Negotiating your physician employment agreement is a crucial step in securing terms that align with your professional goals and expectations. Here are some tips to help you navigate the negotiation process:
- Understand Your Priorities: Identify your priorities and non-negotiables. Consider aspects such as compensation, benefits, work hours, call schedules, professional development opportunities, and any other factors important to you.
- Research Industry Standards: When negotiating your physician employment agreement, familiarize yourself with the typical compensation packages and benefits for physicians in your specialty and geographic location. This information serves as a benchmark during negotiations.
- Consider the Entire Compensation Package: Look beyond the base salary. Consider bonuses, performance incentives, retirement contributions, health insurance, and other benefits. Evaluate the overall compensation package rather than focusing solely on one component.
- Discuss Productivity Expectations: Clarify productivity expectations, such as patient load, administrative responsibilities, and any performance metrics. Understand how these factors may impact your compensation.
- Professional Development Opportunities: Discuss opportunities for continuing education, conference attendance, and other professional development. Ensure that the employer is supportive of your ongoing growth and learning.
Remember that each negotiation is unique, and it’s crucial to tailor your approach based on your specific circumstances.
Call Attorneys Knowledgeable in Negotiating Physician Employment Agreements
The lawyers at the Maura Greene Law Group can help you understand, review, and potentially negotiate your physician employment agreement.
Contact us at 617-936-1580 or email us at mglgstaff@mauragreenelaw.com
The Not So Fine Print:
We see patterns in our practice, like the ones described above. However, every case has its own unique facts. Before you take any action, you should contact an employment lawyer and get advice on your own situation. We can’t provide legal advice here and this isn’t intended as legal advice. Keep in mind that it is best, if possible, to establish a relationship with an attorney before a workplace issue turns into a full-blown crisis. Employees who have received a verbal or written warning or performance improvement plan, should contact counsel now. Ditto for employees who are seeing their doctor for workplace related stress or anxiety.