Nobody asks for their daily schedule during medical school or residency interviews. For years during medical training, you go to work when somebody tells you to, you take as much vacation as has been allotted to you...
As physicians increasingly opt for practice opportunities in employed-model arrangements, and hiring entities move toward standardizing employment contracts to simplify matters and ensure equitable treatment of existing and incoming physicians, it might appear that there’s scant room for negotiating contract terms.
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.
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.
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.