A while back I did a blog post on the growing number of work-at-home scams on Twitter and I included a list of job opportunities provided by RetirementJobs.com that the website had vetted as legitimate.
Recently I’ve gotten several emails from individuals telling me one of the firms on the list is a scam. The company owner claims they’re disgruntled employees.
This situation shows how dicey the whole work-at-home phenomenon has become.
I don’t endorse any firms or products in this blog, but I do mention many. I caution people to do as much homework on any company before they agree to use a service or to work for any employer. But even then, you may not end up with what you expect.
The company in question is TeleReach, a business-to-business telemarketing company.
The emails I’ve received from former employees of the firm claim they were never given the promised training and not paid what they were owed.
This from a former TeleReach employee, Bob Guilda:
I am yet another victim in the ongoing hiring scam perpetuated at Telereach.
First we were hired as “appointment setters”. Well, did not sound bad at the advertised rate of $12-28/hr. Extensive training was also promised.
We were required to be on IM daily from 8:30 to 5:00. On the phone all day and reporting numbers every 2 hours. All requirements.
However, the pay was then determined to be $7.55 for “meeting time”, which was not inclusive of all meeting time. And we only got paid for appts set.
My first week I got paid $125 for 40 hrs. My check for my last 2 weeks was less than $240 total. Then I was fired for lack of appts set while they kept 2 people from my training class with less than 1/3 of my production.
So, in essence, they are not hiring appt setters but short term data scrubbers, which are scrubbing their data for free. Then this data is passed to the tenured appt setters for them to reap the rewards. Quite nefarious, isn’t it?
I called the owner of the company, Tracie Chancellor, and she denied the company was a scam.
“We are not able to comment on details of someone’s employment termination. The method of pay has stood the test of time since 1996. It is quite difficult to work from home and cold calling is a really tough job. We are not a match for everyone. There are however, many people at TeleReach who enjoy the performance based pay and support their families and children through long term employment with TeleReach.”
It’s difficult in these situations to know what really went on. Guilda and other former employees wrote me in an email that they plan to sue the company. They also threatened me with legal action given that I would not remove TeleReach from the list on this post from July.
I don’t compromise my journalistic integrity because of threats. I’m all for advocating for workers, but I have to be balanced in my reporting.
I went back to RetirementJobs.com to ask them about the firms on the list and TeleReach.
A spokesman there, Patrick Rafter emailed me the following:
Back in 2009 when we issued RetirementJobs.com’s Work At Home Guide, that company was listed
as a company that met our criteria as a legitimate work at home employer. While we have made a diligent, good faith effort to verify only those organizations we believe to offer legitimate earning opportunities, we cannot and do not guarantee their legitimacy and legality. You are still responsible for performing your own due diligence research and RetirementJobs.com accepts no responsibility for losses related to your affiliation with any of these organizations. That said, we believe we have eliminated the worst frauds and scams being offered today.
I also checked out the Better Business Bureau’s rating on TeleReach and as of today the company has a A+ rating, the highest possible rating.
Unfortunately BBB ratings, company endorsements and even information from individuals who work at a company or run a company may not always tell the whole story.
Scams and schemes of all sorts in the job-hunting realm, especially work-at-home opportunities are rampant. Earlier this week, the Federal Trade Commission announced a host of suits against job placement and work-at-home firms.
This from the New York Times:
The commission announced seven civil suits as part of a crackdown on such schemes, which officials said deceive job seekers by falsely promising work as federal employees, movie extras or assemblers of Christmas ornaments, among other positions.
David C. Vladeck, director of the commission’s Bureau of Consumer Protection, said the schemes “take advantage of consumers in times of economic misfortune.”
Since last spring, the commission has brought 11 cases against illicit job placement operators, including the seven announced on Wednesday.
I’ve been writing about scams like this for a while now. This from a column I wrote for MSNBC.com in 2008 about Internet work-at-home offers:
I get e-mails from readers on a weekly basis looking for the perfect home-work opportunity.
I’m here to tell you folks, the majority of the Internet offers you get in your e-mail box and ones you see in ads in periodicals and jobs boards offering you fast cash opportunities right from the comfort of your living room are bogus, bunk, bamboozles.
“Work-at-home scams are the number one thing consumers write in to ask about,” says Beau Brendler, director of Consumer Reports WebWatch, who estimates ten out of ten e-mails he gets about such offers are not legitimate.
