to sticking with the same company. It does vary by company the length of time they’ll cover you between contracts, but usually it’s about 3 weeks or up to 30 days.

There are some exceptions to this. There are a few smaller companies who have more flexibility in their agreements with insurance companies that will allow coverage to start before your job begins, or can extend coverage beyond your contract end date, even if you aren’t working for them during the next contract. But this is more rare, so you’ll need to ask around to find out if your travel company can do this.

To learn more about your options on insurance coverage, including using COBRA to manage lapses in coverage, check out this article on insurance as a traveler.

Besides insurance, another company benefit to consider is your retirement savings account, or 401k plan. This can be another downside of switching between companies, as many require you to work for them for a certain period before you are able to contribute to their 401k. This is the fine print you’ll need to look into if a company sponsored retirement account is important to you. Being eligible to contribute continuously to a 401k with your travel company may be a consideration that sways you to stay with the same company continuously.

There are some companies that allow contributions to 401k immediately, so it’s possible you could contribute to one during one contract, then another during another contract. In this case, you could be maintaining more than one 401k account. Then later, it’s pretty easy to roll them all over to an individual retirement account (IRA) that you manage rather than keeping different accounts with different companies.

Summary

So in summary, there are lots of benefits to working with multiple travel therapy companies/recruiters, but there are downsides as well. Most travel therapists, us included, will recommend you maintain communication with multiple to give yourself the most job options, help ensure the best pay, and learn the most about the industry to help set yourself up for success. However, this process can be challenging at times and does come with certain limitations when switching between companies during different contracts.

If you want to learn more or have questions, please feel free to contact us. If you’d like recommendations on travel therapy companies and recruiters we know and trust, we can help you with that here!

Working in Schools as a Travel Therapist

Written by Whitney Eakin, PT, DPT, ATC

For PT’s, OT’s, SLP’s and assistants interested in taking travel contracts working with pediatrics, sometimes these jobs can be harder to come by than other settings. The most common settings available for travel positions include home health, SNF, acute, and outpatient orthopedics. But for those looking to work in peds, school contracts may be a great option!

You might be wondering how school contracts are set up for a traveler. Do you have to work the full school year? What is the pay like? Do you get paid during school breaks? Since this setting is a bit different than others, we wanted to provide some key information to working in school contracts as a traveler.

The Basics of Working School Contracts

Most school contracts will typically be for the full school year, but some schools are open to just doing half the school year with the possibility of extending, or a little less than that even. Every situation is different, so if you’re unsure if you want to commit to a full year, work with your recruiter and the facility to find out what’s possible.

When school jobs are listed with an “ASAP” start date and it’s the middle of the school year, that contract would be from now or as soon as you could start, until the end of this school year. If you see a job listed with a July or August start, that would be for the upcoming school year.

Schools will typically have a very low facility cancellation rate, making it a pretty stable commitment on your end. This is helpful to know because as a traveler, you need to consider planning your housing for the duration of the contract.

The typical hours you will see for a school contract are between 35-37.5 hours per week. There are some contracts with 40 hour weeks, but it’s not usually the norm. Although most are not 40 hour guarantees, the rates are usually a bit higher in this setting which can help to offset the lower hours. This may bring your weekly take home to be similar or even better than a normal 40 hour work week in another setting.

A cool perk to working in schools is you have all of the school holidays off, so you know your days off in advance, and they are setup around desirable holidays/days people want to take off anyways. The uncool part of this, is you may not get paid during school holidays. So you will have to plan accordingly around this.

If you are off for the entire week for a school holiday (such as Spring Break or Winter Break), you will not be paid at all for that week. However, if you are off for only part of the week for the holiday, you may still receive your full week’s per diems, or part of the week’s per diems, in addition to the hourly pay for the days you did work. It’s important you clarify this with your travel company to understand how your pay will work around school holidays.

What Disciplines Are Most Needed?

The majority of school positions tend to be open for SLP, but there are options for PT’s, OT’s, PTA’s, and COTA’s as well. The market can vary across different states and school districts with different needs.

School positions often accept and support CF SLPs as well. However, this may or may not be a desirable setting for a lot of SLPs coming out of school that may be more interested in medical job settings.

What Questions Should I Ask During an Interview?

