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  1. Hey guys, thanks in advance for your input. I am renegotiating my contract at a FP location in WV. I have been here 3 years. Was hired in 2016 with a 3 year contract. I was hired as a new grad and started at a base salary of $80,000 with $1000 pay raise yearly for 3 years. I have a bonus structure of 25% bonus of receipts over 28,000 monthly. Benefits: 401K match, paid health insurance, disability, malpractice, $1500 CME, 25 days PTO as well as major holidays off. I do take call via phone 1 out of every 6 weeks but it is built into my salary. New contract offer is for 5% raise yearly for the next 3 years: so starting in June my salary would be $86,100, then 90,405, then 3rd year 94,925. Would keep same benefits and bonus structure. I know the salary is a little low for the average but since my office pays my husband and I's health insurance (around $12,000/yr) I feel like I can't press much more. Just wanted to see what others thought before we have an actual sit down meeting about it.
  2. Monday to Friday 9-5. No weekends. But I’ve shadowed on Monday and they usually stay late. When the doctor is there the work seems very secretarial. Calling about results a lot of the time from what I’ve seen. There’s a PA there that’s been there for 3 years and even she seems to spend most of the time at the computer. But I will get to do joint injections and the standard pain management stuff. Benefits: 80k + 10k signing bonus (repaid in full if I leave within two years) Insurances Full Licensing, DEA, and credentialing; Full $750 CME 2 weeks paid for vacation and sick leave 1 week paid for CME Malpractice Covered with No tail (but tail seems to be required) 2 Year, 15 mile non-compete (they have 3 offices) Oh and they want me to start as an MA at $16/hr while my licensing is going through. Pretty bad huh?
  3. Hello everyone, I am a graduating PA about to start my first job in EM and Trauma. I have accepted an offer but have yet to sign the contract. Upon my initial offer letter, they sent me a sample contract. Having multiple eyes run through it, including someone who was a former physician recruiter, some concerns were raised. The verbatim contract line of issue will be below this. The issue was primarily that Base Salary could be increased OR DECREASED based on many factors such as productivity, admin policy, and hospital financial performance. I directed these questions to my recruiter who then had the Director of EM and Trauma call me and discuss these concerns. In our conversation, it was stated that "Base Salary for EM and Trauma employees will NEVER be DECREASED based on any of the above items, the only thing that is affected by those factors are incentives, which in itself, will rarely be decreased. Essentially it will never serve as a 'punishment', only incentive to be an effective employee. Also anything I stated in your offer letter pretty much trumps the contract in that sense." The mistake I made was having only verbal confirmation here and do not have it in writing anywhere and I have not gotten an answer back via email about that. Even after the phone conversation the contract still reads the same and if it's not in writing it didn't happen. Should I send the contract back with an addendum stating the preferred changes based on phone conversation or how should I go about handling this? Contract Line Of Concern: "Adjustments to Base Salary, if any, will be determined at X's sole discretion; however, your initial Base Salary will not be reduced until after two years of employment. Beginning with the third year of employment and at X's sole and absolute discretion, Base Salary may be increased or decreased during your employment. When considering adjustments to Base Salary, X may consider a number of factors including, but not limited to, the results of your performance reviews, productivity, X's salary administration policy, and X's financial performance. Any Base Salary adjustment made as the result of an annual performance review will be effective on the date specified by X. Nothing in this paragraph limits X's discretion to make adjustments to Base Salary at a time other than in connection with an annual performance review, with such adjustments taking effect immediately"
