Contract Negotiation and Compensation Advisory
For Executives and Senior Professionals
Executive agreements fail in different places than clinical ones. The salary is rarely the problem. The severance trigger, the incentive plan mechanics, and the covenant scope usually are.
Where These Agreements Actually Fail
What actually triggers severance, and who gets to decide whether you left for good reason.
Change of control protection, and what counts as a change of control in a nonprofit system where no stock changes hands.
Annual incentive metrics that are finalized after the performance year has already begun.
Long-term incentive and deferred compensation design, including the timing rules that decide whether a payment is taxed when promised or when received.
Clawback provisions, how far back they reach, and whether defense costs are advanced or only reimbursed after you win.
Restrictive covenant scope across a multi-state system, where the covenant may be far wider than the job ever was.
What happens to unvested awards in a merger, which is the moment most executive agreements are actually tested.
Healthcare Executives
Chief executive, operating, financial, nursing, and medical officers, and vice presidents in hospitals, health systems, and large practices. Our principals held these roles, negotiated these agreements, and sat on the other side of the table when the compensation committee set the terms. We help you examine the business value of an offer, prepare negotiation priorities, and understand how incentive compensation is administered.
Executives and Senior Professionals in Other Sectors
The compensation machinery is the same even when the industry is not. Incentive plan mechanics, equity and deferred compensation vehicles, severance triggers, and restrictive covenants are built the same way in most large organizations, and they break in the same places. The gap between what an agreement promises and what a payroll or equity system actually calculates does not respect industry boundaries.
HOW WE DIVIDE THE WORK
We examine the business value of compensation and incentive arrangements and organize questions about severance, deferred compensation, equity, and vesting for your legal, tax, and investment advisors. Counsel interprets legal terms and drafts or revises the agreement.
WHAT WE DO NOT CLAIM
We do not claim sector-specific market knowledge outside healthcare, and we will not pretend to it. What we bring is how executive compensation is budgeted, approved, calculated, and paid. If your matter turns on industry benchmarking rather than on plan mechanics, we will say so and help you find the right comparison data.
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.