And the scammers prey on people who are desperate for money but can’t leave home for work, he notes, like those who are disabled, or stay-at-home moms or dads who’d like to help their spouses make ends meet.
So the lesson here is to be on the look out and be skeptical.
February 19th, 2010 at 10:55 am
Perfect example of claiming to vet. My complaint is not that the company’s compensation plan is flawed, merely that it is completely misrepresented. IT WORKS TERRIFICALLY FOR THE BENEFACTORS!
First we are told we will be getting paid $12-28/hr for appt setting. You make your investment, (install your land line, but recording device, memory upgrade for computer etc). You go through a lengthy and thorough screening process that involves hrs of your time.
You start working for them and then you are told that their is minimal training pay (and minimal training) and start calling. Oh, and BTW, you are now a contract employee and only being paid per appt. The appts, we are told avg once every 50 calls. Well you can make a living on that. But the reality and the truth is (as I was informed by the Sales supervisor) is that appts avg once every 135-150 calls. While you are expected to make 25 calls per hr and and 4 appts per day. The numbers just don’t work. Add to this constant shuffling of accounts to be called upon and there is no ability to build a pipeline. (UNLESS, AS WE DISCOVERED, YOU ARE BUILDING THE PIPELINE FOR THE FAVORED FEW).
So, yes, the compensation plan works. But only for the tenured employees who reap the rewards of a database that Telereach uses new people to scrub for free. And the new people are subjected to ridiculous time requirements (which is contrary to the nature of being a contracted employee, you can only demand a worker’s hours when paying for them) and unprofessional verbal abuse during national conference calls and ongoing messenger chats. Then excuses are found to discard these workers like yesterday’s news so that the scrubbed data can be funneled to the 2 long term full time employees. If you go to work for TeleReach, make no mistake, your sole purpose is to be used to scrub their database for free and be discarded.
Incidentally, this is a company with no discernible HR department or policies and procedures. Repeated requests for harassment complaint forms and a policy manual were ignored. And there is harassment.
Google Telereach. You will find plenty of detail backing this story. The unemployment ranks are littered with their deceived, used and discarded employees. It is documented.
Eve, there was no lawsuit threatened. The message is, you are either part of the solution or part of the problem. If you lend your credibility to their quest to recruit replacements, that makes you part of the problem. The fact is your list is not vetted and is in fact “borrowed” from retirementjobs.com (which, incidentally no longer lists Telereach, because they do vet the list!).
Employers do not have cart blanche to use and discard people.
EMPLOYEES ARE NOT DISPOSABLE!
February 19th, 2010 at 10:58 am
Eve,
I think it is very sad that none of us were given the same opportunity to have even 1 phone call from you to discuss this Work From Home Job Scam called TeleReach Corporate. We made ourselves completely available to you to hear our side of the story and you gave us zero opportunity. Our mission was and will continue to be saving others from falling into this Work From Home Job Scam called TeleReach Corporate.
Of course the President of TeleReach Corporate, Tracie Chancellor, is going to deny, deny, deny. She is profiting from our losses and has been for some time. So are any long term employees who are all perpetuating the lies in their pre-recruiting and post employment practices, as well as the constant harassment and lack of promised training for new employees, not paying as promised, etc. And trust me, there are VERY few who are “Senior Callers”, and remember, they profit from our loss too.
According to Tracie Chancellor, President, in the 2 hour phone employee to employer conversation I had with her on 2/8/10, “she didn’t know any of this was going on, it shouldn’t be going on, and she said she would immediately get in the trenches and investigate it”. She promised she would call me the next day. She didn’t. At 12:55 AM the following morning, 2/10/10, she attempted to make it look like I had resigned. I, the employee, was fired in retaliation for bringing this to her attention and they are hiding behind the “Texas is an At Will State”.
I have asked TeleReach Corporate for a written copy of my Employee Complaint and subsequent investigation of ALL the witnesses. Witnesses would be ALL PRIOR and current employees. I Tracie Chancellor in this conversation to talk with ALL of them if she really cared to hear the truth about what was going on in her company. To date we have received no response which can only mean there was none. No surprise from this company.
There are laws that protect employees. See http://www.ppspublishers.com/articles/eeoc_retaliation.htm. We were not protected by anyone at this company. There are Whistleblower Laws as well.
