• Facebook
  • Youtube
  • Instagram
  • LinkedIn
Call us now: (602) 344 9865
Chelle Law
  • Home
  • Medical Contract Attorney
    • Dentist Contract Attorney
      • Dental Associate Employment Contracts 
        • Can a Dental Associate Break Their Contract?
        • How a Dentist Should Negotiate a Contract |  Negotiating Dental Agreement
        • How is a Dentist Given a Draw in a Contract? | Dental Contracts with a Draw
        • Red Flags in a Dentist Employment Contract | Dental Employment Agreement Concerns
        • What Should a Dentist put in a Termination Letter? | Dental Contract
      • Dental Malpractice Insurance
        • Claims Made Insurance for a Dental Associate Explained | Same as Occurrence Claim for Dentists?
        • How Much Does Tail Insurance Cost for a Dentist?
        • Occurrence Based Insurance for a Dental Associate Explained | Different From Claims Made for Dentists
        • Dental Claims Made or Occurrence Insurance? (Professional Liability)
        • What is Tail Insurance for a Dentist? |  Malpractice Insurance for Dentists
      • Dental Non Compete Clause
        • Dental Associate Non Compete vs Non Solicit | Solicitation Concerns for Dentists
        • Dental Non Compete Mile Radius Explained | Non Compete for a Dentist
        • Dental Non Compete (How Long is ENFORCEABLE?)
        • Dentist Non Compete Restricted Offices Explained | Restrictive Covenants in Dental Practice
        • Is a Non-Compete Enforceable Against a Dentist? | Dentist Non Competition Enforceability
      • Dental Contract Benefits 
        • Dentist Employment Agreement (Bonus REPAYMENT?)
        • How Much PTO Should a Dental Associate Get? | How Many Days of Time Off Should a Dentist Get?
        • How Much Should a Dentist Get for CE Expenses? | Continuing Education Cost for a Dental Associate
        • Should a Dentist be Reimbursed for Moving Expenses? | Dental Expenses
        • What Expenses Should a Dental Practice Pay For a Dentist?: Dentistry Office Expense Costs for the Dentist to Be Reimbursed
      • Dental Independent Contractor Agreements
        • Are Dentists Usually Self Employed?
        • Dentist Independent Contractor Tax Deductions
        • Dentist Independent Contractor vs Employee | Dental Employees vs Independent Contractors
        • Is a W2 or 1099 Better for a Dental Associate?
        • What Is a 1099 Dentist?
    • Nurse Practitioner Contract Attorney
      • Nurse Practitioner Employment Contracts
        • Can a Nurse Practitioner Break Their Contract?
        • How a Nurse Practitioner Should Negotiate a Contract
        • Red Flags in a Nurse Practitioner Employment Contract
        • What is the Most Common Nurse Practitioner Compensation Model?
        • What Needs to go in a Nurse Practitioner Termination Letter?
      • Nurse Practitioner Malpractice Insurance
        • Claims Made Insurance for a Nurse Practitioner Explained
        • How Much Does Tail Insurance Cost for a Nurse Practitioner?
        • Occurrence Based Insurance for a Nurse Practitioner Explained
        • Should a Nurse Practitioner Choose Claims Made or Occurrence?
        • Tail Insurance for a Nurse Practitioner Explained
      • Nurse Practitioner Non Compete Clauses
        • How Many Locations Should a Nurse Practitioner Non Compete Apply To?
        • Nurse Practitioner Non-Competes (ENFORCEABLE?)
        • Is a 2 Year Non Compete for a Nurse Practitioner Reasonable? | NP Non Compete
        • Nurse Practitioner Non-Compete (Is it ENFORCEABLE?)
        • Nurse Practitioner Non Compete vs Non Solicit
      • Nurse Practitioner Contract Benefits
        • Does a Nurse Practitioner Repay a Bonus if the Contract is Terminated?
        • Nurse Practitioner PTO (How MUCH Should You GET?)
        • Nurse Practitioner Relocation (How MUCH Is Enough?)
        • Nurse Practitioner Benefits Package (What Is FAIR?)
        • What Nurse Practitioner Expenses Should an Employer Pay For?
      • Nurse Practitioner Independent Contract Agreements
        • Is a W2 or 1099 Better for a Nurse Practitioner?
        • Nurse Practitioner Independent Contractor Tax Deductions
        • Nurse Practitioner Independent Contractor vs Employee
        • Nurse Practitioner Self Employed vs Independent Contractor
        • What is a 1099 Nurse Practitioner?
    • Optometrist Contract Attorney
    • Physician Contract Attorney
      • Medical Employment Contracts
        • J-1
          • ECFMG Certification Requirements | Certification Requirement
        • How Long Should a Physician Contract Be?
        • Should a Physician Accept an Arbitration Clause? | Medical Agreements
        • What is the Best Without Cause Termination Length in a Physician Contract? | Physician Dismissal
      • Medical Malpractice Insurance
        • Understanding Claims-Made Insurance (Is Occurrence BETTER?)
        • Occurrence Insurance (Is Tail Coverage NEEDED?)
        • Occurrence Based Malpractice (What SHOULD a Physician Choose?)
        • Tail Coverage Insurance (How EXPENSIVE Is It for a Physician?)
        • Physician Tail Coverage (Do Doctors PAY with Claims Made?)