  4. Hello all Im a PA 5 years out at a private out of network ortho surgery practice. Ive been with the practice for 3 years and have been praise with my performance. Its 7 docs and 5 PA's so we are carrying a larger work load. I'm on call one weekday a week and one weekend a month. I feel that my compensation is lacking since the weekend Im on call included surgical cases, ER consults and floor consults. Us PA;s literally do what ortho residents would do. We have the most autonomy of any position I have come across. I am currently getting paid 140k with the full weekend of call and I know I am getting underpaid. Dose anyone have any advice as to how to negotiate a better pay? TIA
  5. Hi all, I'm trying to get thoughts on what I should counter for a non-benefited W2 position in retail medicine. A little background: I'm young in my PA career and have been in rural family medicine for 1.5 years. I've been seeking per diem positions for a while now (I'm single with no kids in a VERY small town and I'm starting to get cabin fever LOL) and was finally offered one at a nearby hospital that has these types of clinics. These are the same ones you would find at a pharmacy with a very limited list of conditions that patients can come in for e.g. URIs, UTIs, Imms. The patients make the appts at least 1 day ahead of time so there are no walk-ins and the schedule is scrubbed by the MA and by provider to do the best possible in making sure more complex cases go to their urgent care or ER. So, compared to me following chronic conditions and multiple co-morbidities at my FT job, I imagined that this would be relatively easy peasy. The job: Weekends 8AM-8PM with a one hour paid lunch. No benefits (NBD because my FT job has excellent bennies) Patients are scheduled on 20 minute slots Work with one MA who will work the front and back office Salaried. About $53.40 per hour Hospital was bought a few years ago by a bigger entity located in 3 states. I was told they are planning to get about 50 more clinics instituted across those areas in the next few years. I mention this because on the phone interview the recruiter said the salary was set across the organization. So I'm a little hesitant to ask for more but the practice manager on the in-person interview verbalized to me how badly they need providers. I think I will be asking for more (worse they could do is say no, right?) but what would be a fair counter offer? As a comparison, I make significantly more than this at my FT job but that's because of my bonuses. This is in the PNW with low COL. Thank you!
  6. Hey everyone!! Hoping to get some insight on my offer for a position at a Level II trauma center in SoCal. I worked with this group of surgeons as a student so I know it would be an excellent learning environment and tons of good exposure. My time will be split weekly, working in trauma + gen surgery one week and strictly in ICU the next. Training will include running traumas, first assist, various procedures, ICU and vent management, etc. No surgery residents. They currently have 3 NPs and 1 PA and are looking to expand. Base salary at $110k. Hours/call: 40hr/week, leaving promptly at end of shift. No overnight shifts as new grad until myself and SP are comfortable. Contract states that call will be paid "standard on call fees" but does not state exact amount. They did stress that being on call is not likely, esp as a new grad. Benefits: Health insurance, they pay 90% of standard costs. Have to pay for my own dental and vision. ( is this normal?) Malpractice insurance covered- will be sure to ask about tail coverage. Not eligible for 401k plan until 1 full year of employment!! Seems a little odd to me, thoughts? PTO: "employee shall accrue 0.05 hours of PTO for every 1 hour of work performed" which if my math is correct comes out to about 10 days of PTO -_- hoping this is a typo because that's extremely low. The APPs currently work 4 10s a week but will likely move to 3 12s as more APPs are hired so I am not sure how this affects the amount of PTO. I am thinking of asking for 4 weeks PTO to include vacation, sick and CME days. CME: $1500, does not state specific number of days off Overall, I am really happy with the offer as a trauma position has been my dream for a long time! Not so happy with the PTO, but believe they will be willing to work with me! I would greatly appreciate your thoughts!
