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.

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Practice l ink.com F A ll 2018 63 the C ontra C ts & C ompensation issue The patient comes first at Summit Health, but the organization also focuses on the well-being of the staff and team. Everyone is valued and important. - Joshua Dunkelbarger, MD Summit ENT and Hearing Services Openings for Physicians, Physician Assistants, and Nurse Practitioners! Visit SummitHealth.org/Careers for a complete list. Highly competitive salary Loan repayment Relocation expenses Health, life, and disability insurance Retirement saving with employer match Medical malpractice insurance and tail coverage Generous allowances for CME Join the LEADING HEALTHCARE PROVIDER in South Central Pennsylvania (Franklin County) Contact Tammie Chute | 717-267-7780 tchute@summithealth.org SummitHealth.org/Careers both du ri ng employ ment a nd post termination. T his clause should be equally in effect for both parties, also preventing the employer from making disparaging remarks about you. Understand any restrictions Sometimes referred to as a non- compete clause, the restrictive covenant is another area to read carefully. This defines limits on where you can work after leaving your employer. For example, it might prohibit you from working for a similar type of practice, within a range of 12 miles, for five years post-employment. This clause protects the employer by preventing you from going to a direct competitor, sharing confidential information, or drawing patients away from the practice. Though it's a common part of most employment contracts, make sure the language is not overly prohibitive. "If you live in an area you like and want to remain there long term, try to negotiate, " says Khaiser. You are legally bound to uphold anything you sign your name to, but be aware that not all states equally enforce restrictive covenants. It's best to run the language past a health care attorney to understand your obligation, your state's stance, and to make sure that the language is not overly prohibitive. Protect your other income E ve n i f you don't h ave a n add itiona l strea m of i ncome today, opportunities could present themselves down the road, so be sure your contract addresses work performed outside of the practice both related and unrelated to medicine. For anything related to medicine, compensation may become an issue. According to the ACP, "the contract should state explicitly whether money earned from outside sources is to be considered private compensation, paid directly to the individual physician, or more

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