This time of the year, our New York, New Jersey and Connecticut Physician Employment Agreement Attorneys are busy preparing, reviewing and negotiating employment agreements for physicians seeking jobs and medical practices seeking to hire physicians. Doctors who are finishing up their residencies and fellowships are in the process of evaluating job offers and trying to negotiate the best employment contract or partnership agreement, which in some cases, could end up affecting the rest of their career as well impact their personal life significantly. With that in mind, it is extremely important to negotiate and execute a contract that which will take into account the terms of your employment not just now, but in the following five to ten years. If you’re in the process of evaluating an employment contract or a partnership agreement, call our experienced Physician Employment Agreement Attorneys at (800) 893-9645 to help you negotiate the best possible contract terms.
You must negotiate the terms of your contract. Do not commit to a verbal offer. Ask for an employment contract and time for your attorney to review the contract. Many times an employee will not feel comfortable asking for better compensation, work schedule, or negotiating a clause. Our Physician Employment Agreement attorneys have negotiated numerous agreements to gain increased compensation and perks.
TIP #1: Analyzing your non-compete clause can mean the difference between your having to re-locate in case the job does not work out. A non-compete clause may bar you from joining another practice or even opening up your own practice in the restricted area for a certain period of time. Contrary to popular belief, non-competition and non-solicitation (of patients) clauses are enforced by the Courts if they are drafted reasonably. Many physicians mistakenly believe that agreements not to compete are not enforceable. Generally, that is not true. The law does not want to prevent you from working but could restrict you in a certain manner for a limited time period. Call our attorneys to help negotiate the parameters of your non-compete clause and make sure that it is does not adversely affect your livelihood and income potential.
TIP #2: It is imperative that you learn if and how the medical practice will cover your medical malpractice insurance, what level of coverage they will provide and whether it is an occurrence or claims based coverage. The terms of a malpractice insurance policy or coverage may not seem like a significant issue at the outset of your employment relationship but they could make all the difference if coverage is ever needed. Our experienced Physician Employment Lawyers can help negotiate the best type of coverage based on your specialty and specific needs.
TIP #3: If your employment contract is a stepping stone to a partnership track, make sure you ask how long you must remain an employee, what are the terms of the buy-in and buy-out for retiring physicians, and you should obtain copies of tax returns and financial statements. These are just a few things to keep in mind for physicians considering employment opportunities. Our experienced Physician Employment Attorneys at Villanueva & Sanchala can discuss all the intricacies involved in a partnership agreement so that you avoid future conflict or regret. Call us now for a confidential consultation at (800) 893-9645.
Thank you for visiting our Blog. This blog provides general information and thoughts about various employment law issues primarily in the New York Tri-State area and occasionally in other areas. You are welcome to read the posts. However, do not construe any content on this blog as legal advice or the creation of an attorney-client relationship. Again, we provide the content only for informational purposes. You should not make decisions based information on our blog since the application of the law depends on the facts and each situation may be different. In addition, the law in most jurisdictions is different and changes constantly and we make no representations that any information on our blog has been updated. The Blog should not be used as a substitute for competent legal advice from an experienced employment law attorney in your state or jurisdiction.