Physicians
First attending contracts, hospital employment, and group agreements. The issues that decide the outcome: how the productivity threshold was set and whether it was rebased for 2026, call coverage and how it is compensated, tail coverage on malpractice and who pays for it, and the true scope of a restrictive covenant measured in miles, sites, and specialties.
Specialists
Procedure-weighted compensation carries problems a salary review never finds. We review compensation structure, workload and call expectations, productivity attribution, support resources, and reporting periods. Employer reimbursement and your compensation agreement may use different measures. We examine the terms and records relevant to your agreement.
Nurse Practitioners
Collaboration and supervision terms that carry real cost, productivity credit that may flow to a supervising physician rather than to you, and scope terms written against a state law they do not quite match. Scope-of-practice requirements are a legal question for your attorney; we examine the compensation and workload terms built around them. Employer payment methods and an individual's compensation agreement may use different measures. We examine the terms and records relevant to your agreement.
Physician Assistants
The same billing and attribution questions as nurse practitioners, plus supervision agreements that can bind where you practice and who signs for you. If your productivity is measured but your credit is routed elsewhere, the incentive plan cannot pay you correctly no matter how well it is written.
DISCLAIMER
Accord Health Advisors is not a law firm and does not provide legal, tax, or investment advice. Our principals are healthcare executives, not attorneys. When a matter calls for legal judgment we will say so and can refer you to healthcare counsel in your state.