| The physicians fresh out of residency are usually in a | | | | - A constant monthly or annual wage system. |
| hurry to sign a physician employment contract and | | | | - A blend of the two systems. |
| jump into a practicing career. But as experienced | | | | Explicit particulars of the variable system must be |
| professionals know, what initially may seem like a | | | | clearly put out in the contract including future |
| lucrative career move may turn out to be a rotten egg | | | | increments and the formula to calculate your earnings |
| in the end. So before placing your career in any | | | | from the billed amount. In fact all details regarding the |
| particular "egg-basket", check out the "hatching plan" i.e. | | | | compensation structure should be mentioned in the |
| your physician employment contract. Although the | | | | contract including obligatory repayments and benefits |
| physicians master the anatomy of the human body | | | | and vacation programs. |
| well, the legalese included in the doctor recruitment | | | | Termination policies are to be carefully read and |
| agreement may not exactly be their cup of tea. So it | | | | understood. Two fundamental types of termination |
| is wise to hire competent professional help. But an | | | | stipulations are seen: |
| outline of the common problems faced by newbie | | | | The "without cause" policy allows the employer to |
| doctors starting out on practices may be helpful. | | | | terminate the service of an employee without showing |
| Almost everybody solely concentrates on the | | | | any reason for doing so, after serving a notice period |
| remuneration package to the exclusion of other | | | | that allows the employee to look for alternative |
| considerations. But that might turn out to be a costly | | | | opportunity. A fair employer gives the same rights to |
| mistake to make. A compensation package rich in | | | | the employee. It is necessary to make sure that the |
| various kinds of benefits is far more useful in the long | | | | notice period is feasible enough for proper job search. |
| run. So make a wise decision and check out the | | | | In case it is initiated by the employee it should not clash |
| following parts of the physician employment deal. | | | | with the "non-compete" clause. |
| Ranges of work and employment position are | | | | The "with cause" article allows termination for |
| important things to consider while you deliberate a | | | | negligence of duty and inability to provide adequate |
| contract. Try and understand the differences between | | | | medical care to patients. |
| an employee, an independent service provider and a | | | | Restrictive service clauses are illegal in some states |
| partner. It is important that the essential anticipations of | | | | while in others it has to be "reasonable" to be |
| a physician's duties are explicitly spelled out although | | | | applicable so legal expertise is required in evaluating |
| patient numbers and hence work volume may change. | | | | such clauses in the agreement. Although these may |
| - Emoluments may be calculated according to various | | | | seem unfair to the physicians since these keep coming |
| rules by the employers: | | | | up, it is wise not to overlook their implications. |
| - The variable percentage of collection or billings. | | | | |