We provide a comprehensive review of your physician employment agreement and explain the terms that matter most to your medical practice and career. That may include salary, productivity compensation, bonuses, call obligations, termination provisions, malpractice insurance, tail coverage, restrictive covenants, patient non-solicitation, ownership or partnership tracks, and post-employment obligations. After the review, you get three (3) hours of one-on-one attorney time for follow-up assistance as needed.

Physician agreements are often highly specialized and can have significant long-term consequences. Terms involving compensation formulas, restrictive covenants, malpractice coverage, call schedules, termination rights, and patient relationships may affect your finances and your ability to practice after the employment relationship ends.

Yes. Physician compensation can be straightforward, productivity-based, bonus-driven, or a combination of several components. We can help you understand how the agreement addresses base salary, RVU, wRVU or other productivity metrics, collections, incentive compensation, draw structures, repayment obligations, and whether the terms are clear enough to avoid disputes later.

Yes. Restrictive covenants are often among the most important provisions in a physician agreement. We review non-competes, non-solicitation provisions, restrictions on treating former patients, limitations on working within a geographic radius, and related provisions that may affect where and how you can practice after leaving.

Yes. A non-compete or patient restriction can influence whether you may continue practicing in a particular community, whether you can join a nearby practice, whether you may treat patients who wish to follow you, and whether a future employer views you as too risky to hire. That is why these provisions deserve careful attention before you sign.

Yes. Malpractice and tail coverage can carry substantial financial consequences. We can help you identify who is responsible for obtaining and paying for coverage, what happens if the agreement ends, and whether the contract shifts significant post-employment costs to you.

Yes. Termination language is critical. We review whether the agreement allows termination without cause, what notice is required, what constitutes termination for cause, whether you have an opportunity to cure, and what happens to compensation, bonuses, patient relationships, and restrictive covenants after termination.

Yes. Where appropriate, we can suggest revisions or negotiation points. That may include changes to compensation language, narrowing a non-compete, clarifying call obligations, addressing tail insurance, improving termination notice, modifying repayment provisions, or clarifying the path to partnership or ownership.

No. We review agreements for physicians joining hospitals, health systems, private practices, specialty groups, dermatology practices, urgent care providers, and other medical employers. The key question is not the size of the employer, but whether the agreement contains terms that materially affect your professional and financial interests.