        • Tail Insurance Cost for a Physician (Malpractice Insurance Cost)
        • 3 Ways a Physician Can Get Out of Paying for Tail Insurance | Medical Liability
      • Non-Compete Agreements
        • Is 10 Miles a Reasonable Restriction in a Physician Non-Compete?
        • Is a 2-Year Physician Non-Compete Too Long?
        • How Many Locations Should a Physician Non-Compete Apply to?
        • Is a Non-Compete Enforceable Against a Physician? | Physician Non-Compete
      • Medical Professional Contract Benefits
        • How Much Should an Employer Give a Physician for CME Expenses?
        • What Physician Business Expenses Should an Employer Pay For?
        • How Much Vacation Time Do Doctors Get?
        • Physician Relocation (How MUCH Reimbursement Should You Get?)
        • Hospital Sign on Bonus Pay Back | Repay a Bonus When Doctor Leaves?
        • Does A Physician Have to Repay Relocation Assistance If They Leave?
      • Independent Contractor Agreements
        • Can a Physician Be an Independent Contractor?
        • Physician Independent Contractor vs Employee
        • Is a W2 or 1099 Better for a Physician? | Physicians Contract
        • What is a 1099 Physician?
        • What Percentage of Physicians are Self-Employed?
    • Physician Assistant Contract Attorney
      • Physician Assistant Employment Contracts
        • Can a Physician Assistant Break Their Contract?
        • How To Negotiate a PA Contract (Better Salary TIPS)
        • Red Flags in a Physician Assistant Employment Contract?
        • How Are PAs Compensated? (2 BEST Ways To Get PAID)
        • What Should Go Into a Physician Assistant Termination Letter?
      • Physician Assistant Malpractice Insurance
        • How Much Does Tail Insurance Cost for a Physician Assistant? | Malpractice Insurance
        • Physician Assistant Malpractice Insurance (Do You NEED Claims Made?)
        • Tail Insurance for a Physician Assistant Explained
        • What is Claims Made Insurance for a Physician Assistant?
        • Occurrence Based Insurance for a PA (Malpractice Basics)
      • Physician Assistant Non Compete Clauses
        • How Many Locations Should a Physician Assistant Non Compete Apply To?
        • Is 10 Miles a Reasonable Non Compete for a Physician Assistant?
        • Is a 2 Year Non Compete for a Physician Assistant Reasonable?
        • Is a Non Compete Enforceable Against a Physician Assistant?
        • Physician Assistant Non Compete vs Non Solicit | Compete vs Solicitation
      • Physician Assistant Contract Benefits
        • Physician Assistant Sign-On Bonus (Will You Have to Give it BACK?)
        • How Much Paid Time Off Should a Physician Assistant Get?
        • Should a Physician Assistant be Reimbursed for Moving Expenses?
        • What Benefits Should Go In a Physician Assistant Offer Letter?
        • What Physician Assistant Expenses Should an Employer Pay For?
      • Physician Assistant Independent Contractor Agreements
        • Can a Physician Assistant be Self Employed?
        • Is a W2 or 1099 Better for a Physician Assistant?
        • Physician Assistant Independent Contractor Tax Deductions
        • Physician Assistant Independent Contractor vs Employee
        • What is a 1099 Physician Assistant?
    • Veterinarian Contract Attorney
      • Veterinary Associate Employment Contracts
        • Can You Break a Veterinary Associate Contract?
        • Veterinary Production Based Salary (Compensation Calculator)
        • How to Negotiate a Veterinary Associate Contract?
        • Red Flags in a Veterinary Associate Contract
        • What Should be in a Veterinary Associate Termination Letter?
      • Veterinary Malpractice Insurance
        • What is AVMA Excess Limit Coverage?
        • What is AVMA Veterinary License Defense Insurance?
        • What is Occurrence Insurance for a Veterinarian?
        • What is the AVMA PLIT?
        • Veterinary Malpractice Insurance (Do Vets NEED Tail Coverage?)
      • Veterinary Non Compete Agreements
        • How Many Locations Should a Veterinary Non Compete Apply To?
        • Is a Non Compete Enforceable Against a Veterinarian (ETHICAL?)
        • Veterinarian Non Solicit vs Non Compete
        • Veterinary Non Compete Mile Radius Explained
        • Veterinary Non Compete Time Limits Explained
      • Veterinary Professional Contract Benefits
        • How Much PTO Should a Veterinary Associate Get?
        • Veterinary Continuing Education (Is $2000 TOO Much?)
        • Veterinarian Sign-On Bonus (Must You Pay It BACK?)
        • Should a Veterinarian be Reimbursed for Moving Expenses?
        • What Veterinarian Business Expenses Should an Employer Pay For?
      • Veterinary Independent Contractor Agreements
        • Pros and Cons of Employment at a Corporate Veterinary Office
        • Should a Veterinarian be a W2 or a 1099?
        • Veterinarian Independent Contractor Tax Deductions
        • Veterinary Independent Contractor vs Employee
        • What is a 1099 Veterinarian?
  • Our Attorneys
    • Robert S. Chelle, Esq.
    • Renee Osipov, Esq.
    • Erin Howlett, Esq.
  • Results
  • Contact Us
  • Search
  • Menu Menu