  7. Hello fellow colleagues! I am a new grad PA and I need your help. I got a job offer at an urgent care but I'm unsure if I want to accept it. I am in SoCal. 2 weeks training. The UC sees 20-30 patients at one location while 35-50 at another. Base pay: 55+ (no bonuses) malpractice with tail NO CME and PTO Have yet to talk about health insurance and retirement. It's 1099 NOT W-2
  8. This is an 100% outpatient practice. They have multiple locations but I'll be working between two clinics in a major city with high COL. I interviewed with the director of Human Resources and I'm scheduled tomorrow for a tour of one of the clinics that I'll be assigned to. 40 hours per week, Mon-Friday (No weekends, no on-call) $100,000 salary Medical, Dental & Vision 401K* 6 Holidays 5 sick days with accrual to up to 2 weeks the first 2 years Reimbursement for DEA & State License renewal fees, not initial Malpractice* 3 CME days annually $500 CME annually 6 month training period; there will always be 2-3 doctors/NPs/PAs on-site. 18-20 patients per day (They assign 15 minute blocks for Follow Ups and 45 minutes blocks for New Consults) *I'm not sure whether malpractice includes tail coverage and whether 401k includes matching, but I'll be getting the official contract by the end of this week A couple concerns: Lower than average salary for my location. I'm thinking of countering with 105k. Average starting salary in my area is 110k but to be honest this is the best offer I've received. I know a few classmates who accepted an equivalent ~110k salary with small physician-owned practices but were lacking on benefits (e.g. no Medical/Dental/Vision, no 401k) As detailed in another post, I'm not sure if oncology is the specialty I want to stay in (although I want to stay in the general internal medicine field). However this is the best best offer I've received after looking for the past 2-3 months. I know that's not a relatively long time for a job hunt and I am okay with searching a bit longer for a better offer in a more generalized field; I'm just not sure if it will come at this point. Any thoughts appreciated.
  9. I am currently still in my clinical year--I have 2 rotations still left to complete. This is the second job offer I've received. My first offer was from a local ED, which I declined because 1. It was my first offer, and from this forum I've learned that you probably shouldn't just jump on the first offer that you see 2. Before PA school, I worked as an ED tech working the 1400-0230 shift--and back then it was just my wife and I, and since then we've added 2 little girls to our family--and I just don't think I want to take on the ED hours, stress, etc 3. I ran my offer by a few different PAs that I know (PA school faculty and practicing PAs), and they were less than impressed with the offer ($115k starting, but didn't increase yearly as much as it probably should have; PTO was minimal; etc.) 4. In hindsight, I think I made the right decision. 12 hour shifts, 14 total shifts per month. This position is an urgent care where I'll be "training" with an MD or experienced APP for 60 days at a monthly pay of $6834 (would be salary of $82k--$40.67/hr). After this time, I'll move to my regular pay of $59.52/hr, $119,992/year. 3 tier PA job ladder--starting at PA1 (years 0-3), then move to PA2 (years 4-7), then senior PA (years 8+). They haven't said what the pay scales will be yet for PA2, senior PA. I told them I will not be signing until I know what that scale looks like with exact figures. They agreed that they would have that information before I sign. License reimbursement of $1170 $1500/year CME UpToDate annual subscription--approx. $500 Benefits eligible 1st of the month following 60 days of employment--Is this normal?? Non-compete clause--they haven't stated the exact details. I will get this information before I sign. 401K plan--have to wait 1 year to receive a match, but after that year I am 100% vested. After 1 year of employment they will match 100% up to 4%, then 50% of the next 3%. PTO accrual: 2 weeks in the first year, then increases incrementally yearly after that. They haven't stated exactly what it will incrementally increase to yet though. Again, will not sign until these numbers are firm and included in the offer. Thoughts?? Initially, I asked for $64/hr, which breaks down to $129, 024/year. I am thinking I want to counter with $61/hr--only a difference of $2984 over the course of a year (extra $248/month--that's a good chunk of our childcare). In any case, let me know honest thoughts. Anything that stands out as concerning? Thanks Forum! I've been reading other's post their contract offers, and have been waiting for my opportunity to post!