Bob was fired AFTER 5 PM on a Friday evening, and in their own words, he was a Super Star. Why wait till after 5 PM, on a Friday evening, to tell someone they are fired, IF they are supposedly “not a fit”. There can only be one reason. You want every pound of flesh you can get out of them for free. His facts to you are 100% true and accurate, and we all have the daily reports to prove it.
FYI, your source for the list you provide is RetirementJobs.com. They have kindly removed them from their list and website pending further investigation and they have provided us with a copy of the updated list. Tory Johnson’s WomenForHire.com has removed them. She has removed them on her GMA site as well.
As to the BBB. They do not protect employees, and in my opinion so far, they don’t even protect consumers. They protect their members. TeleReach Corporate is a member. We have attempted to bring this to the attention of the BBB Houston, who claims they hate Work At Home Scammers. Like you, their investigator has yet to call us back, but we will keep trying, just like we did with you, and to continue telling the truth.
You mentioned the FTC announcement earlier this week. I not only attended their conference, I shared it with everyone who I felt should care. Here is where you and everyone else can find the recorded conference and the full Press Release: http://www.ftc.gov/opa/2010/02/bottomdollar.shtm.
I not only have first hand knowledge of what was said, I am on their side. It takes courage to do what we are doing, as fully recognized by the FTC in the conference. I encourage everyone who has been scammed by these Work At Home Scammers/Schemers, be it TeleReach Corporate, or any others, to immediately file a complaint with the FTC, their own State Attorney Generals, the Attorney Generals of the State in which the company operates and the FBI’s IC3 Division (Internet Fraud). TeleReach Corporate hires from 36 states in the Nation.
I will be the guest of the “Network for Work Radio Show” next week to discuss this very topic and the FTC’s announcement. One of the Co-hosts of the show and founders of “Network For Work” attended this conference. They understands that when people are unemployed and seeking honest employment they are at their most vulnerable to these scams. For more information go to: http://www.networkforwork.com/.
If you really want to get to the truth, and hear all sides of the story, you should go to www.RipoffReport.com and search for “TeleReach”. Keep an eye on it because it only will continue to grow.
There is an old saying, “Where there is smoke, there is fire”. Trust me, there are both at TeleReach Corporate.
Sincerely,
A Former TeleReach Corporate Employee Who Was Scammed By Their Work At Home Job Opportunity
February 19th, 2010 at 12:30 pm
I hear that you all are upset at Telereach, but I can tell you from my experience across numerous industries that firing people at the end of the day is done fairly often, especially if the firing offense is nothing that would risk harm to the company or others. Quite often, there were shifts that had to be filled. If I could not find another part-timer to come in for the balance of the day (and assuming we were busy enough that I determined we could not run one short), I’d keep them to the end of the day and then tell them about the firing (they’d still be on the clock until that meeting was done). You may not like it, but I’m not aware of any laws the prescribe at what hours of a day someone can be terminated.
In Eve’s post, there was a reference to a required window of time during which these calls were to be made. If the company is dictating hours, there’s a good chance they can get pinned as misclassifying their employees. The statement “you’re an independent contractor” does not make you an independent contractor. Even a signed independent contractor agreement doesn’t make you an independent contractor if the Feds determine that the workers are treated like statutory employees.
February 19th, 2010 at 2:57 pm
I’d also like to share my personal experience as an employee of TeleReach.
My first contact was from their Recruiter. I was most impressed to learn of their business model and their initial desire to build a strong ‘at home’ opportunity.
I did not seek out TeleReach. In fact, their recruiter approached me, obtaining my contact information from a secret shopper website.
Their recruiter and I spoke at length about TeleReach, the business model, history, as well as the president’s desire and achievements. He shared with me a little about her personal development journey and his developmental walk as well, including his close relationship with a well-known author in the PD industry.
Encouraged by what the recruiter shared, and mostly so to learn that the hard work and belief in growing a small business thirteen years ago to the model that it is today reflects what many dream of, especially parents who want to participate in the activities of their school aged children. I was excited to say the least and felt blessed in many ways to have an opportunity to work with a company whose philosophies parallel mine.
Their human resources key person was my next TeleReach contact, another great experience. How dynamic she is, and I learned that she as well as the recruiter have been with the company since day one. She was able to navigate and expedite my training date which further inspired me. I left our session very excited to be a part of the TeleReach family.