How Much Paid Time Off Should a Physician Assistant Get? | PA Paid Time

How much paid time off should a physician assistant get? What is the industry standard as far as time off goes? Well, first, you’re only going to get paid time off if you are an employee. If you are an independent contractor and receive a 1099 at the end of the year, it is very unlikely that you’re going to be given any paid time off at all. There are many PAs that work as independent contractors, especially those in the surgical specialties. They are only working sporadically, maybe a couple of weekends a month, or even only a couple of days a month. And in that scenario, if you’re an independent contractor, you are not going to get paid time off. This discussion will be about employed physician assistants who receive normal paid time off as part of their professional benefits offered.

How Much PTO is Normal?

The amount of paid time off (PTO) provided by employers can vary depending on the company, industry, and country. In general, a typical PTO policy in the United States includes 10 to 20 days of paid vacation time per year, which equates to roughly two to four weeks of time off. This PTO allowance usually increases with tenure and may be separate from other types of leave, such as sick days, personal days, and holidays. In addition to vacation days, employees may also receive PTO for illness, family emergencies, or other personal needs. It’s important to note that PTO policies differ widely, so it is essential for employees to review their specific employer’s guidelines and practices to understand the details of their PTO benefits.

Physician Assistant PTO Receive

Paid time off is broken down into four categories: vacation, sick days, holidays, and then continuing education. And most employers will then give a certain number of days for each of those things. There are other employers, especially if you’re working for maybe a big hospital or hospital network, where they’ll have what’s called a pure PTO system. And in that system, there’s basically one giant bucket of time. And then any time you’re out of the office, you take that out of the bucket, it doesn’t matter what you’ve gone for. It doesn’t matter if it’s sick days or you’re on vacation, or you’re doing continuing education. If you’re not in the office, you’re taking time out of that one bucket. Now, if it’s not like that, let’s break down what’s kind of normal for each of those. The total time off for a PA should be somewhere between like 20 to 30 days.

When you add up all those four things, sick days, holidays, vacation, and CE, it should be somewhere between 20 to 30 days. I find most employers will give 10 vacation days. Now, some states have laws about how many sick days (medical leave) an employer is required to provide. But usually, it’s somewhere between three to five sick days. Again, somewhere between three to five days for continuing education, five would be on the high side for a PA. And then holidays, however many paid holidays that the office observes, which is usually somewhere between six to seven. So, let’s just say you add up 10 vacation days and six federal holidays, that’s 16. You get three sick days, that’s 19. You get three days for CE, that’s 22. That would be an average amount. If you’re only getting 10 total days of time off, that is not enough. If you’re being paid on a base salary, the more time off, the better for you. Other topics of interest include:

  • What Physician Assistant Expenses Should an Employer Pay For?
  • Should a Physician Assistant be Reimbursed for Moving Expenses?

If your compensation isn’t tied to productivity, try to get as much time off as you can. Now, if you’re on a contract where you’re paid solely on productivity, then you must weigh, alright, well, I can take tons of time off, but I’m going to make a lot less money. Somewhere there’s a sweet spot for each person of alright, I need to take this much time off just to keep saying, but I also want to make this amount of money. And so, I need to work this many days to hit the productivity level that I want. Now, if you’re not being offered enough time off, then you need to attempt to negotiate that prior to signing the employment agreement. This is a standard thing that people address in contract negotiations. And you’re not going to get anywhere if you sign the agreement and then try to negotiate after the fact.

