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Review Physician Employment Agreement in Arizona for Business

How much does it cost to review a Physician Employment Agreement in Arizona? Below are summary details about a user that needed to review a Physician Employment Agreement in Arizona for Business. This cost data comes directly from ContractsCounsel's online marketplace. The user received 10 bids to review the Physician Employment Agreement at a pricing range of $249 - $1,500 on a flat fee. The data includes project specifications and Physician Employment Agreement pricing. To review more pricing data, visit Physician Employment Agreement pricing.
Service type
Review
Location
Arizona
Client type
Business
Client industry
Business
Deadline
Less than a week
Pricing Range
$249 - $1,500 (Flat fee)
Number of Bids
10 bids
Pages
19 pages

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Lawyers that Bid on this Physician Employment Agreement Project

Attorney

(44)

5 years practicing

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Physician Employment Agreement
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$250/h

Business Lawyer

11 years practicing

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5 years practicing

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17 years practicing

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$350/h

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Attorney

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13 years practicing

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6 years practicing

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(1)

13 years practicing

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Other Lawyers that Help with Physician Employment Agreement Projects

Director

(1)

10 years practicing

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3 years practicing

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8 years practicing

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8 years practicing

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$400/h

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Forum Questions About Physician Employment Agreement

Physician Employment Agreement

North Carolina

Asked on Mar 3, 2021

Key terms in physician employment agreements?

I am a physician who is considering a job opportunity at a hospital, and I am in the process of negotiating employment terms. I am interested in understanding the key terms that should be included in a physician employment agreement so that I can make the best decisions for my career.

N'kia N.

Answered Mar 3, 2021

Generally, a physician employment agreement contains most of the same terms as any other employment agreement. However, some of the terms must be tailored to the role. Additionally, the agreement may contain terms that are specific to the physician role. Below are some key terms in physician employment agreements: License and Continuing Education - By law, to be a physician, an individual must obtain a professional license and then must earn continuing education credits to retain the license. Most physician employment agreements address these requirements, including such factors as whether the employer or the employee is responsible for the costs associated with compliance. Privacy and Confidentiality - Physicians have more privacy and confidentiality obligations than the typical employee. For example, a physician must comply with the Health Insurance Portability and Accountability Act ("HIPAA"). Physician employment agreements commonly address standards regarding patients' information, as well as the employers' proprietary information. Special Restrictions - Due to the nature of the physician role, employers might prohibit their physician employees from providing physician services elsewhere ("non-competition agreement"). Also, some might prohibit their physician employees from soliciting patients to receive physician services elsewhere ("non-solicitation agreement").   Special considerations - Further, as applicable, physician employment agreements will detail any special considerations for the role, such as stock options, relative value unit ("RVU") expectations, or volunteering, teaching, or scholarship requirements.

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Physician Employment Agreement

Washington

Asked on Mar 3, 2021

Physician employment agreement voting rights?

I am a physician who is currently being offered a position at a hospital and I have been asked to sign an employment agreement. I am interested in understanding my voting rights as a physician under this agreement, as I want to ensure I have a say in decisions that will affect my practice. I am seeking legal advice to ensure I understand the terms of the agreement and what rights it grants me.

Merry A.

Answered Mar 3, 2021

You would be wise to request that an attorney review the proposed employment agreement before you sign. In addition to ensuring that you would have voting rights, there are numerous other terms that should be carefully reviewed, such as non-compete language if and when you leave employment; TRAP language (usually requiring an employee to reimburse the employer if the employee receives training during his or her employment); terms and conditions of employment (such as schedule, work type, and duties); vacation hours; how disputes will be resolved; and, sometimes, future severance.

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