Not all travel therapy school positions are created equally. There are some important questions you should consider asking during your interview to decide if a contract is right for you, which might include:

  • How many children will be on caseload?
  • Who are the other staff members? (PT, OT, SLP, aids, etc.)
  • Have you had a travel therapist there before?
  • What is the facility like? (equipment, etc.)
  • What will my hours be?
  • Will I be covering more than one school?
  • What age groups will I be covering?

What Are Some Pros & Cons to Working School Contracts?

There are some benefits to working in schools pertaining to taking a longer (full school year) contract, which include more job stability; moving less often between contracts (as opposed to the typical 13 week travel contract); exploring an area for a longer period of time; and potentially saving on housing costs with a longer lease.

Another benefit is that you have planned time off to be able to take trips, and this time off is usually around holidays when you may want to spend time with family and friends.

Another potential benefit would be building your skill set in a different setting. This could be especially important with pending changes in Medicare, which could affect the market for settings such as Skilled Nursing Facilities.

However, for some people, there could be cons to taking a school contract. Some may consider committing to a full school year as limiting their ability to travel and see the country. They may also have fear of getting locked into a long contract without knowing if it’ll be the right fit for them. Fortunately for this concern, we as travelers have the option of a 14 or 30 day cancellation notice if placed in a bad situation.

Another con can be the paperwork and IEP meetings involved in working in schools. As with every setting, you have to take into consideration the documentation and meetings involved, which is the not-so-fun part of our jobs as healthcare providers.

And the last consideration would be not getting paid during school holidays. This may require some additional budgeting on the traveler’s part, or working with the recruiter to rearrange the pay package as needed. But for many travelers who tend to take a week or so off between their normal 13 week travel contracts to travel for leisure, relax and recharge, or go home to visit family and friends, these school breaks can provide the same thing, just structured a bit differently.

Is a School Contract Right for You as a Traveler?

Some clinicians absolutely love working with pediatrics and in the school setting. For others, this may be a totally new experience. As with any travel therapy job, you will have to take into consideration many factors when choosing if a particular school contract is right for you.

If you have questions or would like help getting started with your travel therapy journey, please contact us!

6 Ways to Ensure Success as a New Grad Travel Therapist

Written by Whitney Eakin, PT, DPT, ATC

1. Do your research and maintain realistic expectations.

Travel therapy is amazing… most of the time. As with anything, it can have its pros and cons. While most parts of being a travel therapist are an incredible adventure, there are still parts that aren’t always fun. It’s important that you do your research to understand all the nuances that go into being a travel therapist before jumping in. This goes for anyone looking into travel therapy, but especially new grads. If you plan to take a travel job as your first position after graduation, you need to know what to expect.

We recommend going into travel therapy with an open and adventurous mind. Not every assignment will be perfect; not every city will be your favorite; you won’t always have the easiest time with housing; there’s always a chance your contract could get cancelled; and sometimes you may question your decision to take on the life of a travel therapist. But if you go into this journey of travel therapy knowing this up front and are willing to roll with the punches for the sake of traveling the country, earning more money, and having unforgettable adventures, you will be successful and join the thousands of other healthcare travelers out there living and loving this lifestyle!

2. Connect with great travel therapy companies and recruiters.

If you talk to any travel therapist, they’ll tell you that your recruiter and company can make or break your experience with traveling! This is of utmost importance for new grads, because you will want support and mentorship as you begin to look for your first few travel jobs. You need a recruiter who gets you, your wants, and your needs as a new grad therapist. You want a recruiter who will be in your corner, going to bat for you with your best interest in mind, not just the best interest of the travel company or the client (facility). Many travel therapy companies offer some form of new graduate mentorship program, whether in the form of a mentor by phone or by placing you at “new grad friendly” facilities. These are things you will want to consider when choosing a company.

For more information on how to best choose a travel therapy company and recruiter, check out this article, or send us a message and we can give you personalized company and recruiter recommendations for you based on your situation!

3. Find a great first travel therapy job.

Your first few travel therapy jobs (or in the case of a new grad, first jobs period) will be crucial in your success as both a clinician and as a travel therapist. Sadly, we have heard horror stories of people having one terrible experience with travel therapy that turned them away from traveling again, and pushed them to take a permanent position, even though they had planned to continue traveling. This is unfortunate, and usually the result of them not knowing exactly what they were getting into on their first assignment and/or having a bad recruiter.