Should PTO be Considered Physician Assistant Compensation?

If they’re offering you 10 total days of time off, you need to say to them, look, this is well below the industry average and break down, these are the four components of it. This is what’s normal for each of those components. You’re providing me significantly less than that, but I’m being compensated like a normal person that would receive 20 days of time off. So, you’re making less by having to work more. If you present it in that way, instead of just saying, I want twice as much time off, I think an employer would be more likely to make at least some changes to how much they’re offering you. Honestly, some employers just don’t know, like if a physician never utilized a PA before, maybe they’d never have an employee and they’d just kind of make a number up. Well, you can say to them, look, this is well below what’s normal. And I don’t think most rational employers would take offense to that. So, that’s how much paid time off a PA should get.

Physician Assistant Vacation Time

Physician assistants typically receive paid time off (PTO) that includes vacation time, sick leave, and holidays. The amount of vacation time varies by employer and may depend on factors such as length of employment and job performance. On average, physician assistants can expect to receive 2-4 weeks of vacation time per year, accruing more with years of service. Sick leave and holidays are usually separate from vacation time and are also provided as part of the PTO package. It’s important to review the PTO policy of any potential employer when considering a job offer.

Share of Physician Practice Business Expenses 

What business expenses should be reimbursed by your employer regarding a physician assistant employment agreement?  I’ll just run through the list of the most common business expenses that we typically see within our practice. Each sort of employment relationship is unique. And so, there could be not included in this list. So, you just must consider your needs to carry out the duties that you’re employed for. And then whatever that is, that should really be the business expenses that you’re getting reimbursed for. But starting from the biggest amounts of money. And I’ll work my way down.

The biggest one is relocation expenses. Sometimes this is considered a business expense. If you’re going to be moving from out of state or across the country, that is one thing that your employer can reimburse you for. This is typically given as either a relocation bonus or relocation reimbursement, but either way that it’s structured, you just want to be careful because this is a large amount of money, I’ve seen anywhere from 10,000 to 20,000. You’re given that money up front or you’re reimbursed directly, but normally, you must stay employed with your employer for anywhere from one to three years. And if you terminate that agreement early, you may be required to pay back a prorated amount for how long you’ve been there, or you may have to pay back the entire amount. So, you just want to keep an eye on that, make sure you read your employment contract very carefully so that you know what you’re signing and what the consequences are if you do decide to terminate your agreement early.

The next business expense typically is any type of licensing fees or dues. If you need a DEA license or need to be credentialed with insurance companies, Medicaid, Medicare, any sort of state agencies, things like that, that’s always normally reimbursed and that should be reimbursed. That is one thing that should always be done because you need that to provide your services. So, they should reimburse you and these can get costly. Now, occasionally I’ve seen an employment agreement where you’re given some type of reimbursement allowance. You’re given up to 5,000 for all your licensing and fees, other times your employer, and I would say most times, your employer will just say that they will reimburse you 100% for any of those costs.

Beyond Salaries: What Share of CME Should the PA Receive?

Then moving along, your CME allowance, and continuing medical education. You must do this to keep your license and provide your services, so therefore you’re considered an employee. Your employer should be reimbursing you for this. Again, this is structured normally as an allowance anywhere from $3,000 to $5,000 annually. Sometimes it must be approved for what you’re using those funds for, other times it doesn’t. Again, you want to read your employment agreement. And then also, normally you’re given PTO time to go ahead and take those CME courses or conferences because if you’re not, you have to take vacation time and that’s actually money being taken away from you. So, CME also is very important. If you need a cell phone for your work, cell phone usage sometimes can be reimbursed, or they may provide you with one directly.

Technology, so laptops, if you’re provided with one or they’re going to reimburse you for using your own, that’s rare in healthcare. You’re normally provided one directly from the company. And then also travel expenses. Sometimes if you have some type of mobile practice or you’re going to be providing services at multiple clinics, sometimes travel expenses are also reimbursed. And this is what I was talking about at the beginning. Every situation is unique. And so, there may be expenses that are unique to your situation. You just need to look at what you need to provide the services that you have agreed for your employment.

Consultation with Chelle Law Attorneys 

A contract attorney is extremely helpful at this stage of the process because he or she can make sure that everything that you have negotiated so hard for is truly added to your new contract. They will check the contract line-by-line to verify that your employer has met the terms that you believe they have. The negotiation process can be lengthy, and no one wants to give up the ground that they have fought so hard to win in the first place. Thus, it just makes sense to have an attorney look over everything when it is completed. 

