The contract provisions that quietly cost you.

Hourly rate with no named benchmark

A flat hourly rate with no reference to 2025 national UCA benchmarks ($125–$190/hr range; median ~$155/hr) gives the employer full discretion to call any rate market. Chain employers typically pay $10–$20/hr below independent.

Patient volume incentive without volume cap

Volume-bonus structures with no upper limit and no per-patient floor create unsustainable pace — 4.5+ patients/hour is the median operational ceiling in well-run UCs. Above that, quality and safety drop measurably.

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.

No minimum shift or hours guarantee

Per-shift compensation with no minimum-shifts commitment means the employer controls income by controlling the schedule — no breach required. Lock in a guaranteed shift floor per month.

Termination without cause under 60 days

Urgent care credentialing is faster than hospital privileging, but payor re-enrollment still runs 60–90 days. A 30-day window leaves no time to credential elsewhere or replace income.

Procedure compensation not specified

Lacerations, splinting, I&D, joint injections, and other procedures generate disproportionate RVUs. If the contract pays a flat hourly without procedure differential, the high-revenue work subsidizes the rest without negotiation.

Weekend/holiday/overnight differential missing

Standard UC differentials run 1.25×–1.5× base for weekends and 1.5×–2× for overnights. If the contract pays flat regardless of shift type, you absorb the demand-premium shifts at base rate.

Scope-creep language (cosmetic/IV/occ-med) at base pay

Chains increasingly assign IV therapy, occupational medicine, drug screens, and cosmetic injectables. If the contract permits scope expansion at base hourly without procedure-credit, the employer captures the upside while you absorb the time.