For your first job (or first few jobs), we recommend you work closely with your recruiter(s) to find a facility that is going to provide a supportive environment for you as a new grad. This may include having another therapist of your same discipline on staff (another PT, OT, SLP, PTA, or COTA); having more of a ramp up period in your caseload with training provided; and making sure the productivity expectations are reasonable. These are all important things to find out during your phone interview. For specific questions to ask during an interview, check out this article.

As mentioned before, a great recruiter should be able to assist you in this process of identifying supportive facilities. They may even have prior experience with facilities where they have placed new grads before that have been successful. Most importantly, a good recruiter will support your decision to decline an offer if it doesn’t sound like a good fit for you, and they will not push you into taking a job that’s not right for you just to secure a placement for themselves.

4. Don’t be afraid to ask for help, and never stop learning.

As a new grad travel therapist, it is important that you are ready to be an independent clinician and not have your “hand held,” but at the same time you shouldn’t be afraid to ask for help and mentorship when you need it. This could be from your co-workers at your facility; through the clinical liaison provided by the travel company by phone; and even by reaching out to former professors, clinical instructors, and classmates for consultation when you encounter tough clinical situations.

Also don’t forget to utilize a variety of resources (textbooks, CEU courses, websites, blogs, podcasts, Facebook networking groups, etc.) to continue learning once you start practicing on your own. Being a student working under a clinical instructor is very different than being out on your own! There is a huge learning curve when you first get started. You don’t have to know it all when you first start practicing, regardless if you choose to take a travel or a perm job right out of school!

5. Stand up for yourself and your professional license.

New grad or not, you worked very hard to get to the point of being a licensed clinician! Regardless of whether you’re in a travel job or perm job, you need to maintain integrity, be ethical, and follow the law. If you are being asked to practice in an unethical or illegal manner, you must stand up for yourself and practice the way that you feel is best. You are ultimately responsible for your actions and your license. Do not be dragged down by poor management or not-so-great co-workers.

There are many examples of how you could be placed in a bad situation where your ethics and legality are tested. For example, starting at a new clinic where they want you to sign off on documentation for patients that you haven’t seen before, or for visits that occurred before your start date. This can be a common event when you’re filling in as a traveler. It’s important you do not sign off on anything for which you were not present, including co-signing assistant notes. Another example would be feeling pressured to work off the clock to get your documentation done, or add additional time to your evaluation codes to account for documentation time, which is sadly a very common practice in many Skilled Nursing Facilities. These things are illegal, and regardless of what the other staff “has always done,” if it doesn’t feel right to you, it’s probably not! We would encourage you to reach out to an unbiased third party to discuss any potential ethical or legal questions you may have. Again that could mean reaching out to the clinical liaison by phone or to a former professor or clinical instructor.

If you’re facing ethical dilemmas or problems in your facility, don’t be afraid to talk to you director of rehabilitation or your recruiter if appropriate. You can’t always predict how a clinic will be before you start working there, but you can always get out of a bad situation if you are being asked to practice in an illegal or unethical way.

6. Work smarter, not harder.

There are some great ways you can optimize and be an efficient therapist, without always going over and beyond. This can be especially important when you’re starting out as a new grad travel therapist. Often when you start as a new grad, you want to do everything perfectly, including doing all the fancy treatment techniques and being extremely thorough in your documentation. But sometimes for the sake of time management and being successful at a new clinic, you need to go back to the basics.

Don’t overachieve on documentation so you can maintain good time management. Just make sure you document the appropriate amount, but don’t go over and beyond or be too wordy. Time management is going to be a huge key to success as a new grad travel therapist, and you definitely don’t want to be working off the clock to get notes done.

Focus on functional and effective treatments, while emphasizing building a strong patient rapport. Don’t worry too much at first about using every new fad treatment out there. Often times it’s your relationships and demeanor that matter the most to be successful and well-received, by both your patients and your co-workers, not how good you are at the latest manual therapy techniques and the coolest exercises.

Take advantage of co-treatments when applicable in an inpatient setting, to learn from your colleagues from other disciplines and get ideas. This can be extremely helpful as a new grad, especially in a travel therapy position where you’re not only learning how to be an independent practitioner, but you’re also having to learn a new location, staff, caseload, etc!

Last, do no harm! Focus on being the best therapist you can be, while ensuring you put patients’ health and safety first and foremost. It’s better to do a basic treatment, or do nothing at all, than to do something you’re uncertain about and cause harm to a patient.