The following Monday morning at the teleconference meeting (my first introduction to TeleReach Corporate), I became confused. Their production manager led the meeting, and at first I wasn’t sure if I was ‘in’ the right meeting as I was rather surprised to hear some of the unprofessional and frankly inappropriate things she was saying. As I listened, she called out names of the new hires to introduce themselves. I couldn’t help but wonder why she was making fun of new people, as if she didn’t know we could hear her comments.
After the introductions, the production manager referred to the meeting agenda, particularly client standings. The undertone in her voice, what first sounded like disappointment (in callers not making their ‘benchmarks’), turned quickly to a very uncomfortable session in what can only be described as punishment. To say that this would not have been my first choice in a companywide ‘meet and greet’ is an understatement.
As the training day progressed, working with the trainer, waiting for the trainer and trying to wrap my brain around the first couple of images I had of TeleReach, versus what I was experiencing, led me to be somewhat concerned. Still hopeful, albeit less excited, I decided to give us all the benefit of ‘newness’.
The declaration from my trainer, that she ‘didn’t actually sign up for this position’ and she ‘really didn’t know how she got roped into it’ ran through my head as a red flag. Towards the end of my first day of training, while on a ‘meeting’ website along with other trainees led by the trainer, the production manager IM’d her repeatedly. Several times the trainer responded that she was actively in training and to ‘watch her cursing’ as we all could see the screen. I will not expound on the rest of the IM conversation between the production manager and the trainer. I will however add that another red flag raced through my head.
Day one of training ended with a lot of information to absorb, both professionally and otherwise. I questioned why, if we were scheduled to be ‘at work’ for training from 8:30am to 5:30pm, our training class spent the better part of the day waiting for the trainer to return.
Why was it that when the trainer was training us, she was consistently interrupted by IM’s of other trainee’s that were now dialing and needed help? Help, which actually was well founded as I’ve since experienced, was not covered nor addressed in training and vitally important to the everyday job description for callers.
What happened to the one on one training with Sr. Callers we were promised?
Why we were as ‘newbies’, constantly beat up by the production manager and at times our trainer for not delivering the numbers set for us, when in fact we were not given the training that was promised?
Why promise we would get all the support needed to be successful, yet when asking a question or two regarding a system function or something as vitally important as to the call result choices on the data base system, we were ’scolded’ for not ‘referring to the client guidelines’ and other such ill warranted behaviors?
It appears to me that TeleReach hires very competent, successful, seasoned professionals whose tenure with the company is very brief.
Measuring the market, model, and the overall opportunity that TeleReach offers potential employees, with the positive and friendly experiences one shares with the recruiter and human resources person, I imagine that many start with the company as excited as I was.
In a very short period of time I become confused and discouraged questioning why I was being told ‘you probably aren’t a fit’ when in fact I, like so many others are a great fit or frankly we would not have spent the out of pocket money, time and personal investment in becoming a part of what we believed to be a “team”.
There appears to be a huge breakdown in what I believe to be a once fabulous system.
It appears the president at one time worked very long and hard to grow TeleReach to where it is or, where it was before now; frankly a model of desperation.
Desperate people have desperate behavior. That behavior is exhibited by those that do not want to take responsibility and in turn bully others.
Don’t we learn as we work with others that coaching is much more productive than managing? Where is the coaching in any of the meetings and/or trainings?
Why are ‘newbies’ put on ‘notice’ when the company does not provide the training that was promised?
Should a new hire be privy to the information that the production manager doles out in meetings, i.e., threats, obvious fear of client loss and the constant employee barraging that is peppered with passive-aggressiveness?
As a seasoned professional I am fairly quick at identifying numbers. On reflection in first seeing TeleReach’s client numbers, overall caller numbers, training information regarding how the company cannot ‘handle’ all of the clients they have, the hire/loss ratio, and factoring the exorbitant cost incurred with this, it appears that some sort of resolution needs to happen and quickly, but as others have written here, the company is not about resolutions.
Due to their marketing, the company is attracting some of the best professionals in the nation and losing them quickly. This just doesn’t make sense when the recruiting and initial hiring phase of TeleReach works hand in glove to bring to their table a wealth of achievers who enter and exit in head spinning numbers.
Why is it that this experience now feels so contradictory?
