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The Final Hurdle A Physician`s Guide To Negotiating A Fair Employment Agreement

11. října 2021 | Vít Zemčík | Nezařazené | Sdílet na Facebooku

Dealing with treatment errors is a point that can have a significant impact on a doctor`s career. This is why it is a key concept of any employment contract. Hursh explains the difference between event-based insurance and property and casualty insurance and the importance of understanding which party is responsible for purchasing tail coverage in the case of non-life insurance. Finally, for those seeking employment in private practice, the book addresses issues related to partnership and practical ownership. Mr. Hursh does a good job of helping the reader anticipate problems that may arise in a few years and avoid painful future conflicts. It describes the different approaches to practical valuation – fixed dollar, fair market value and book value – and the possible pitfalls of each. He guides the reader through sample calculations in each scenario and recognizes that while no one-size-fits-all approach is perfect, he prefers the book value method. Its main message here is that, regardless of the method chosen, redemption and redemption calculations should use a consistent formula. If you are not informed, you can leave thousands of dollars in benefits and other allowances on the table.

In addition, the lack of knowledge of medical contracts can also make you fall into common traps. Compensation is obviously one of the most critical components of any job offer. In the absence of an understanding of the methodology or workload required to gain the specified number, the number itself makes no sense. Whether remuneration is productivity-based or paid with incentives, it is important to understand working time and availability expectations, the formula for determining variable remuneration, and how clinical endowments are conducted to assess whether this is a fair offer. This information also helps doctors determine how the proposed position fits their personal view of professional integration and private life. Productivity-based compensation can take a number of forms, ranging from formulas of relative units of value to pure percentages of collections, some of which are under the control of the physician. Hursh warns against purely productivity-based pay in the first few years of employment, as a new doctor has made a name for himself. For anesthesiologists, productivity-related compensation can be even more problematic if clinical orders are not distributed equitably, as some orders are inherently more lucrative than others.

Other elements of compensation, which must be clearly understood (although rarely negotiable), are benefits such as health and disability insurance, retirement, paid leisure, certain professional expenses or possible moving expenses. . . .

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