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        • Can a Dental Associate Break Their Contract?
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      • Dental Contract Benefits 
        • Does a Dentist Have to Repay a Bonus if they Terminate the Contract?
        • How Much PTO Should a Dental Associate Get?
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    • Nurse Practitioner Contract Attorney
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        • What Needs to go in a Nurse Practitioner Termination Letter?
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        • Claims Made Insurance for a Nurse Practitioner Explained
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        • Occurrence Based Insurance for a Nurse Practitioner Explained
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      • Nurse Practitioner Non Compete Clauses
        • How Many Locations Should a Nurse Practitioner Non Compete Apply To?
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        • Is a 2 Year Non Compete for a Nurse Practitioner Reasonable?
        • Is a Non Compete Enforceable Against a Nurse Practitioner?
        • Nurse Practitioner Non Compete vs Non Solicit
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        • Does a Nurse Practitioner Repay a Bonus if the Contract is Terminated?
        • How Much Paid Time Off Should a Nurse Practitioner Get?
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        • What Benefits Should be in a Nurse Practitioner Offer Letter?
        • What Nurse Practitioner Expenses Should an Employer Pay For?
      • Nurse Practitioner Independent Contract Agreements
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        • What Is Claims-Made Insurance For a Physician?
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        • What Is Tail Coverage for Physician Malpractice Insurance?
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        • 3 ways a physician can get out of paying for tail insurance
      • 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?
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      • 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 PTO Should a Physician Get?
        • Should A Physician Receive Relocation Reimbursement When Moving for a New Job?
        • Does a Physician Have to Repay a Sign-On Bonus When They Leave?
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        • What Percentage of Physicians are Self Employed?
    • Physician Assistant Contract Attorney
      • Physician Assistant Employment Contracts
        • Can a Physician Assistant Break Their Contract?
        • How a Physician Assistant Should Negotiate a Contract
        • Red Flags in a Physician Assistant Employment Contract?
        • What is the Most Common Physician Assistant Compensation Model?
        • What Should Go Into a Physician Assistant Termination Letter?
      • Physician Assistant Malpractice Insurance
        • How Much Does Tail Insurance Cost for a Physician Assistant?
        • Should a Physician Assistant Choose Claims Made or Occurrence Insurance?
        • Tail Insurance for a Physician Assistant Explained
        • What is Claims Made Insurance for a Physician Assistant?
        • What is Occurrence Based Insurance for a Physician Assistant?
      • 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
      • Physician Assistant Contract Benefits
        • Does a Physician Assistant Repay a Bonus if the Contract is Terminated?
        • 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?
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        • Physician Assistant Independent Contractor Tax Deductions
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        • What is a 1099 Physician Assistant?
    • Veterinarian Contract Attorney
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        • Can You Break a Veterinary Associate Contract?
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        • Why Veterinarians Do Not Need Tail Insurance
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        • How Many Locations Should a Veterinary Non Compete Apply To?
        • Is a Non Compete Enforceable Against a Veterinarian?
        • Veterinarian Non Solicit vs Non Compete
        • Veterinary Non Compete Mile Radius Explained
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      • Veterinary Professional Contract Benefits
        • How Much PTO Should a Veterinary Associate Get?
        • How Much Should a Veterinarian get for CME Expenses?
        • Must a Veterinarian Repay a Bonus if They Terminate the Contract?
        • Should a Veterinarian be Reimbursed for Moving Expenses?
        • What Veterinarian Business Expenses Should an Employer Pay For?
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        • Pros and Cons of Employment at a Corporate Veterinary Office
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        • Veterinarian Independent Contractor Tax Deductions
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What Should Go Into a Physician Assistant Termination Letter?

What needs to be included in a termination letter that a physician assistant would be giving their employer? To know what exactly must go into that letter, you’re first going to want to look at your employment agreement itself. If you want to leave for personal reasons, you’re moving out of the area, family, or something like that, that would be under your without cause termination, which means you don’t have to give a reason. There can be no reason at all. You are just giving notice to your employer that you will be terminating your agreement. Now, when you do this, your letter is going to be slim. You don’t really have to give a reason. As I said, you just need to give notice, you need to state that you are giving your employer notice that you’ll be terminating your contract.

And normally, there’s some type of notice period, that can be anywhere from 60 to 90 days, it rarely goes over 90. Occasionally in rural areas, I have seen 120 days, but that’s a little bit more on the rare side. You need to know how many days you must give notice before you have terminated your employment and you’re going your separate ways, and this will be listed in your employment contract under the without cause termination. Now, we’ve got the letter, we know it needs to be included that you are giving the notice to terminate, you’re letting them know that you are starting the time on your notice period, and then also, when your last day would be. And that’s really all that must go into a termination letter. If you want, you can say that you’re thankful for the opportunity, you can assure them that you will help with the transition and the continuity of care.