  10. Hello! I'm a new grad and recently received a job offer and contract. I wanted to see what other PAs thought and things I should negotiate since this is my first experience with this. Position is with a spine surgery practice in Texas: - Salary $90K with yearly bonus "at discretion of CEO." This seems a little low, but hard to negotiate as I have no experience. - 2 weeks paid vacation - In my interview they also stated that major holidays were off as well. Need to clarify if these would be paid or not. Is this reasonable time off or too little? - 5 days sick leave with doctor's note - CME allowance of $2500. They stated in interview that I also would have 5 days for CME, so I need to clarify this with my contract and whether they are paid or not and have this included in writing. - Malpractice insurance is provided "consistent with reasonable surgical physician assistant coverage." Obviously need to clarify whether occurrence or claims maid. And tail or not. - Individual health insurance covered by employer. Family health insurance covered by employee. I only need coverage for myself, so this sounded like a good deal to me. Other than above, I also wanted feedback on my hours. My schedule is described as up to 5 days a week but then later says that 5 days is routine and more days as agreed by PA and physician as needed. Hours may or may not extend past 10 hours per day with workload not to exceed 80 hours a week. There is no mention of call but when discussed they said I should "rarely" be on call. Obviously I'm not trying to get tricked into working 80 hours a week when the job was described as a M-F position. What is the best way to ask that this is clarified and protect myself from being exploited? Appreciate all of your feedback! Thank you!
  11. Hi everyone, I have a dilemma. I am a new grad struggling to get a job. I have been offered a neurology, 0.6 FTE, nights position. I interviewed for a full time days position but this was given to someone with experience. This is far from ideal but the hospital told me after 1 year I can qualify to go full time. I may take it as I need to start working and neurology is my top interest. I have a copy of the contract and I don't understand their termination policy. It requires 180 days notice, which is ridiculous, but this is a huge hospital system and they will not budge on any aspect of their contracts. I have included the contract text and want your opinions. What happens if I give less notice? I have no idea how I would line up a second job while giving 180 days notice. "Term and Termination. (a) Term. Unless earlier terminated in accordance with Subsections 2(b)-(d), this Agreement and Provider's employment shall have an initial term of one (1) year commencing on this ___, 2018, and shall automatically renew for additional consecutive terms of one (1) year. (b) Termination by either party. Either party may terminate this Agreement as follows: (i) By providing at least 180 days prior written notice to the other party. Under this subsection, the Hospital may elect to pay Provider the compensation due him/her during the 180-day notice period in lieu of Provider actually performing work during the notice period, or (ii) If the other party breaches any material term of the Agreement and fails to cure such breach within 30 days after receipt of written notice of the alleged breach, then the non-breaching may terminate the agreement.
  12. Hi all, I am a new grad PA-C in MI and just received an Urgent Care offer at the first clinic I interviewed with. Seems to not be great, but not bad and I’d appreciate any feedback you have for me moving forward! First off, I interviewed yesterday and received the offer today. $45 per hour was offered and I countered with $50. We settled on $47. Pay: $47 per hour, shifts are usually 3 12’s, holiday and OT pay is time and a half. Possibility of bonuses dependent on revenue were mentioned. Ability to pick up shifts at sister locations. (OT wouldn’t kick in if time was split between locations though) Malpractice: covered (possible tail, office manager said yes when asked, but didn’t sound confident) Health Insurance: 50/50 but find your own coverage CME: 2k per year PTO: 2 weeks accrued per year Training: 2 weeks, $30 per hour Pro’s: No non-compete clause, 1 year contract ( no penalty to leave early) office manager stated “no one has ever done that besides one girl that went to work at a hospital and still picks up PRN shifts” Brand new office and they anticipate 4-8 patients per day until they build a pateint base. I would have an MA to complete front and back office duties. Con’s: I would be the only provider on site, collaborating physician would be available by phone/text and could run over to the office “if needed” (I wouldn’t count on this). They also said they “aren’t allowed” to send the contract via email. I can come into the office to review it or she can read me the highlights over the phone while I write them down?...I’d like to have it looked at by an attorney, is this reasonable? They’d also like me to make my decision ASAP. My background was in a busy surgical office and where we saw 60-80 patients a day. A lot of them I saw independently for post-op dressing changes and suture removal. Spoke with two of my preceptors that think the offer is reasonable and I could handle the amount patients on my own, without a physician on site. Thanks in advance for any insights/help you can provide!
