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What you don`t want to sign is a contract that allows an employer to fire you as they please. Similarly, you should be wary of contracts that “have three pages for which they can fire you immediately,” says Joan Roediger, JD, a partner and health attorney at Obermayer Rebmann Maxwell & Hippel LLP in Philadelphia. “The longer the list, the more suspicious it is, so I tend to look at it very closely.” Dr. Jones will not practice medicine in a location within a 3-mile radius of a location where he has provided services for P.C within three years of the agreement ending. Find our latest article (2014) on the career satisfaction of hospital doctors. See how you compare to other hospital doctors across the country. The use of equity consists of non-monetary remedies, such as. B a publication ban. If a party accepts a right to omission to enforce the duration of the contract, a judge could order the party to cease certain conduct. If the party does not obey, he could be detained and imprisoned in defiance of the court. The right to omission changes the legal presumption that infringements can be corrected by cash bonuses. TH Some doctors think an employer`s contract is the norm – or maybe they`re told that when they`re interviewing for a position – but they shouldn`t think they`re being given a boilerplate document that doesn`t leave room for negotiation.

“There are all kinds of deals out there,” said Craig Fowler, vice president, training, recruitment and public relations for Pinnacle Health Group, a physician recruitment firm in Atlanta. Even within a group practice, individual contracts can vary. What you don`t want to see is “only simple, generic language that you`re supposed to work full-time,” says Obermayer Rebmann`s Roediger. She finds that hospital doctors often want to contact them and change jobs because of unrealistic work expectations: “They work 12 hours, a lot of weekends and every holiday,” she says, “and they don`t think it`s fair or just.” The potential to switch to a direct competitor to the currently occupied hospital is not expected to affect contract negotiations. It is very unlikely that a host physician will place a patient in one hospital compared to another because a particular hospital doctor works there. The same principle applies to direct hires and those that are settled through groups, so make sure that the working group is not bound by a non-competition clause. Some relationships simply end, with the parties taking separate paths. But contracts often contain obligations that survive termination. A party must always ensure that it understands the scope and effect of a contractual provision that persists after the end of the relationship between the parties. . . .