As telemedicine sites and networks grow, so do novel practice opportunities for physicians in both rural and urban areas
Although a vast preponderance of all contracts will provide fringe benefits, did you know that physicians are generally treated differently than other groups of employees, including executives, who in some instances may have commensurate salaries?
If your recruitment promises are not reflected within your contract, your employer is not legally obligated to follow-through on any agreement, in particular those initial recruitment discussions.
Women physicians are making significant inroads in to the medical and surgical specialties, and now constitute a rapidly increasing contingent in many of the traditionally male-dominated fields. Despite these gains, the paucity of women in leadership positions, particularly within academic medicine, as well as persisting pay inequity, indicate that challenges remain.
The purpose of this article is to mitigate any unwanted surprises through an increased comprehension of the common contractual covenants that are typically overlooked and may hinder your departure from an employment setting. These items – malpractice insurance, upfront money, and non-compete language – should be closely examined and negotiated in a manner that mutually benefits both parties.
Digital technology has been a boon in expediting communication for both physicians seeking a practice opportunity and recruiters making connections with candidates. Even though it’s tempting today to dash off an inquiry or response in a matter of seconds, physicians should slow down, craft an intelligible message and, ideally, give it a second review and count to 10 before pushing the send button.
This article highlights the most prevalent compensation models, their advantages, and the potential disadvantages. The nomenclature may change from location to location; however, the premise behind each model and the potential areas of concern remain consistent.
Physicians who choose military practice often discover that their options – in practice settings, geographical locations, and even the range of patients and conditions they treat – are more varied than they expected. These benefits, in conjunction with myriad leadership opportunities that military medicine offers, factor into many physicians’ decision to remain in the military after their required service period ends.
Understanding the cultural questions to ask a potential employer becomes paramount to ensure that unwanted personal and professional disruptions associated with changing employment settings are avoided.