  13. I'm about to graduate and I've been offered a position at a hospital in SW Oklahoma. "General Surgery" is in quotations because I would technically be working in a specialty surgical clinic. My supervising physicians would be two general surgeons, a urologist, and a gastroenterologist. I would do a mixture of clinic and OR for these surgeons. I'm not sure about call yet. Contract specifics: 1 year duration $105K base salary with 2 possible bonuses: up to $5K depending on overall clinic wRVU productivity up to "5% base salary for achievement of recommended metrics" Sign-on bonus of $4K Relocation allowance of up to $6K Loan repayment assistance $10K to be paid over agreement term (1 year) Malpractice and licensing paid/reimbursed Full benefits, 401K 26 days PTO 3 days and $2,500 for CME over agreement term (1 year)
  14. I recently interviewed and was offered a position in Family Medicine. I spoke with the recruiter today who said that a 'letter of intent' would be sent to me as well as a sample contract, but the organization does not allow for an actual contract to be signed until after I graduate and am certified. Is this normal? It seems like a huge red flag since the 'letter of intent' is generally not a legally binding agreement.
  15. Hi All, I am a new graduate and have been offered a position in ortho surgery at a hospital in SW Oklahoma. The offer is as follows: 1 year duration (negotiated down from 3 years) 105k base, plus 2 possible bonuses: one up to 5,000 depending on overall clinic production; and up to "5% base salary for achievement of quality metrics" Relocation up to 6k, sign-on bonus 4k Loan repayment assistance 10k to be paid over agreement term 3 days CME (unable to negotiate) and $2500 Clinic call only licensing and malpractice paid; full benefits, 26 days PTO I am happy with the outcome of the negotiation, but my major concern is that I will be the only PA they have in the entire hospital. They have a couple NPs in the ED and have employed a PA in the distant past. Neither of the two ortho surgeons have worked with a PA but they seem to like to teach. What are some things I should be doing to ensure that I will receive the proper training? I also realize I will be setting the expectations for how PAs are treated at this hospital from here on out, and want to make a great impression. I hope this is posted in the correct forum and I appreciate all suggestions!
  16. My fellow PAs I wanted your opinion or experience with contracts. I was offered a position in Outpatient Internal Medicine working for a private physician . I have over two years experience in Urgent Care and Occupational Medicine. The salary is $110,000, no health insurance I would be under my husbands plan, $500 for CME, 3 weeks paid vacation plus holidays, no mention of sick/personal days. The hours are Monday to Friday 8-5 pm this includes 1 hour lunch that is not paid and every third Saturday 8-12. There is 401k plan and malpractice coverage. What are your thoughts? I am concerned on the schedule since it will be more than 40 hours per week on average that I am expected to be in the office. And there is no mention of personal days plus the CME $$ I also feel is very low. Also there is restricted covenant of 15 miles for 2 years after leaving employment which I think is standard for these positions?
  17. My fellow PAs I wanted your opinion or experience with contracts. I was offered a position in Outpatient Internal Medicine working for a private physician . I have over two years experience in Urgent Care and Occupational Medicine. The salary is $110,000, no health insurance I would be under my husbands plan, $500 for CME, 3 weeks paid vacation plus holidays, no mention of sick/personal days. The hours are Monday to Friday 8-5 pm this includes 1 hour lunch that is not paid and every third Saturday 8-12. There is 401k plan and malpractice coverage. What are your thoughts? I am concerned on the schedule since it will be more than 40 hours per week on average that I am expected to be in the office. And there is no mention of personal days plus the CME $$ I also feel is very low.
