بازار خرید و فروش انواع پارچه | پارچه سرا قیمت، خرید، فروش انواع پارچه
New doctors often get into trouble by not paying enough attention to the length of the contract (i.e. how many years it will last), the terms of its renewal, and how and when it can be terminated. They don`t want to be tied to a long-term contract that doesn`t include raises and promotions and has no way out. They also do not want to be fired under a clause that allows the employer to take dismissal without giving reasons with 30 days` notice if they thought they had a two-year appointment and expected to hold that position for two years. Action Step physicians should review the language and impact of the contract term and termination provisions with their lawyer and ensure that the terms and conditions are fair and reasonable. Vague provisions should be clarified. If the new employer does not accept the changes to achieve these results, a physician should seriously consider accepting the position. Michael Schaff, co-president of health care law at Wilentz, Goldman & Spitzer, PA in Woodbridge, New Jersey, suggests that young physicians in surgery and other appeal-intensive specialties should consider whether the culture of practice or settlement issues could result in an excessive appeal load that they are unwilling to adopt. For example, Schaff said, some practices allow doctors who reach a certain age — ۵۵ or 60 is common — to withdraw completely from the call. If several senior physicians stop answering calls, the “evenly distributed tasks” of young physicians could be unmanageable.
Admittedly, the contract should include a number of call days “not to be exceeded” per week or month, advised Mr. Schaff and other sources. For their first job after residency, physicians will almost certainly join an existing practice group that will require them to sign an employment contract. The provisions of this Agreement and the precise language in which it is expressed govern their obligations, responsibilities and rights in their new employment, as well as the obligations and responsibilities of their employer towards them. Many new doctors make the fundamental mistake of thinking that they can negotiate and revise the employment contract themselves without the help of an experienced lawyer who will help them understand the meaning of the document presented to them and negotiate the necessary changes. This is not a wise attitude towards such an important document, say contract lawyers. Not only does this employment contract determine the next year or two of a doctor`s career, but it could have a negative impact on their personal and professional life for years to come. Benjamin J. Mayer, JD, MBA, a Denver attorney whose firm specializes in physician contracts, advises doctors to take the position that any terms that are not favorable can — and should — be made more reasonable. “The doctor may not be able to receive a higher starting salary or a higher signing bonus, but should certainly negotiate anything that is explicitly unfair or clearly intentionally ambiguous,” Mayer said. Roderick J.
Holloman, a lawyer who specializes in physician contracts, believes that everything is negotiable until proven otherwise. “I never assume that something is non-negotiable. You never know what is non-negotiable until you try to negotiate. Action Step physicians must ensure that all verbal promises on which they rely are clearly expressed in the written employment contract. To avoid being burned by their first employment contract, doctors must follow three basic rules: know what they are getting into, consult a competent lawyer, and record the details in writing, which are clearly stated. Doctors should carefully discuss the proposed incentive plan for doctors with a lawyer and get the necessary clarifications so that they fully understand how it works. They should endeavour to ensure that the part of the agreement that describes the flexible part of their remuneration is clearly written and based on objective measures that cannot be manipulated by the employer to influence the outcome. Employment contracts and agreements for doctors can seem complex and intimidating. Some legal considerations and issues are difficult to understand, but physicians should consider them before signing a contract. All agreements between physicians and employers should be included in the written contract between the parties, rather than relying on verbal promises, emails, or letters.
A thorough review of a contract is essential and should be done with a lawyer and financial advisor with experience in a doctor`s employment contract. Physicians should agree with their new employer on their specific duties and responsibilities before negotiating compensation issues. They must ensure that their duties and responsibilities are clearly defined in the employment contract. .
