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Physicians should be aware that their compensation contracts can significantly impact their day-to-day responsibilities and long-term satisfaction. One of the most critical, yet often overlooked, aspects of these contracts is the section outlining the physician’s duties.
At Gardner Employment Law, we know what to look for in a physician contract. If you need assistance with your physician contract, contact us today.
Why is it Important to Have Clearly Duties Defined in Your Physician Contract?
Clearly stated duties will protect you when someone with more control expects you to handle matters outside your expertise. If you decide to leave the practice, a well written statement of your “scope of activity” will help you in a non-compete dispute. And, clearly defining your responsibilities will help avoid burnout, dissatisfaction, and internal disputes. All of these aspects are especially important if you work inside a hospital system and the hospital entity is your employer.
What should physicians be looking for in the duties section of their contracts? As the cited AMA article suggests, “Physicians really need to be aware that their expectations of the job have to match the duties in the contract.”
| Aspect | Clear Duty Restrictions | Ambiguous Duty Restrictions |
| Job Description | Clearly specifies the physician’s specialty and focus (e.g., “hand surgery”). | Vague or overly broad (e.g., “orthopedic surgeon” without specifying the focus). |
| Clinical Duties | Lists specific procedures or services the physician will perform. | Uses generic terms like “all services as assigned” or no specific duties listed. |
| Working Hours | Exact hours and shifts are clearly defined, including on-call requirements. | Hours are ambiguous or the contract allows for open-ended shifts. |
| On-Call Responsibilities | Specifies the number of on-call shifts and any limitations on locations or time. | No specific number of shifts, leading to unpredictable or excessive on-call duty. |
| Administrative Duties | Clearly outlines administrative duties and estimates time involved or provides limits. | General reference to administrative work without time estimates or compensation. |
| Location of Service | Names the primary work location and outlines expectations for additional sites. | Broad language allowing for assignments at multiple or distant locations. |
| Flexibility and Scope | Limits changes to duties unless mutually agreed upon in writing. | Broad flexibility for assignments to additional duties without notice. |
| Compensation for Extra Work | Offers additional compensation for extra duties, shifts, or administrative work. | No mention of extra compensation for additional responsibilities. |
This comparison highlights the importance of having precise and specific language in the contract to protect against unexpected duties or overwhelming workloads.
Case Study – Unexpected Cardiac Duties
One of our clients at Gardner Employment Law recently encountered a frustrating situation after accepting a position at a large hospital. He was hired with the understanding that he would be working as a rehabilitation hospitalist, focusing exclusively on the care and management for physical development of his patients. This was a highly appealing role for him, as it aligned with his expertise and professional goals. However, once he started, he quickly realized that the ambiguous language in his contract left the door open for a much broader range of duties.
Instead of focusing solely on specialized rehabilitation services, the hospital required him to admit and manage patients with cardiac-related issues, even if their conditions were outside his initial scope of practice. This dramatically increased his workload. But more importantly, he was suddenly responsible for admitting patients with life-threatening problems that were far out of his field. The hospital assigned him a wide variety of cases, from routine admissions to complex, multi-system care. Not only did this take time away from his specialized practice, he felt extremely vulnerable for possible adverse events.
The broad language in his contract made it difficult to push back on the hospital’s demands. Despite several attempts to re-negotiate, our client found it nearly impossible to revert to the role he had originally anticipated. As a result, he ended up shouldering a much heavier and more diverse workload than expected, leading to significant professional dissatisfaction and stress. We were able to finally help negotiate an exit, although the transition upended his personal life and career path.
This case underscores the importance of having crystal-clear terms in your contract from the beginning, especially when it comes to defining your duties. Without specific language outlining the scope of responsibilities, physicians can find themselves in roles that are far more demanding and expansive than they intended, making it difficult to maintain work-life balance and professional fulfillment.
Why Are Specific Duties Important to Physician Efficiency?
Clearly defining duties in a physician’s contract is essential for ensuring efficiency and maintaining a sustainable workflow. When a physician’s role is well-defined, it helps to create a structured, predictable work environment that allows them to perform at their best without the distractions or stress of unclear expectations. Here’s why specific duties are crucial for physician efficiency:
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- Focused Expertise: When duties are clearly outlined, physicians can focus on their area of specialization, leading to more effective patient care. A clear job description prevents physicians from being pulled into unrelated tasks that could dilute their specialized skills.
- Time Management: Specifying duties helps physicians manage their time better. Knowing exactly what clinical and administrative tasks are expected allows them to allocate their time efficiently and avoid burnout from unexpected responsibilities.
- Predictability: With a defined set of duties, physicians have a more predictable schedule and workload, which enhances both job satisfaction and performance. Unspecified duties can lead to physicians being overworked or pulled into unfamiliar tasks, disrupting their efficiency.
- Limits on Scope Creep: Contracts that specifically outline duties help prevent scope creep—where physicians are gradually asked to take on more than what was originally agreed. This allows physicians to maintain their efficiency and focus on core responsibilities without being overwhelmed by additional tasks.
- Clear Accountability: Defined duties make it easier to track performance and accountability, both for physicians and their employers. When expectations are clear, physicians can be more strategic and effective in meeting their targets.
By ensuring that a physician’s duties are clearly stated in the contract, both the employer and the physician benefit from a more efficient, balanced, and productive work environment.
Contact an Expert.
Whether you are moving to a new practice or are wanting to renegotiate the terms of your existing physician contract, Gardner Employment Law can help. We have extensive expertise in effective physician contract negotiation. Contact us today.