The contract provisions that quietly cost you.

No minimum shift or census guarantee

Without a floor on shifts or daily census, the employer controls your income by controlling assignments — earnings drop without breach.

Nocturnist differential below market or missing

Median 2025 nocturnist differential runs roughly 15%; top quartile 20–25%. A missing or below-median differential is below market and underprices nights.

Claims-made malpractice, no tail commitment

Silence leaves who pays unresolved. Ask for employer-paid tail in writing for resignation, termination and nonrenewal; confirm the policy terms.

Termination without cause under 90 days

Hospital credentialing alone runs 90–120 days. A 30- or 60-day window leaves no time to credential, relocate, or negotiate the next contract from strength.

wRVU rate with no named benchmark

Flat dollar-per-wRVU with no reference to 2025 national benchmarks gives the employer full discretion to call any rate market without contractual standard.

Compensation model not clearly specified

If salary vs. shift-rate vs. wRVU vs. hybrid is ambiguous, the model can shift at renewal — a guaranteed base silently converting to production-only is the classic pattern.

Ambiguous call coverage language

Specify in-house vs. remote, number of call days per year, per-call rate, and whether call is included in or additive to base. Ambiguity shifts unpaid work onto you.

APP supervision credit below 75%

You carry medicolegal risk for the APPs you supervise. Receiving only partial wRVU credit means you absorb liability while the employer captures the revenue.