Practice Management

Hello Kelly,
It hopefully is a rare occurrence that this happens. When this did happen our contract was written such that the bonus was withheld from the final monthly paycheck. As with any terminating employee it is best to resolve financial connections ASAP. If your sign-on bonus exceeds a typical monthly paycheck, you would need to specify in your employment contract a methodology over the next (up to) 90 days where the radiologist would make payment back to the practice. The other perspective is that it would be withheld from any Accounts Receivable payments that might be due to that doctor if indeed that were the case.

Best Regards,
Steve

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.

It's much easier to develop a hiring bonus that is noted in the employment agreement that is defined and paid out only after the benchmarks are achieved (so you don't need to worry about pulling $$ back). Example:

$15k Hiring Bonus:

$5k – Paid upon signed employment contract.

$5k – Paid upon completion of first 90 calendar days or 500 hours worked (even safer).

$5k – Paid upon completion of first 180 calendar days or 1,000 hours worked.

As long as it's clearly defined everyone is on the same page and you shouldn't have the need to recoup any $$$.