As we learned in part one of our blog series based on The White Coat Investor’s insight, using locum tenens physicians allows you to fill in gaps in staffing, allows your long-term providers to take time off, and ultimately ensures that your organization is maintaining continuity of care for your community. With a clear picture of when to use locum tenens, The White Coat Investor’s next topic discusses how to get the locum tenens contract right.
According to The White Coat Investor, “a contract is useful to remind both parties of what they agreed to”, and it’s important for locum tenens contracts to be relevant and tailored to the provider. In this blog, we will review a few tips for discussing contractual obligations with providers.
Take the time to make sure your job description is detailed and specific. The potential providers need to know your organization’s exact expectations. Conflicts can arise if communication is not clear; so if you verbally communicate one thing to the provider, make sure it appears in the written contract as well. Finding the right fit for your organization starts with allowing potential hires to understand if they can fit your written requirements adequately.
Locum tenens pay can vary from organization to organization, but generally, it’s based on an hourly rate. Make sure this is outlined specifically in the contract you give to a provider. Whether your organization sees locum tenens providers as employees or contractors, give your potential hire all the details they need to make the decision. Open communication with compensation and what comes with it creates a baseline for a good relationship between your organization and your locum tenens providers.
Any potential hire will want to know what else is included or provided with the position they’re going to take. If you provide any type of airfare, rental cars, food expenses, or gas expenses, make sure those are outlined specifically in the contract to avoid any miscommunication. If your organization takes care of malpractice insurance, make a point to provide all the information for your potential candidates.
In the end, a contract protects both your organization and your hired providers. It prevents miscommunication and provides important information to potential new hires. A standard contract is hard to define, but as long as your contract is detailed, your organization and potential locum tenens providers will have the ability to negotiate an agreement that works for both parties.
If your organization needs assistance finding locum tenens providers for your open needs, reach out to us on our website or give us a call at (866) 995-6077.