Midwives are often held to restrictive and confusing employment standards, vaguely described work expectations, and incentive models designed specifically for physicians. Examples include employment contracts that use the Work Relative Value Unit (wRVU) model to determine a base salary and/or incentive pay; restrictive covenants including excessive non-competes; and capped limits to compensation based on regulatory constraints on referrals and Fair Market Value (FMV) metrics. This white paper includes an exhaustive legal review, including regulatory and statutory citations as well as case law related to Fair Market Value application to physician and non-physical providers.
- What is Fair Market Value and how does it relate to: Stark Law, Safe Harbor, wRVU’s and Compensation
- Myths related to use of Fair Market Value and Midwife compensation
- Strategies to use when negotiating fair compensation employee relationships