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Hi Guest, check out the latest SDN article:
Pharmacist Profile: Candice Richard
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<blockquote data-quote="Groove" data-source="post: 19241173" data-attributes="member: 42770"><p>Verbal negotiations are normal and common sense. Just make sure it finds its way into your contract. Because remember this... contracts have the <em>employer's</em> as well as the <em>hospital's</em> best interests in mind...not yours. EVERY TIME.</p><p></p><p>I had a job offer with a verbal contract for a sign on bonus straight out of residency. I didn't read the contract very well and thought the new boss was good for it. It wasn't that I was being greedy you understand, I just literally had NO cash to move cross country my friend. Well, long story short... they reneged on the sign on. I threatened to back out and the guy who until this point had been the absolute nicest individual I had ever met proceeds to explode over the phone in classic Mr. Hyde style and threaten me every way from Sunday. Well, then I was really pissed and did back out.</p><p></p><p>Next job, I hired an attorney to review my contract. We negotiated a little bit and settled on something both of us could be happy with and I totally recommend doing that. I've had an attorney review most of my contracts since then though the CMG contracts are easier to read and negotiate yourself once you've seen a few of them (thought I would still recommend an attorney to review).</p><p></p><p>The problem lies in relying on your attorney to negotiate every recommended change which usually is a bit over kill. You don't want to be that employee with a million requests and bottled Fuji water on every shift. You have to become a little savvy with figuring out which things are important and which aren't... Not all attorney's are familiar with what items are important to physicians and which ones...just aren't really a big deal nor worth negotiating to have changed. </p><p></p><p>Sign ons, malpractice, tail, minimum guaranteed shifts, non compete clauses, indemnification clauses, termination clauses, compensation, etc..</p></blockquote><p></p>
[QUOTE="Groove, post: 19241173, member: 42770"] Verbal negotiations are normal and common sense. Just make sure it finds its way into your contract. Because remember this... contracts have the [I]employer's[/I] as well as the [I]hospital's[/I] best interests in mind...not yours. EVERY TIME. I had a job offer with a verbal contract for a sign on bonus straight out of residency. I didn't read the contract very well and thought the new boss was good for it. It wasn't that I was being greedy you understand, I just literally had NO cash to move cross country my friend. Well, long story short... they reneged on the sign on. I threatened to back out and the guy who until this point had been the absolute nicest individual I had ever met proceeds to explode over the phone in classic Mr. Hyde style and threaten me every way from Sunday. Well, then I was really pissed and did back out. Next job, I hired an attorney to review my contract. We negotiated a little bit and settled on something both of us could be happy with and I totally recommend doing that. I've had an attorney review most of my contracts since then though the CMG contracts are easier to read and negotiate yourself once you've seen a few of them (thought I would still recommend an attorney to review). The problem lies in relying on your attorney to negotiate every recommended change which usually is a bit over kill. You don't want to be that employee with a million requests and bottled Fuji water on every shift. You have to become a little savvy with figuring out which things are important and which aren't... Not all attorney's are familiar with what items are important to physicians and which ones...just aren't really a big deal nor worth negotiating to have changed. Sign ons, malpractice, tail, minimum guaranteed shifts, non compete clauses, indemnification clauses, termination clauses, compensation, etc.. [/QUOTE]
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