Krevsky Bowser
  • Practice Areas
    • Employment Law For Employees
    • Employment Law For Employers
  • People
    • Anthony T. Bowser
    • Frank P. Clark
    • Solomon Z. Krevsky
  • Testimonials
  • Blog
  • Contact
Select Page

Escaping an employment contract

by Krevsky Bowser LLC | Jul 19, 2018 | employment contracts for medical professionals, Firm News

Not all employment contracts for medical professionals are ironclad. Healthcare workers may be released from these contracts under certain circumstances. First, employment contracts usually have terms that allow for their termination. These clauses usually allow an employer or employee to end their agreements for cause.

Conditions that may be cause for termination usually include the loss of an employee’s professional license, refusal to perform assigned duties, certain criminal convictions, being drunk or impaired by drugs at work, inability to bill Medicare or being ineligible for malpractice insurance coverage. An employer may often terminate an employee without cause. They are required to give notice within a specific time, usually falling within 30 to 120 days.

Another way to escape a contract is to not renew it after the term is over. However, evergreen clauses mandate automatic contract renewal unless either party provides notification that they do not intend to renew within a period such as 30, 60 or 90 days before the contract expires.

If a medical professional does not give the required notice, they may unwillingly agree to further employment. If they do not provide notice and leave, an employer may be able to sue them for breach of contract. Even without legal action, being unaware of this clause may be embarrassing or unprofessional.

Finally, it may not hurt to ask for contract release. If the employer agrees, the release should be provided in writing to the employee.

During negotiations, employers and medical professionals may have different interests. For example, employers may want longer notice period for contract termination, so they have time to recruit and hire a replacement. A 60-day period usually indicates the employer’s seriousness. On the other hand, employees want a shorter time period, so they can begin work with another employer who is anxious for them to begin.

An attorney can help negotiate these agreements and obtain favorable terms. They can also help protect rights during contract disputes.

Recent Posts

  • 3 reasons workplace race discrimination goes unreported
  • Common examples of wrongful termination
  • Which Pennsylvania Municipalities Offer The Best Employment Protections For LGBTQ Workers?
  • Do at-will states have wrongful termination laws?
  • What is age discrimination?

Archives

  • April 2021
  • March 2021
  • February 2021
  • January 2021
  • December 2020
  • November 2020
  • October 2020
  • September 2020
  • August 2020
  • July 2020
  • June 2020
  • May 2020
  • April 2020
  • March 2020
  • February 2020
  • January 2020
  • December 2019
  • November 2019
  • October 2019
  • September 2019
  • August 2019
  • July 2019
  • June 2019
  • May 2019
  • April 2019
  • March 2019
  • February 2019
  • January 2019
  • December 2018
  • November 2018
  • October 2018
  • September 2018
  • August 2018
  • July 2018
  • June 2018
  • May 2018
  • April 2018
  • March 2018
  • February 2018
  • January 2018
  • December 2017
  • November 2017
  • October 2017
  • September 2017
  • August 2017
  • July 2017
  • June 2017
  • May 2017
  • April 2017
  • March 2017
  • February 2017
  • January 2017
  • December 2016
  • November 2016
  • October 2016
  • September 2016
  • August 2016
  • July 2016
  • June 2016
  • May 2016
  • April 2016
  • March 2016
  • February 2016
  • January 2016

Categories

  • Americans with Disabilities Act (ADA)
  • employee rights
  • employment contracts
  • employment contracts for medical professionals
  • employment law for employers
  • Family and Medical Leave Act (FMLA)
  • Firm News
  • Harassment
  • severance agreements
  • sexual harassment
  • Small Businesses
  • workplace discrimination

RSS Feed

Subscribe To This Blog’s Feed

FindLaw Network

Learn How We Can Help

Office Location:

20 Erford Road, Suite 300A
Lemoyne, PA 17043

Phone:

717-303-3764

888-593-6283

 

Map & Directions
  • Follow
Review Us

© 2021 Krevsky Bowser. All Rights Reserved.

Disclaimer | Site Map | Privacy Policy | Business Development Solutions by FindLaw, part of Thomson Reuters