Conclusion

Traveling as a new grad can be a wonderful experience and a great way to get ahead start on your finances, but it’s vital to go in well-informed and with realistic expectations about what the process will entail. Finding a great company and recruiter is paramount to your success and sanity as a travel therapist. Be picky about your first job to make sure that it’s a good fit for you and will provide you with the best opportunity to succeed. Don’t be afraid to reach out to other therapists both in person and online for help or ideas with regards to patient care, and spend some time continuing your education to be the best possible clinician. Always stand up for your ethics and protect your license. And finally, don’t burn yourself out by working long hours being a perfectionist with documentation and treatment. Of course, include the key components in your notes and provide sound treatment methods, but it’s important to be efficient with your time to have a good experience as a travel therapist.

If you have questions about anything regarding getting started with your travel therapy journey, feel free to contact us. If you need help finding a great recruiter and company to help make your travel therapy career a success, we can help you with that as well.

What to Look for in a Home Health Travel Therapy Contract

Written by Travis Kemper, PT, DPT

Home health can be a great option for travel therapists due to the abundant need for therapists to serve patients in this setting. If you are willing to take home health contracts, options for locations will open up dramatically at any given time, and usually you can command even higher pay than normal. To see if home health may work for you, check out my pros and cons article here.

Since home health is a bit different than other settings, you may be wondering what things you should look for in a home health contract and what questions you should ask in an interview for this setting. Here is a more in depth look at some important aspects of a home health contract that you should consider:

  • Training:
    • Find out how much training will be provided by the company. This is especially important if you don’t have prior experience in this setting.
    • Tips during training: Take the computer from your trainer and document as much as possible. You know how to be a therapist, but as I mentioned in the pros and cons article, there is a lot of documentation in home health, so you really want to start getting familiar with the system as soon as possible.
    • Of course, you should also pay attention to the differences in care that you’ll be providing in home health because there are some important safety issues to take note of during evaluations, but otherwise the therapy you’ll be providing is similar to other settings.
    • In our experience, my wife Julia and I have received about two weeks of training at the home health contracts we have taken.
  • Points system:
    • You want to find out how their productivity works, and if it’s on a points system vs. hourly vs. purely based on number of visits regardless of type. This is an important measure of productivity that is different from every other setting. Your company may assign a certain number of points to each type of visit based on the length of time they predict this visit taking (I am sure that it is also based on the reimbursement from insurance).
    • For example, the last home health contract we did had the following points system:
      • 2.5 points for start of care/OASIS
      • 1.5 points for evaluation
      • 1.25 for discharge
      • 1 point per regular visit
    • In a 40 hour week we were expected to complete 30 points at that company.  The numbers generally are similar to these from what I have heard from others. This is also how many full time and PRN employees are paid in home health instead of hourly/salary.
  • Travel Radius:
    • You want to find out how far you will be expected to drive and what areas you will be covering for your home health visits.
    • This is going to be the number one factor outside of your personal efficiencies with documentation and planning that is going to affect your productivity capabilities.
    • At our first contract, our travel radius was very similar and only about 15 miles from the office for either one of us. At our second contract, my radius stayed about the same, but the majority of my patients were located in a 10 mile radius of the city in my territory; while Julia’s was a larger territory, probably 20 miles, and her patients were more spread out as there was no main city in her territory.
    • This is something that is hard to figure out before you take a contract. We didn’t even know exactly where our territories were going to be when we took our second contract due to the huge territory the company covered. There were many days where I would only drive 15-25 miles in total, and Julia would drive 50-60 miles.
    • Obviously the more you drive, the tougher it is to hit your productivity standards. Your best bet is to ask how many miles you can expect to drive in a day/week in the interview. You can also ask around to find out about the area and the traffic before committing.
  • Mileage Reimbursement:
    • Find out if they reimburse for mileage and how much.
    • We do not recommend you take a home health position unless they are going to reimburse you for mileage.
    • You want to be making at least 50 cents per mile no matter what, and personally if I ever do home health again I will demand the government rate of 58 cents per mile. The mileage is not only for your gas consumption, but also for the wear and tear on your vehicle. If you are planning to do home health for an extended period of time, getting a fuel efficient vehicle is highly recommended as well.

These are a few of the key factors you want to consider when looking into taking a home health contract as a travel therapist. Home health can be a rewarding setting to work in, especially because it can be flexible for your lifestyle. But you want to make sure to ask the right questions so that you won’t be stretched too thin when it comes to number of visits, driving radius, gas, and wear and tear on your car. If you have more questions about working in home health, or have a specific job offer you’d like to discuss with us, please reach out to us for mentorship!

