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        • Can a Dental Associate Break Their Contract?
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        • 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
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        • 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
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        • 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
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        • How Many Locations Should a Veterinary Non Compete Apply To?
        • Is a Non Compete Enforceable Against a Veterinarian (ETHICAL?)
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        • Veterinary Non Compete Mile Radius Explained
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        • 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?
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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 is a 1099 Veterinarian?
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Do Physician Assistant Independent Contractor Agreements Advantage You?

The work world has evolved rapidly over the last few years and decades, and there are now more people than ever who count themselves among the ranks of independent contractors. Data from May 2017 showed that approximately 10.6 million workers were classified as independent contractors. That made up just 6.9% of the total workforce at that time, but that number has risen rapidly since then. There are now job types that were not traditionally considered for independent contractor designations that are sometimes being reclassified in this way. What this means and how it can impact your career as a physician assistant are important questions that you need to have answered. 

What is an Independent Contractor? 

The most important thing to understand about independent contractors is the fact that they are completely responsible for managing and paying their own tax burden: 

As an IC, you practice in a self-employed capacity. This means the financial end of employment is now your responsibility. An employee fills out a W-4 form so an employer may report financial information. An IC fills out a W-9 form. The employer may then send financial information and issue a 1099-MISC.

They take care of this because the taxes are not withheld from their paycheck for them as they are not technically an employee of the place where they work. They have come to an agreement with that facility to offer their services, but they are doing so on an independent contractor (IC) basis. Thus, they will need to set aside the money that they owe for taxes, and they are expected to pay their taxes quarterly. Many hire tax consultants in order to make sure they are following all of the rules and pay only the amount that is required of them. 

Independent Contractors are Not Bound to One Employer

If you had just stopped reading at this point, you might wonder why anyone would want to agree to an independent contractor agreement. It sounds like more work on the worker and more stress. However, there are advantages to being an independent contractor as well. For example, it is possible to spread your work out among many different service providers. You don’t have to work all of your week at a single location, and you are not obligated to meet certain obligations that a traditional employee would have to meet. 

You will still need to perform your job duties to a satisfactory level or risk being asked to leave, but you don’t necessarily have to work full-time at one location. If you want to pick up some hours at one location before moving on to give some of your time elsewhere for higher pay, you are allowed to do so. If you work as an independent contractor, you cannot be made to sign a non-compete clause in your agreement. That facility is not your employer, and they cannot bind you to them in this way. If you run into any problems with this, you should contact a physician assistant contract attorney right away. Other related topics include:

  • PA Contract Benefits
  • PA Employment Contract Issues

Can You Make More Money as an IC Physician Assistant? 

The earnings potential for an independent contractor physician assistant is very high. They can work for whatever amount the market will agree to pay them. That is to say that they can leverage their skills to seek higher and higher pay offers from various facilities. The savviest physician assistants will try to find the facilities that value their talents the most and negotiate their salary based on what the highest-paying facilities are willing to offer them. They may even pit offers against one another to see if they can get a higher rate of pay from their preferred facilities. There is nothing wrong with this, and it is all considered to be part of the negotiating process. 

What an Independent Contractor Can Do that Traditional Employees Cannot

A few things that an independent contractor can do that traditional employees often cannot include: 

Start Negotiations Any Time

Most traditional employees have no choice but to wait until their annual review time rolls around to even consider bringing up the prospect of negotiating a raise. Even then, many are boxed out by employer complaints that they “simply don’t have the money in the budget”. Traditional employees often feel stuck with the pay rates and benefits that they initially received for far longer than necessary. Independent contractors don’t have this same worry. Independent Contractors can attempt to negotiate with their place of employment whenever they feel it makes sense for them. The facility where they work still may be unwilling to meet their demands, but they simply take their talents to another facility in that case. 