Our bottom line is to help physician assistants get the salary and benefits that they deserve, and we will fight for that mission.

Physician Assistant Contract Questions?

Contract Review, Termination Issues and more!

Click Here for More Information

Call Us Now: 602.344.9865

Contact Us

If you are in need of assistance or would like to hear more about the services we offer contact Chelle Law today!

Links of Interest

  • Home
  • Physician Assistant Contract Attorney
    • Physician Assistant Employment Contracts
    • Physician Assistant Malpractice Insurance
    • Physician Assistant Non Compete Clauses
    • Physician Assistant Contract Benefits
    • Physician Assistant Independent Contractor Agreements
Google
Based on 181 reviews
Allison Tucker
Allison Tucker
2023-04-05
very professional and thorough in the research and interaction with me to help me understand the process and next steps.
Vivian Mundo
Vivian Mundo
2023-04-05
I had a great experience with my contract review. Being as I am fresh out of PA school I had no idea what was involved within my first professional contract offer. Erin Howlett was very detailed oriented and efficient at explaining things to me in Laymen’s terms. I will be a returning customer!
Julio Meza
Julio Meza
2023-03-25
I contacted Chelle Law after being offered a position as an independent contractor physician assistant. After my meeting with Renee, I was much more comfortable with the language of the contract. She helped me understand why certain elements of the contract were out of the norm and made recommendations based on these findings. Many of the recommendations she made were later accepted by the employer after I submitted my counteroffer. I will continue to utilize and recommend Chelle Law in the future.
Jennifer Hartman
Jennifer Hartman
2023-03-09
I had a great experience with this company, very professional and quick review of my contract. Will definitely use them again in the future!
Sujin Yu
Sujin Yu
2023-03-07
so informative and easy! thank you so much for the professional and personable session. I learned a lot and it was my first time using an attorney for my contract reviews but it was so much easier than I thought. I really appreciate it ! 10/10
Kimberly Lorick
Kimberly Lorick
2023-03-06
Erin was amazing with going over my NP contract for me. She received it the day before and by her review you can tell she took her time to make sure she hit all the important topics. I was unsure who to use for my contract review, but after seeing Chelle law videos on YouTube I decided to give them a try. Best decision ever. I will utilize them moving forward for any job opportunities I may consider.
Jennifer Van Voorhees
Jennifer Van Voorhees
2023-02-24
I worked with Erin Howlett to review a veterinary contract. She was extremely helpful and made the process go very smoothly. I would recommend her to anyone in the medical field looking for help with a contract!
Destinee Hamlet
Destinee Hamlet
2023-01-31
Everyone was very helpful and professional. Felicia answered all my questions and made the process super easy and stress free.
Gabriela Martinez
Gabriela Martinez
2023-01-29
Definitely recommend! I’m a nurse practitioner and was able to renegotiate my contract with the help of Chelle Law. The outcomes were above expectations.
Linda Price
Linda Price
2023-01-27
I placed my trust in Chelle Law to handle my issue with the State Board of Nursing and they did not disappoint. Service was professional and courteous. I could not have asked for a better outcome. I highly recommend this firm!

Call Us Today!

602.344.9865

Hours/Office

Monday-Friday: 8:00am-5:00pm (MST/MDT)

Chelle Law 5425 E. Bell Rd, Ste 107

Scottsdale, AZ 85254

Contact Us Today!

5425 E. Bell Rd, Ste 107, Scottsdale, AZ 85254

info@chellelaw.com

Practice Areas

  • Professional Licensing Board Defense
  • Medical Contract Lawyer
  • Administrative Appeals & Hearings
  • Medical Contract Drafting
  • Fingerprint Card Attorney

Office Locations

  • Arizona
  • Indiana

Company

  • Robert S. Chelle, Esq. Founder & CEO
  • Sara Stark, Esq. Attorney
  • Renee Osipov, Esq. Attorney
  • Erin Howlett, Esq. Attorney

Resources

  • Blog
  • Contact Us
  • Sitemap

Follow Us

© 2023 Chelle Law. All rights reserved.  Disclaimer & Terms of Use.  Privacy Policy.

Scroll to top

How Much PTO Should a Physician Get Download



How Much PTO Should a Physician Get?

4 Factors to Consider with PTO

How Much Does Tail Insurance Cost Download

How Much Does Tail Insurance Cost for a Physician?

4 Key Aspects of Tail Insurance for Physicians

Physician Contract Review Checklist

Where Should We Send the Physician Contract Checklist?

28 Essential Physician Contract Terms to Put You in a Positive Financial Situation for Years to Come.