But those are really the must, like what must be in that letter. It’s just you’re giving your termination notice whenever your last day is going to be, so that’s simple. However, you want to make sure that that letter gets to the appropriate personnel to start the time for that notice. If your notice is 60 to 90 days, it will state there. Let’s just say, for example, it’s 60 days. The 60 days do not start until that letter gets to the appropriate personnel. And how do you know who to turn it into or mail it to? You’re going to look at your employment contract. In there, there will be a notice clause, and normally there’s an address in there, but it will say exactly how you must give notice.

Normally, it’s in writing, sometimes it can be emailed, sometimes it can be hand-delivered, and other times it must be certified mailed to a specific address. So, always double-check that to make sure you’re doing that properly. That’s how you give notice in a termination letter for a without cause termination. I also want to talk about for cause termination. What this will look like on the physician assistant’s side is if your employer breaches their agreement, they do something egregious, I’m going to use the example of they stop paying you, but they’re making you come in to give services. That would be a material breach of your contract. So, you could terminate it for because which normally means you could get out of your contract sooner. You would need to give a termination letter or notice that they are first in breach. That’s step one.

And normally, there’s a time to cure. It’s between 10 to 30 days. You’re going to let them know, you’re going to give them a termination letter, letting them know that they are in breach, they need to pay you for your services, these are the terms that you guys have agreed to. And if they do not adhere to those terms within that cure period, then at the end of that, so anywhere from 10 to 90 days, then you can send another letter, letting them know that you have let them know that they are in breach, they have not cured, and therefore you are terminating your employment contract immediately. And then you’re out. Again, though, you want to be careful. You want to make sure that you first gave your notice that they are in breach. That’s important. And always look at your employment contract.

This situation is normally always outlined in an employment contract. So, there are two different situations: for cause or with cause termination. And depending on which one of those depends on how you’re going to give your notice and make sure that you always give your notice properly, how it’s outlined in the contract. And the termination letter itself really doesn’t have to say much more than you’re terminating it, the notice, and when your last day is.

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Based on 121 reviews.
Melinda Striyle
Melinda Striyle
2022-06-12
Attentive, respectful, great to work with.
Jenn Lighthall
Jenn Lighthall
2022-06-10
Absolutely fantastic. I would give more than five stars if I could. Highly recommend!
Meghna C.
Meghna C.
2022-05-31
Renee was great to work with when negotiating my contract! I am a resident physician signing on for my first attending job, and I felt more comfortable with the language used in the contract after going over it with Renee. I also got a higher starting salary which made the price more than worth it. I would definitely use Chelle Law again!
Jennifer Nevis
Jennifer Nevis
2022-05-30
Erin Howlett saved me from a terrible situation and I can't thank her enough. I had accepted a veterinary dental residency in northern Illinois with a private practice. The letter of intent was routine yet the actual contract so punitive and predatory in nature that it was hard to believe it was from the same people. Erin believed I was worth more than the "Zero" this practice claimed. Without her on my side, I would have naively signed this "bait and switch" and been finacially and professionally ruined if I couldn't complete the 6 year commitment this practice demanded.
robin singh
robin singh
2022-05-27
I consulted with Chelle law for contract review. They were suggested by our employer. Renee osipov was incredibly helpful and was able to navigate me in right direction. I fully recommend them.
Melanie Schlote
Melanie Schlote
2022-05-22
Erin was so professional and very quick to respond. She took the stress away from contract reviewing and made me feel confident in this next step of my career.
Mitul Patel
Mitul Patel
2022-05-22
I contacted Chelle Law for my dental contract review. I am very pleased with contact review with Attorney Renee. Renee was very kind, helpful, honest, informative and knowledgeable. She had some solid advice regarding negotiations. Katie was very helpful to schedule appointment with Renee within few days. I had some questions next day and emailed her and she responded back to me within an hour. I HIGHLY RECOMMEND CHELLE LAW FOR YOUR CONTRACT REVIEW. THANK YOU!!
Anna Etzler
Anna Etzler
2022-05-20
Renee was wonderful to work with and helped me with a contract review for my first NP job. She took the time to help me understand each section of the contract and even helped me successfully negotiate so that the contract would best fit my needs. Chelle Law was very responsive to my needs and set up my initial review and revision review in a timely manner! I would highly recommend their services to anyone in the medical profession.
Alan W
Alan W
2022-05-16
Had the privilege of working with their attorney Renee. She was really thorough, professional, and went above and beyond in reviewing my contract. Couldn't have asked for a better experience.

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