  18. Thoughts on this non-compete clause? Does it sound like it will only limit me to speciality? Or to working as PA in any speciality within a 35 mile radius? I would like to have a lawyer review it - anyone in Minnesota who could suggest a good lawyer to review it? "If either of us terminates your employment, you will not, for a period of twenty-four (24) months following the effective date of your termination, directly or indirectly engage in the practice or specialty in which you were engaged for Company at any place within a thirty-five (35) mile radius of any location where you practiced for Company If you breach this agreement not to compete, you agree that Company will suffer irreparable harm and continuing damage for which there will be no adequate remedy at law. Therefore you agree that, regardless of the liquidated damages provision below, below, Company will have the right to seek injunctive relief from a court of competent jurisdiction for your breach or threatened breach, and you will pay all costs, including attorneys’ fees, incurred by Company in enforcing this agreement not to compete. If you breach this agreement not to compete, you will be liable to Company for liquidated damages as follows: the greater of (a) One Hundred Thousand Dollars ($100,000); or (b) an amount equal to fifty percent (50%) of your Gross System Revenue for the twelve (12) months immediately preceding termination of your employment. For purposes of this provision, “Gross System Revenue” shall mean all of a provider’s directly billed professional revenue, plus all revenue to Company from imaging and laboratory services ordered by such provider, plus all revenue to Company from hospital and clinic services and supplies associated with such provider’s treatment of any patient. Payment of this sum will be to compensate Company for the injury it sustains because of your breach of this agreement. Because it is impossible to determine the exact cost or damage which Company may sustain by reason of such breach, this sum is agreed upon between the parties as liquidated damages, and not as a penalty."
  19. This offer is for a position in a small single physician surgical dermatology private practice office in a highly affluent community outside of Los Angeles, CA. The physician is an experienced Moh's surgeon who deals almost exclusively in skin cancer, reconstruction, and cosmetics (no medical derm). She is offering a "training year" and I am seeking a "foot in the door" with dermatology. Let me preface this post by saying I know it's a pretty rough offer, but my hope is once developing a skill set within surgical dermatology. I'd hope to become an asset to the practice in order to negotiate a better deal or become more marketable to another derm practice that may give me a better offer. Salaried at $4800/month for the first 3 months, $5600/month for the next 3 months, and $6400/month for the next 6 months ($69,600 pretaxed). "On Call" weekends and holidays to field the occasional phone call. Hours are essentially "open to close" at the office usually between 10-12 hours a day mon-fri until i'm trained well enough to know when its ok to cut out early. Exempt employee status with no set breaks, lunch, or overtime compensation. Profit sharing 401k pension plan where the employer gives 7.5% of annual salary toward retirement with a vesting schedule that becomes completely matured after 6 years. So after 1 year, 0% vested, 2 years 20%, 3 years 40% vested, 4 years 60% vested, 5 years 80%, and 6 years 100%. CME money is limited to any actual amount. It’s approved on case by case basis and seems like ill rarely have much say in how it’s used. Malpractice is clams made without tail Health insurance is covered 50% after the first 3 months for the first year. Then 100% covered starting after the first year. PTO is 7 holidays where the office is closed anyways. 10 additional days will accrue over the first year, 11 the next year, 12 after that, and so on. I appreciate any and all feedback. Thanks!
  20. New grad and wanted to ask a few questions. Most things on contract seem great but I have a few questions: They are offering claims made coverage with full tail, is this equivalent to occurrence coverage? 90k salary, 3k sign on bonus, no production bonus. Should I be getting a production bonus? If so, what is a normal %? Minimal call Profit sharing plan after 1 year (25%?), 4 years I'm 100%. Is it reasonable to ask for student loan assistance? I am not in a rural city. Thank you!
  21. Hi guys. Got an offer as a new grad for internal medicine group practice in the northeast. $88K salary plus annual productivity bonus eligibility, 3 weeks paid vacation, 7 paid holidays, 3 days paid CME, $1,000 annual CME, paid malpractice with tail included, paid professional society membership, FT, 40-45 hours per week, pt care 4.5 days/week with 0.5 days per week admin time, 1-yr contract with 1-yr non-compete agreement. Includes insurance, 401K w company matching up to 4% after 1 yr. Any thoughts on this offer's quality would be greatly appreciated! Thank you!
