Providers must sign an agreement for how to handle disputes and terminations in the best of times to avoid bitter legal battles in the worst of times.
Ericka L. Adler
Before you sign on the dotted line, here are some legal issues to keep in mind for letters of intent.
Yes, you need to delegate some tasks to employees. But as practice owners and administrators, it’s your responsibility to oversee and double check—not blindly sign your name for a whole lot of trouble.
There are many ways in which a practice can grow, so it’s important practices expand in a way that’s sustainable to ensure long-term success.
Terminating a provider’s employment with a physician practice is a sensitive process that needs to be handled with care.
Representatives can play an important role in keeping physicians updated on proper use of manufacturers’ products. But they can also integrate themselves into practices in ways that violate the law.
Management service organization (MSO) models can be risky for physicians who may not consider the legality and associated financial and legal risks before agreeing to the arrangement.
Both employers and providers need to understand what factors will allow a noncompete provision to be found enforceable.
When patient discharges are necessary, here are some considerations on how to release patients with compassion and care.
Physicians have a responsibility to uphold ethical standards and ensure the people they associate with do, too. Otherwise, they risk their reputation being tarnished by association—or worse.