In many employment contracts, incentive plans or medical bonuses are written to protect the employer and not the doctor. Certain clauses on which a health professional should be particularly cautious include: (a) the ability of the compensation committee to terminate or revise the incentive plan prospectively; (b) the need for a “new break” of a site before the incentive plan comes into force; (c) the exact calculation of the doctor`s inducement; and d) Defining keywords (for example. B positive net income, negative spread, percentage, gross sales). The redundancy provisions set the duration of the employment contract regardless of the length of time indicated. If you or the employer can terminate the contract without reason, the actual length of the notice period is the length of the notice period (e.g. B 30 to 90 days). Are you considering a position as an employee of a hospital, a health care system or a group of doctors? Do you know the basics before negotiating an employment contract. Some groups distribute net income equally as soon as a doctor becomes a partner. Other groups use a standard pay formula, for example. B a base salary plus a productivity incentive, which distributes the remaining net income after payment of office fees and medical allowance. The following information shows some of the most common provisions in medical employment contracts. This document is not a substitute for a health lawyer, who has experience in negotiating and evaluating physicians` business transactions. There are no two employment contracts created in the same way.
Each agreement must be reviewed on its own terms. Even though the tongue may appear as a boiler plate, many of these terms can be negotiable. Below, you will find some basic clauses and reflections with which every doctor should be aware. Who are parties to the agreement? The agreement should specify the exact legal names of all parties. Individuals who must comply with treaty obligations should be named. If the party is a legal entity such as a company or a company, it should be specified in the contract. All parties and entities designated as contracting parties must sign the agreement. What is the deal? As an employee physician, your contract must provide a detailed description of what you expect. These include the type of medicine practiced, the number of hours worked, your availability and child care, outpatient care or administrative tasks. While it sounds simple, understanding your homework and homework will help set the tone for a successful relationship in advance.
Some states do not allow restrictive alliances. However, these states often allow non-acquisition provisions. These provisions prevent you from requesting former patients, staff and transfer sources after your employment is terminated. Read the AAFP`s opposition to restrictive alliances. The contract should clearly state whether a physician is considered a full-time or part-time professional, whether the physician is required to perform administrative or teaching duties and participate in post-holiday call plans. A doctor should find out how long the work week (hours) and how many patients are expected per hour, day or week. It is also important to define labour relations as for example. B which the doctor reports, which reports to the doctor, and the role of the doctor in recruiting assistance staff.