Since job searching is about to begin followed by reviewing contracts, a question popped into my head: What should be included in my production? I have heard that medications typically are something that aren't included, but I wanted to see if anyone had any advice about what they wish was included, or see as having necessary.
Medications should absolutely be included. I would flat out refuse to work somewhere that didn’t include meds. If I didn’t get income for every patient of mine that was on $100/month of medications, that’s $240 per year per patient that I am personally not getting paid for.
OTC and other topical flea/ticks and prescription diets have such thin profit margins that typically they are calculated at a lower percentage. But FDA labeled drugs including preventatives were counted fully where I worked (so nexgard, Revolution, etc...)
As an associate, my perspective is that you should be paid production for all medications and services including labwork. Only things that should be excluded maybe rx diets, cremation, and tech appts/boarding/grooming that have nothing to do with you (e.g. anal glands expression, nail trims shouldn’t be credited to you, but booster vaccines should). If you recommended a recheck NSAID panel which was drawn during a tech appt rather than a recheck appt with you, you should still be paid for that. And as explained as above, EPA labeled preventatives likely at a lower rate.
Also, I would do whatever I could to get no negative accrual. AND credited average production for any paid time off (e.g. if you took 2 days off in Feb when you earned $40k over 20 shifts, they should do something like calculate your production for the month as if you produced $44k). Because if they don’t do that, you’re really not getting paid time off. It’s just unpaid time off where they’ll guarantee you’ll at least be paid your base salary (if you’re on prosal) if you don’t make production that month. That only works if you habitually don’t make production...
