Physician employment contracts are increasingly becoming the norm in recruiting physicians throughout the country. This employment contract for physicians is not only an easy way for the parties involved (i.e. the employer – hospital or peer group recruiting the physician and the employee kuendigung.services – the physician himself) to be clear about their liabilities, duties, and responsibilities as well as their expectations from each other; but it also serves as documentation in the court of law should any of the parties choose to litigate against the other. In any practice there can be ups and downs but the physicians involved can play it safer by signing secure employment agreements.
Although physicians learn about the technical side of their profession in their curriculum yet they have no knowledge of the nitty gritty of the legal side of their profession. So, while signing the contract it is imperative that they either hire a legal professional or check through the document themselves and ask people who are working in the same profession and also, if possible, their would-be colleagues what they feel about the organization they work in. Often such a measure could throw up interesting and surprising insights.
Although there might be a thousand points to take note of in such a contract yet it is necessary to check out at least a few of the most important. These points are not only going to affect your current employment but your entire career. Professional satisfaction can only be achieved if you can fulfill the objectives you set for yourself at the beginning of your career.
Young physicians often make the mistake of waiting until the contract is drawn up to ask questions they should have asked in the interview itself. But some of the doubts are better clarified in the early stages. Questions like: Who handles finance (receivables and payables)? Who is responsible for office management? And finally and most importantly the remuneration model.
Apart from that when the contract is in hand the points that must be checked are:
The current model
The final mode of payment after initial term
The guaranteed salary, if any?
Benefits, if any?
Moonlighting arrangements, if any?
Vocational business expenses?
Tenure and termination:
Primary term of engagement?
Any automatic restitution?
Right of termination of contract and its conditions
Any restrictions of practice after contract termination?
Who is the contracting authority?
Ownership of medical records of patients.
If multiple locations are owned by the organization does the incumbent have any say in choosing his working location?
Are referral restrictions applicable for the incumbent’s specialty or auxiliary services?
What are the factors on which compensation and employment levels depend?
Does the organization reserve any right to bind the incumbent in any contract without his consent?
Check these out to make sure you have a watertight physician employment agreement.
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