There are certain things that all doctors, regardless of their specialty or practice type, need to be aware of as they enter into contracts. Compensation, schedule, restrictive covenants, and more are all important factors to consider in a new employment contract.

However, there are specific provisions that hospitalists should pay close attention to. Let’s take a closer look at scheduling and compensation considerations.

Schedule

Schedule Structure

For any doctor, it’s important to have an understanding of your schedule and how the employer will define a full-time doctor, but this is even more important for a hospitalist.

Hospitals or hospitalist groups can define full-time based on number of hours, number of shifts, or simply a rotating schedule. While these options may sound similar, they can have very different implications on flexibility and expectations.

Rotating Schedule – Consistency

Many hospitalists will work a rotating block schedule, typically 7 days on/7 days off. This schedule is typical and not inherently bad. However, if this is the schedule mandated in the contract, you may have very little flexibility.

You will work each alternating week, with shift change at whatever day the administration chooses. If the Fourth of July, Thanksgiving, and Christmas all fall on your “on” week, then you will be responsible for working those days.

That being said, there are additional considerations. Rotating schedules often provide the most consistency and predictability. You will likely know your schedule several months in advance, which gives ample time to trade shifts with a colleague if needed.

Number of Shifts – Some Flexibility

If your contract prescribes a number of shifts you will work, there may be more flexibility in when those shifts are worked. If you want to work 10 days in a row (or more!) to have a longer “off” period, your contract may allow for this.

Number of Hours – Most Flexibility

A contract that requires a certain number of hours that must be worked typically offers the most flexibility. Your contract may tell you that you must work 2,000 hours per year to be considered full-time. If that’s the case, without any further requirements, you can choose how those hours are scheduled.

If your contract requires a number of shifts or number of hours worked, there will typically be a regular schedule that is used within the group. While you aren’t necessarily bound to this schedule, it may be easiest to work within the existing structure.

Time Off

Regardless of the schedule structure used, be certain you know if you will have any vacation, sick, or CME time. Hospitalists often don’t receive vacation time, but there should be allowances due to illness or required educational activities.

Shift Length

Know the length of each shift. Some groups may only have 12-hour shifts, while others will have a blend of 8-, 10-, and 12-hour shifts. When looking at the total amount that you must work each year, these distinctions can make a big difference in your overall commitment.

Day or Night Shift

The final detail about your schedule that you want to watch for is whether it specifies that you will work days or nights. The Panacea Legal team has talked with many hospitalists who were shocked to see their contracts state that they would work “days and/or nights as assigned.” If you will be expected to work both days and nights, ask for specific numbers for both types of shifts.

Can you understand employment contract legalese? Test yourself in our Contract Review Quiz »

Compensation

Compensation can vary significantly by locations, years in practice, practice type, and more. According to Medical Group Management Association, these are the median total compensation values for hospitalists based on specialty.