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October 7, 2020, Negotiating At Will Contracts – Joseph Booth, Lesley Rathbun, and Ginger Breedlove

This panel presentation will help midwives improve their understanding of how to protect your professional career, view examples from redacted contracts with concerning content, and how to negotiate terms. Midwives who can skillfully negotiate the terms and conditions of employment will feel more confident beginning their job than those who accept an original offer. Negotiation demonstrates interest, and negotiation matters most when there is a broad range of possible outcomes. What do you want and need in a job, and how does the offer impact that list? Much of your satisfaction from the job will come from other factors you can negotiate—perhaps even more easily than salary. Don’t get fixated on money.

Topics include:
What is an At Will Agreement?
What should you negotiate in Agreements?
Examples of Red Flag Clauses Common in Contracts

Negotiating At Will Contracts

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Fair Market Value | March 11, 2021

An informative conversation with #GrowMidwives team Joe and Ginger as they discuss fair market value concepts and current scenarios. After a comprehensive legal overview, highlights include what (if any) implications around FMV are related to Stark Law, Safe Harbor, and wRVUs as rationale for capping midwifery compensation.

Along with recent findings that demonstrate widely diverse benchmark ranges and insufficient data around the wRVU for midwives, and shifting the original definition for work related value for PHYSICIANs to a variety of Advanced Practice Providers, now we are seeing an increase in employment agreements under the guise of regulatory stipulations and Fair Market Value concepts that attempt to cap Midwife salaries.

We are going after this subject matter just as we did in discussing wRVUs. With legal analysis and evidence of when, if, and how FMV constraints apply to Midwives.

If you have a contract and don’t know what it says, you might look. Consider this webinar if you see the phrase… Fair Market Value. Five examples of redacted midwife contracts are shared and discussed, in addition to how to counter this frustrating conversation in employment situations.

A white paper with complete legal analysis to use for challenging this discussion with employers can be purchased in the Grow Midwives store for a small fee.

Fair Market Value | Grow Midwives

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RVUs and Midwifery – Really? Yes, many Midwives work under specific contract clauses for a base salary, incentive bonus and/or annual performance metrics. Do RVUs bring value to the midwife? Yes, monetarily they can, and also, RVUs can bring many challenges, hardships and lead to divisive practice politics. If you are interested in knowing the state of the science on all things RVU and midwifery this webinar is for you.

Designed as primer on current review of literature (scant in publication at best) including current examples of redacted contracts discussing pitfalls, this 90-minute recorded live session will leave the listener with a better understanding of how RVUs influence compensation for all health providers, as well as alternative payment models to negotiate for midwives.

As a result of the January 2021 Webinar’s high interest, a new FB discussion group is being formed on Grow Midwives FB page dedicating 100% conversation to RVU metrics and payment models for midwives around the US.

RVUs a Primer for Midwives | Grow Midwives

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This 90 minute recorded webinar with Joseph Booth and Ginger Breedlove zeros in on a specific area of Restrictive Covenants – the noncompete.

#GrowMidwives review of now over 200 contracts has evaluated a wide range of restrictive covenants for midwife employment agreements from reasonable to absurd. Additionally, these types of post-employment restrictions are unnecessarily applied to non-physician providers and set up unfair restrictions on future ability to practice within one’s community with a unique scope of services. The discussion provides a recent review of 50 states (June, 2020). Did you know a few states such as California, Montana, North Dakota, and Oklahoma, totally ban non-compete agreements for employees, or prohibit all non-compete agreements except in limited circumstances?

Objectives of the session include:

1. Review of 2019 TX case against CNMs forced with an injunction to cease practice in the community after ending one employment relationship

2. Discuss examples of non-competes we have reviewed with recommendation for modification and,

3. Strategies for how to negotiate out non-compete clauses.

Covenants Not to Compete: Contract Perils Webinar | Grow Midwives

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Landing the Interview & Job Offer Seminar

Listen to this 90-minute recorded live Webinar with Ginger Breedlove discussion 6 key strategies to landing an interview and getting a job offer. Topics include: Readiness to apply, Application Process, Follow-up, Readiness to Interview, Interview and Negotiations. A robust 30 minute Q&A follows as well as useful resources to help prepare in all areas of job seeking and interviewing.

Landing the Interview & Job Offer Seminar | Grow Midwives

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To address concern with increasing trends in poorly written midwifery contracts and to enhance awareness of professional liability coverage, a 90-minute, live, interactive Webinar was provided by the Grow Midwives team of Joseph Booth and Ginger Breedlove. Discussion centers on midwife actions that can be taken when negotiating PRIOR to signing agreements, when preparing to EXIT an employed relationship, and to improve one’s overall understanding of liability coverage clauses.
We dive into clear explanations such as:

If claims-made insurance is a benefit in your employment agreement, it is imperative that you understand that tail coverage is necessary when you leave if you hope to get credentialed and privileged at another hospital.

If you looking for new employment: Do you know what your employer agreement outlines for professional malpractice insurance and do you have a copy of the policy? Are you planning to retire soon? You want to go bare? If you answered “yes” to any of these questions, you need to understand “tail” insurance and, “nose” insurance.

We urge midwives to carefully review contract clauses around the professional liability insurance policy and what happens in the event a lawsuit is filed after you leave your current employer. This means paying special attention to whether your professional liability insurance policy provides for claims-made or occurrence-based coverage, and if it’s the former, who is responsible for purchasing tail coverage. And we urge midwives to have a copy of every policy in their file, from every practice, until years after ending of clinical practice

The webinar concludes with an open-mic, 30-minute Q&A with great discussions relevant to every day practice.

Professional liability coverage: 411 for Midwives on Claims-made, Occurrence, Nose, Tail and Gap

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At-Will Contracts

Most Americans work under at-will contracts, where your employer is free to end a working relationship without having to define the cause. If you are interested in our contract review service, here is a quick overview!

At-Will Contracts

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Proforma for Midwife Start Ups©

There are lots of resources on how to start a business, but there is nothing we have been able to find that is quite this specific to the world of midwifery! Learn more about our business performance tool and how it can help you get your business off to a strong start!

Proforma for Midwife Start Ups©

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