Demand Higher Rates

Independent contractors are in the unique position of knowing a lot more about the rates that various employers are willing to offer. This means that they can take those figures to different facilities and make them compete against one another to offer the best terms. Traditional employees are often blind to the various rates offered at other facilities, and this makes it more challenging for them to demand more money. You don’t know what you don’t know, and that puts traditional employees at a major disadvantage. 

Leave Without Fear of Benefits Lost

Traditional employees often feel bound to their employer if for no other reason than the fact that their employer provides them with health insurance and other benefits. Independent contractors don’t have that same problem because ICs do not receive those benefits from the places where they work. Instead, they can leave anytime that makes sense to them from a personal financial standpoint. 

As you can see, independent contractors have a lot more flexibility in their workplaces than many other types of workers. It is one of the reasons why so many people are drawn to being classified as ICs. The added flexibility and freedom that they receive is certainly something worth paying attention to. 

Anyone who is considering signing a contract to become a physician assistant independent contractor should contact us first and get a meeting set up with one of our qualified contract attorneys. Our people can go over your contract paperwork to ensure that everything is set up just the way that you want it to be. Getting an extra set of trained eyes on it like this is exactly what you need to make the most of your contract negotiations.

Consultation with Chelle Law for PA Independent Contractor Review

When your Physician Assistant agreement is reviewed by a contract review attorney, you will find financial benefits which end up outweighing the cost of the review. Leave it to the experts if you are in need of assistance with an employment agreement or contract review schedule a Physician Assistant Contract Lawyer with Chelle Law today!

Physician Assistant Contract Questions?

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Excellent
Based on 201 reviews
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ochikes
ochikes
2023-06-08
Very professional, courteous, quick response, and a Positive outcome with the Board of Nursing. Case dismissed!!! I am glad I contacted Chelle Law. I highly recommend Chelle Law, thank you, Katrina and the entire team. A special thank you to Mr Robert.
Linda Stover
Linda Stover
2023-06-07
Excellent service - fully recommended!!
Psychic Medium
Psychic Medium
2023-06-06
I cannot say enough amazing things about this team! I came in for some clarification on my documents for an application process. I left knowing exactly what I needed to do & feel SO MUCH better about it all. It really pays to have professionals like these help guide you. Also their YouTube videos are incredibly helpful! 10/10
Elani Dodd
Elani Dodd
2023-06-04
I found Chelle Law when looking for a team to review my contract for a nurse practitioner job. I highly recommend the team. The office was quick to answer questions and respond to my emails. Scheduling & payment was simple and straightforward. The hour-long phone meeting with Erin was extremely helpful. Worth the cost. Having someone who understood the legal terms and could clearly help me understand the contract was refreshing. I appreciated her willingness to compare each section against industry norms and make recommendations for negotiations. The post call summary was promptly sent and most helpful - worded in first person to improve my negotiations with my employer.
Gary Miyasaki
Gary Miyasaki
2023-06-03
I had detailed questions about my physician contract. I found Chelle Law through YouTube and realized their team would help me best. Erin was very thorough, patient, and helped answer all my questions. I felt confident about my options after being consulted. Would highly recommend!
vladymir gratia
vladymir gratia
2023-06-03
They reached out back to me fairly quickly and they walked me through the process step by step supplying clear explanations along the way and providing sound advice throughout the entire process. Thank you.
Esmeralda Jonko
Esmeralda Jonko
2023-06-02
Chelle law certainly deserves 5 stars. Working with Katie and Erin was suchba flawless process. Erin did a wonderful job explaining my contract review and Katie explained the entire process to me. Everyone responded to me in a timely fashion. Working with Chelle law was worth every penny. Thank you!
Christine Fernandez
Christine Fernandez
2023-06-01
Great service! Will definitely use them again.
Stacy Lusher
Stacy Lusher
2023-05-25
Amazing All around. They stay on top of everything and keep you updated 100% of the time.
manjusha k
manjusha k
2023-05-17
Great experience with Renne Osipov.Reviewed entire contract in detail.Very professional.

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