PracticeLink Magazine

FALL 2018

The career development quarterly for physicians of all specialties, PracticeLink Magazine provides readers with feature articles, compensation stats, helpful job search tips—as well as recruitment ads from organizations across the U.S.

Issue link: https://magazine.practicelink.com/i/1018445

Contents of this Issue

Navigation

Page 61 of 91

62 F A ll 2018 Practice l ink.com features Email cover letter and CV to: Marilyn Hill, Director of Physician Services mhill@beebehealthcare.org | Beebe Medical Group Administration 1515 Savannah Road, Suite 102 | Lewes, DE 19958 www.beebehealthcare.org | www.beebemedicalgroup.org Beebe Healthcare is a non-smoking and fragrance free system. Beebe Healthcare is a progressive, not-for-profit community health system with a 210-bed hospital, solid growth and a $180,000,000 expansion underway. We're located in the family-friendly coastal area where the Atlantic Ocean meets the Delaware Bay, and where you'll find an optimum work-life balance. Beebe is committed to attracting and retaining top clinical talent. Beebe Healthcare. Rich in History, Focused on the Present, with an Eye to the Future. Coastal Southern Delaware BC/BE Physician Opportunities: Dermatology, Endocrinology, Family Practice, Gastroenterologist, Hospitalist, Internal Medicine/Primary Care, Medical Oncology, Neurologist, Pulmonology/Critical Care, Urology • Opportunities for BE/BC physicians for year-round full-time permanent positions • Employment with Beebe Medical Group, a busy multi-specialty network, and with private practice • Competitive salaries with incentives and generous benefits • State of Delaware has loan repayment for Family Practice and Pulmonology About Beebe Healthcare BeebeHealthcare.org • Cardiac surgery, interventional cardiology, cancer center with radiation, da Vinci Xi robot, 256-slice CT, 3.0T MRI, PET/CT • 400+ providers on staff; 48,000+ Emergency visits • Margaret H. Rollins School of Nursing Coastal Delaware location • Nationally ranked beaches and boardwalks by Parents Magazine • Relaxed community with water sports, outdoor life and parks, golf and cycling • Private, charter and public school options • Low taxes, no sales tax; low cost of living Beebe Healthcare on the South Coast of Delaware Big City Medicine. Small Town Charm. One location in Lewes, a short drive from major East Coast destinations. a reason, but likewise, the employer is free to let you go for no reason. "[Avoid agreeing to] a situation where they can fire you at any ti me — especia l ly i mporta nt i f you relocated or have a family," advises Chamberlin. "For a brand- new employee, it's good to have protection in place, such as that they can't fire without cause for 90 days. After the 90-day mark, get additional protection in place, such as 180 days of notice going forward. That gives both parties adequate time to make new arrangements." Post ‑ termination considerations Issues related to your employment could arise long after you've packed up your things and settled into a new situation. Planning for them in your contract is another integral step toward safeguarding yourself. You'll probably build up a base of familiar patients who routinely seek your services. Your contract should address the proper means of notification of your departure. In other words, who w ill tell your patients of your impending departure? Typically, the employer will distribute a letter before you are free to discuss it openly. Your contract may seek to limit your interactions with patients through a non-solicitation clause. This prevents you from recruiting patients to join you at your new location. If such a clause exists, ask for a clear definition of solicitation. Getting this in writing will help you know what you can and cannot say to your patients, as well as the guidelines to follow. A non-solicitation clause may also try to prohibit you from treating patients who choose to follow you to your new location. Most experts agree that enforcement of this is questionable; courts often support the patient's right to seek any doctor of their choosing. Check with your local legal expert if such language is included. Another post-termination issue might be a non-disparagement clause, which prevents you from making negative or defamatory comments about your employer

Articles in this issue

Links on this page

Archives of this issue

view archives of PracticeLink Magazine - FALL 2018