  22. I have a new job offer that asks for 120 days notice before resignation. Their reasoning was "I have found 90 days in the past did not give us adequate time to find a suitable replacement". I feel like 90 is more the standard and is quite reasonable. Has anyone agreed to a notice of more than 90 days? Thanks for the input!
  23. Hi everyone, I am a new graduate, and I just received an Ortho PA job offer in coastal California. I will start training (same salary) as soon as I finish my boards, while I am waiting for my licenses to process. The job is M-F from 8-5. OR 1-2 days/week, but not when I initially start. Call time was not mentioned in the contract, but it's about once/month (no additional pay) What's offered: - Base Salary: 100k - At-will contract; If I stay less than a year, then I have to repay the licenses, relocation bonus, CME. etc. back to the employer. - Health insurance, vision, and dental - Incentive bonus: available after 3 months (PA's at the company said that I probably wouldn't reach the bonus requirement until 9-12 months) - PTO: 10 days/year (accrue on a pro-rated semi-monthly basis from the date employment commences) - 9 paid holidays - sick days: 5 days/year (accrue after 3 months) - CME: $2,500 and 5 days off (in addition to the 10 days PTO) - All licenses covered: reimbursement for Board expenses, initial licenses and license renewals, including D.E.A. and California license - $4,000 relocation bonus - Three memberships reimbursed: example AMA or CMA - Gas reimbursement: I have to drive to the satellite locations a few days/week. - Malpractice: company covers professional liability insurance with tail coverage What's not offered: - retirement (401k) What do you think of this offer? Any feedback is greatly appreciated!
  24. I live in MN and and undergoing a merge with a larger company. I have almost 2 years of experience in orthopedics. It is private practice single specialty. They gave us an offer letter that we have to look over and sign before we begin our employment with them 1/1/17. Salary 94,000 no bonus. Call will remain same 1:4. Offer seems low to me, but about the same that I am currently making, but I feel like I am underpaid now. 24 days PTO 1 week CME, $2500 All of the other standard stuff My biggest concern on this letter is that my direct supervisor is my office manager who I do not particularly like since she does not understand my role/responsibilities, and would like to avoid this from happening. Does anybody else have direct supervisor? Isn't it usually your physician? Any thoughts on this would be appreciated.
  25. Hi I just received a contract for a solo interventional cardiologist. I would just like to know if this is a fair contract. Any suggestions or comments are appreciated! Thank you! Compensation - $85,000/ year Sign on Bonus - $4,000 once agreement is executed Relocation Fees - $2,500 given on start date Term - One year Schedule - Clinic Hours Monday-Friday 8-5; Call - no weekday calls; one weekend every three weeks (stated verbally, but not written in contract) Liability/Malpractice - Practice purchases claim-insurance 250,000/750,000; tail coverage purchased by practice PTO - 3 weeks total ; no allocations for CME or sick leave Non-compete Clause - there are no restrictions once contract terminates Fringe Benefits Credentialing, Certification and Licensure Fees The Practice shall pay on behalf of Employee, state licensure renewal fees, certification renewal fees and credentialing fees Continuing Medical Education Expenses. The Practice will reimburse Employee, or pay directly, up to $500.00 each calendar year Insurance Benefits - Employee receive 100% Health (base plan), Dental Insurance (base plan), Vision Insurance (base plan) $10,00 Life Insurance Policy. Options are included to buy up to higher plan (HMO vs. PPO) and to add spouse or dependents. Other benefits offered are subsidized once chosen and are paid by the Employee should they choose the plan. Other plans that are not paid for by Practice but not optional for employee include Accident Indemnity Plan, Critical Care and Recovery, Short Term Disability, and Cancer Care Plan The biggest problems I see with the contract are 1) call schedule not clearly defined in contract? 2) the liability/malpractice coverages too low? 3) should PTO be allocated into vacation, sick, CME, etc? 4) didn't see anything about FMLA or maternity leave? 5) CME too low; what is the standard? 6) didn't see if professional memebership fees to societies were included? 7) DEA licensure?
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