Job Resources

Contract negotiations, knowing your worth and what to consider

Offer letters should include a high level overview of what was discussed and verbally agreed upon at the time of accepting the position even when full time excempt employee. 

Below is a list of things that should or could be included in this letter and/or contract. 

1. Employment Type

1. Full time or part time
2. Exempt (not eligible for overtime and generally salary) or non-exempt (eligible for overtime and generally hourly rate however, can be salaried position as well). 
3. Union or at will employment

2. Intended Schedule

1. Ex. Monday – Friday, variable (7 days a week, rotational schedule), 7 on/ 7 off 
2. Weekends included? 
3. Expected hours; three 12 hours shifts, four 10 hour shifts, etc. 
4. Call or no call 

3. Location

Office based, hospital rounding, hospital based 

4. Salary, it's not all about the base.

1. Salary or hourly rate 
2. OT rate if you eligible 
3. Shift differential
   1. weekend bonus/rate
   2. night shift differential
   3. call rate/bonus 

6. Productivity, bonus and Incentive pay:

1. Productivity – if your employer tracks wRVUs discuss productivity bonus if you exceed baseline RVU. 
2. Bonus- sign on bonus, retention bonus, holiday bonus (not always included)
3. Incentive Pay- Generally given if goals, expectations are met. 

7. Fee Reimbursement 

1. NYS License and DEA
2. If ACLS, BLS, or other required certifications (PALS, ENLS, Infection control, moderate sedation) ask if reimbursed or use as points of negotiation to supplement salary. 

8. CME money and CME PTO

1. Amount of CME money given each year 
2. CME PTO; generally, a week 

9. PTO

1. Paid Holidays / floating holidays 
2. Vacation/PTO; it should be noted when you start and how you accrue PTO or are you awarded it at the start of your employment? 

10. Retirement

401K/403B

Is there match? common 2-4%

Is there a safe harbor or pension plans

11. Professional Liability

1. Professional liability (malpractice) should be paid for by employer. 
   1. Claims made
   2. Occurrence 
      1. Is tail coverage offered if you leave the practice? 

12. Benefits

1. When are you eligible?
2. What benefits are included, health, dental, vision
3. HSA/FSA
   1. Does employer contribute?

13. Life Insurance, Short/Long term disability 

If eligible or offered for you and your family ensure this is included as well.

14. Contract Review

Some companies offer annual reviews with 1-4% cost of living raise plus additional raise based on performance. Other companies that are not unionized may give you a 1% raise after 1 year, 3% after 3 years and 5% after 5 years.

Things that you should avoid:

You should not be required to sign a non-compete. The theory behind a restrictive clause is that it protects the practice from losing its greatest assets—its patients. Physician Assistant’s do not practice independently and cannot open a practice where they employ a physician so there is no concern for recruitment of patients to a new practice. 

View sample resumes and contracts