I am a single mother and have enjoyed very successful virtual employment in the past. I did my due diligence on TeleReach, or so I thought.
I passed up other opportunities while jumping through their hoops. That is a mistake I will not repeat. Experience is a wonderful education!
February 19th, 2010 at 3:35 pm
H.TR.E,
Thanks for reminding us that even bad experiences can teach us quite a bit.
February 20th, 2010 at 4:29 pm
I conur with everything everyone has been saying about Telereach, the employee puppmill from Texas. It is a company of 4 maybe 5 long term employees who reap the rewards of their very short term employees’ cold calling efforts.
The company advertises for long term experienced people, spends an extraordinary amount of time interviewing, requires employees to purchase equipment they might never use again such as a telephone recording device. I added services to my existing landline which I’m now stuck with.
Here’s how the company operates. It contracts with companies to set appointments for their salesforce. When the mandatory number of appointments are met, Telereach gets paid. Telereach then pays their appointment setters. To my knowledge, Telereach has few if any long term contracts with their clients. Therefore, an account can be pulled or suspended at any time for any reason. This means callers who have been working on those accounts have to scramble to call new accounts and lose their followup calls.
Retention is nil. As it turns out, Telereach has only 4 or 5 long term employees. Since new employees are treated as contract workers and are fired quickly, it is likely no turnover statistics are available. I was terminated because they didn’t want to pay me the $7.55 caller base pay if they had moved me out of boot camp. Also, I was let go from boot camp because in their opinion, I could not possibly make the minimum number of appointments in the 2 days I had left.
Training is minimal, important information skimmed over or neglected entirely, meetings are often cancelled because of one crisis or another. Now that I’m not there, I suspect the meetings were cancelled because the trainers were in the process of firing somebody. I know while I was being told I wasn’t a good fit with the company, the trainer left the exit interview to cancel the mini-meeting.
The hostility, lack of professionalism, complete disregard for simple courtesy was appalling. It was somewhere inbetween unbelieveable and a bad scene from “The Office”. You know you’re in trouble when the sales manager announces she is applying for Borg status and claims she’s having nervous titches while the other one announces she never wanted that position in the first place.
The numbers weren’t adding up and I didn’t have the opportunity to check the actual appointments set on the calendar against the appointments Telereach claimed they were setting.
The standard we worked with was that 2 to 2 1/2 hours of calling would result in an appointment. Newbies were expected to set appointments on cold calls while created a warm list of followup calls. Telereach newbies are basically creating a scrubbed list for the seasoned caller or callers.
I also started thinking the stars in the training class were plants because they said very little and asked no questions and didn’t chat with the other trainees. This is just a suspicion on my part.
We did listen to a couple calls set by seasoned employees. None of these appointments were set on a cold call. The sales director also said she would not have approved the appointment the seasoned caller set anyhow.
Everything Bob Guilda says in his report is true and he says it better than I can. I was in his training class. I am not publishing my name because their checks haven’t cleared the bank. You can see my report at ripoffreports.com. I posted my report as Anywhere, USA.
They are known for late paychecks and perhaps the company is having a cashflow problem.
Please stay away from this company. It truly is an employee puppy mill. The recruiter I talked with initially claimed a close personal relationship with Tory Johnson at WomenforHire and ABC News. She denies knowing this man. WomenforHire.com has recently pulled Telereach from their lists. The people at the company are fantastic actors and I do not believe for a minute Tracie Chancellor, the President does not know what is going on.
February 22nd, 2010 at 9:35 am
Bandita,
Just curious. You speak of the Borg Trainer, oh so hilarious! She is already having problems? Is this the new interim Trainer announced on 2/8, the former part-time supposedly Senior Caller (it just takes 90 days, or so we are told, if you can make it) that was going to replace the old yet young Trainer who went on vacation/extended medical leave due to heart palpitations on 2/6? The PT Caller who made an awe-inspiring $144 the week before with a total of 12 billable hours for the company? BTW, Tracie Chancellor told me in the 2 hour conversation we had how she was going to fix everything, she was one of their best. It wasn’t going to be the way it “apparently” was anymore.
I thought part timers (PTE’s) were required to be a minimum of 25 billable hours per their pre-hire orientation, our training and their hire docs, although reporting says 15 bh(?). Reporting also says that FTE’s were required to put in 40 bh, yet reporting says 30 bh and Newbies (1st 90 days) were required to put in 28 bh, in docs and reporting. More confusion, but look who is expected to pull the load with no training or support, within a hostile boiler room environment.
