1. Focus on significant points that are deal breakers and fight for those, not every part of the contract.
2. Negotiate malpractice to make sure you understand the circumstances and who is responsible for tail. Employer responsibility is ideal if the physician is terminated without cause or due to an employer breach.
3. Consider non-competes, as they are legally binding in most states. Ideal contracts limit non-competes to specific locations and to the chosen specialty.
4. Compare the compensation language with the data available to make sure it’s competitive and ask how the formula will work. Pay attention to productivity and compensation bonuses and the impact of termination on payment.
5. Pay attention to the notice from both parties when termination is without cause and take into account the time it will take to find and be credentialed for a new job.
6. Scrutinize cause termination provisions for subjective language and reasonableness, according to the report.
7. Be responsible for billing and coding your own services and be ware of indemnification provisions if the physician is forced to take on recoupment or payback liability demanded of the employer.
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