Therapy Compact Licensure

Written by Travis Kemper, PT, DPT

 

*EDITOR’S NOTE: Please be aware that this information was up to date as of March 2019. Since then, more states have been added to the PT Compact! For the most up to date list, please visit: PTCompact.org

Therapy Licensure Compacts

To the physical therapy crew, licensing is already getting easier and will continue to get easier in the future thanks to the “PT Compact,” a licensure compact that is adding more states every few months.

For the SLPs reading this, ASHA is working on a compact for you as well. I am sure that OT will be soon to follow, but I couldn’t find anything definitely in the works other than a request for volunteers to get involved. The future is bright in the world of therapy licensing!

What is a Licensure Compact?

Basically, a licensure compact is an agreement between the states that once someone meets certain requirements, that person will be eligible in every state that has signed the agreement.

An example of a type of “licensure compact” you will probably be most familiar with is your driver’s license. All 50 states have agreed that my Arizona license will be legal in all 50 states for driving. Just think how insane traveling would be if you had to get a new driver’s license every time you changed states!

Similarly, for healthcare workers, a licensure compact allows those who meet certain requirements to practice in every state that’s in the agreement, without having to get a new license in that state. Nursing already has this type of agreement, and the different therapy disciplines are just now getting on board.

What Are the Benefits of a Compact License and How Does it Work?

The current method for working in each state as a PT, OT, SLP is to get licensed in each state individually. You can learn more about the typical licensure process here.

However, a Compact License will make life much easier. Once you have a Compact License, you should be able to more easily practice in each state that’s participating, without going through the hassle of getting licensed in each individual state.

The way it works is that once you have the Compact License, and are already licensed in your home state, for each additional state you would then just pay a fee depending on the state, take the jurisprudence exam (if required), and then start practicing in another compact state. It should eliminate a lot of wasted time and money getting license verifications, waiting on the mail, and then waiting on the state to process everything.

Hopefully soon I will be able to tell you how simple and effective it is from personal experience, but at this time I am waiting on Arizona to start issuing Compact License “privileges.”. (And Whitney and Jared are waiting on Virginia too!)

Who is Eligible for the PT Compact License?

To be eligible, your home state must be a participating member of the compact. You must have a valid PT or PTA license in your home state, with no active “encumbrances or disciplinary action in the last 2 years.” And last, your state has to be actively issuing Compact License “privileges.” The other state you want to work in obviously must also be a member state and must be issuing compact privileges.

So for me, my home is in Arizona, I have a license in Arizona with no complaints or disciplinary actions, and Arizona is a member state of the compact. Unfortunately for me, I cannot yet become a compact member because AZ is not “issuing compact privileges” yet. Once they begin issuing privileges, I should be able to get a Compact License and easily travel to any of the other states that are actively issuing licenses.

Which States Are Participating?

As of now (February 2019), there are currently 9 states that have enacted the Compact License and are actively issuing privileges. They include:

  • Oregon
  • Utah
  • North Dakota
  • Texas
  • Iowa
  • Missouri
  • Mississippi
  • Tennessee
  • New Hampshire

The below states have enacted legislation in order to start participating, but are not yet issuing Compact License privileges:

  • Washington
  • Montana
  • Arizona
  • Colorado
  • Nebraska
  • Oklahoma
  • Louisiana
  • Kentucky
  • West Virginia
  • North Carolina
  • South Carolina
  • New Jersey

The following states have introduced legislation, but the legislation has not yet been enacted and Compact Privileges are not being issued yet.

  • Nevada
  • Arkansas
  • Georgia
  • Virginia
  • Maryland
  • Michigan

Summary

The PT Compact License will change the game for therapists seeking to work in other states, primarily traveling physical therapists. If you plan to travel for a long period of time and don’t currently live in a compact state, you may want to explore moving your tax home to a compact state. You can find more information about tax homes here.

We are very excited about the PT Compact as it should make our lives as travelers much more simple! New states have been popping up frequently throughout the last 2 years, and I check this page weekly to keep up with it and cross my fingers each week hoping AZ turns dark blue!

Hopefully SLP and OT will get on board soon with a Compact License as well!

Are you a Compact Licensed therapist already? If so, let us know your experiences! Do you have more questions about the Compact License? Feel free to reach out to us or check out PTCompact.org to learn more!