Their reports and reporting emails were either dots and non dots, or smiley and sad faces, and all with the worst Excel and Word skills(?) I have ever seen. I’ve never seen that in a professional organization, ever. It’s like elementary school in a nightmare too. Part of the keep ‘em confused policy.
Here is what I found in my notes on my very first Mandatory 8:30 AM every Monday Production Meeting/Conference Call, 1/25/10, with the Production Manager: “Last Week Is Over and Done! What is in your pipeline this week, concentrate on that. Reap the Rewards this week from all the work we did last week”. What Crap! This was never to be the case, by design, but you may quite figure it out any time soon. More fictitious hype or obviously a message to someone else other than newbies.
April 12th, 2010 at 5:16 pm
I am sad to hear of this! I seriouslly wanted to go to work for them. I want a legiment job to work from at home! ugh!
April 14th, 2010 at 6:16 pm
SO do you or don’t you get an hourly wage paid? Seriously even if it is $7.50 an hour to work from home I will do it! At least your at home! I really want to hear more about this. Did your checks arrive on time? How where you paid??
April 4th, 2011 at 1:21 pm
I had thought about joining this company but I guess not now.
February 4th, 2013 at 10:52 am
I’ve worked for a few companies too where you sit at a desk and cold call endlessly until you exhaust their lists then the new employees are fired and the good accounts you found are then given to the other core group of long time employees. It’s not just the stay at home companies doing this. The tip off for anyone wanting to avoid these companies? If they say it’s a customer service or sales job with a percentage of cold calling ask what your performance will be graded on because it’ll probably be the cold calling. Ask questions from interviewers about how many employees succeed vs fail, if they are vague or give pat answers like “All it takes is a strong work ethic” it’s a mill. Watch out for “We’re always looking for strong candidates” too, it means no one can pass their standard. If you do take the job and are still unsure, ask the other employees how many have come and gone in the past 3 or 6 months. And check their system notes for names of employees no longer there - when I would come across those names and ask about the employee I’d hear a terrible story from management about each past employee and that’s a giant red flag. So every past employee you’ve hired was terrible? Or this just a terrible job? I see more and more companies do this and it should be illegal.
May 15th, 2013 at 7:37 am
Thanks to all those who investigated, as I too was about to apply to this co, based on their marketing. I’m a veteran cold-caller, customer service rep., appointment-setter, and experienced phone sales person, and I can’t believe I’ve been unable to find a decent job now for a whole year, especially for a person with my skill sets. I’m pc savvy, competent, reliable, and productive. I was laid off from my commission-based fundraising job, where I was at for five years. Every position I’ve inquired about or looked into, (off-line) was either extremely low-paying, with ridiculous hours,or their job description was way too demanding for what they were paying. And if you’ve ever worked in a 100-seat call center, you’ll fully understand why, at age 55, I’d rather work at home! On-line ‘opportunities’have proven to be no better. Scammers, false promises, liars, and down-right shady characters and companies litter cyberspace, so yeah its tough to make a decision to go work for someone sight-unseen, and then hope to get paid. I have a list of questions I submit to any potential employer, and if they don’t address my concerns in writing, then I cease further communication immediately. One well-known site, set up for independent contractors to interface with ‘employers’ to work at home for, I estimate has a 90% or higher database of phonies, fraudsters, and ‘business owners’ with absolutely no payroll cash, but as a phone pro you’re somehow expected to get excited at the prospect of putting in precious hours of productivity, in return for a promise?! Anyway, thanks for letting me rant here. Home workers definately need a voice. Maybe we should get together and create a legitamite org. for unity, power, respect, and protection.HOME WORKERS OF AMERICA UNITE! (Haha) I’ve placed ads all over backpage.com and craigslist, with my resume bullets, job history, and recommendation letters, all to no avail. All I get is referral-based opps; ‘pay-me-first’ job opps, and agencies… not job opps. So Telereach is out, (my own lead generation business is going nowhere without buyers) which is somewhat ironic in itself,, and meanwhile the bills still have to be paid. Unemployment’s running out, so forget Telereach, I guess it’s call center here I come again. Thanks to all for this extremely valuable, and ‘time and tears-saving’ discussion post. End