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Internal Medicine (Outpatient) Contract — Sample Analysis
Full-fidelity demo. The same report structure you receive after purchase, populated with realistic outpatient internal medicine data benchmarked against 2025 national specialty compensation data. Score: 49/100.
Contract Analysis · Internal Medicine — Outpatient
sample-internal-medicine-contract.pdf
Moderate Risk
0 = physician-favorable · 100 = extreme risk
Income Snapshot
Four numbers: the total revenue your work generates, what you take home, what your group collects in professional fees, and what the hospital captures. Estimates, not promises. We do not estimate employer cost — if the group wants to argue cost, they can provide their data to you.
Total revenue you generate
Coming soon
Revenue breakdown is rolling out specialty by specialty — live now for emergency medicine and hospital medicine.
Your estimated take-home
$159,618 – $216,943
Mid-range: $174,284
Gross $245,000 – $332,990 minus your share of insurance, retirement, malpractice tail, and tax.
Professional fees collected
Coming soon
Specialty-specific revenue ranges are rolling out — live now for emergency medicine and hospital medicine.
Hospital revenue captured
N/A
Hospital facility-fee math is currently scoped to emergency medicine.
Take-home midpoint is $174,284 at median production (5,736 wRVUs), inside a $159,618–$216,943 range across P25–P75 national IM production. Estimated taxes — federal, employee payroll, and Minnesota state at a combined 35% effective rate — are the only modeled expense for a W-2 employee and run $85,383–$116,047/year across the scenarios. W-2 status keeps malpractice premiums, the employer health plan, and 403(b) administration on the employer side; tail coverage at exit is the physician-paid exception (see Malpractice section).
Executive Summary
This contract presents a base salary of $245,000 and a $42.00/wRVU rate above a 5,200-wRVU threshold against 2025 national internal medicine benchmarks of $314,450 P50 total compensation and $54.87/wRVU at the median. The contract rate sits below the national bottom-quartile threshold of $46.55/wRVU — $12.87 under the median. At P25 production (4,364 wRVUs) the base floor holds compensation at $245,000, slightly ahead of the median-rate market line. At median production (5,736 wRVUs) the contract pays $267,512 against $314,734 at the median rate — a $47,222 annual shortfall, $141,666 over a 3-year term. At P75 production (7,295 wRVUs) the gap widens to $67,287 per year.
The quality bonus amplifies the problem by advertising compensation that will not materialize for most physicians. The $15,000 annual quality bonus requires simultaneous achievement of five metrics — A1c control ≥78%, BP control ≥82%, colorectal screening ≥76%, annual wellness visit completion ≥72%, and patient experience ≥4.6/5.0. The thresholds sit at or above the 90th percentile of national quality achievement. On an all-or-nothing payout structure, the expected value to a typical physician is close to zero.
The panel size and portal coverage provisions compound the picture from a workload standpoint. A 2,400-patient panel is 20–33% above the national median of 1,800–2,000 active patients for outpatient internal medicine. The contract also mandates rotating after-hours portal coverage with no compensation — estimated at 130–260 uncompensated hours per year based on published 2023 research on portal message volumes for full-panel PCPs.
Four changes are required before this contract reaches fair-market terms: wRVU rate increase, quality bonus restructure, panel size cap reduction, and portal coverage compensation. The 5-year clawback on both the sign-on bonus and loan repayment that applies even to employer-initiated termination without cause adds a structural asymmetry that needs to be corrected before signing. The contract also contains a non-compete — 15 miles from each of 12 system clinics, 24 months — addressed in the dedicated non-compete section of this report.
Key Red Flags
- wRVU rate $42/unit is below the 2025 national IM bottom-quartile threshold of $46.55 and $12.87 under the $54.87 median — $47,222/year gap at median production (5,736 wRVUs), $141,666 over 3 years
- Quality bonus structured at P90+ quality thresholds with all-or-nothing payout — $15,000 advertised, ~$0 expected
- Panel size 2,400 — 20–33% above the national median of 1,800–2,000; structurally limits effective hourly rate
- After-hours portal coverage uncompensated — estimated 130–260 hrs/year of unreimbursed work at full panel
- 5-year clawback on $75,000 total ($25K sign-on + $50K loan repayment) applies even on employer-initiated termination without cause
Key Strengths
- Guaranteed base of $245,000 provides a floor regardless of wRVU production or quality achievement
- Telehealth wRVUs credited at parity — no telehealth discount on productivity credit, increasingly uncommon in hospital-employed outpatient contracts
- $50,000 loan repayment included in the package — valuable if clawback terms are corrected
Compensation Analysis
HIGHYour $/wRVU vs the market
Your effective rate of $46.64/wRVU sits at the 25th percentile for this specialty. The shaded band is the national middle 50% (P25–P75).
What you earn at each production level
Annual compensation at your contract rate versus the specialty-median rate, across P25 / median / P75 production. The gap is the cost of the rate, and it grows with volume.
Model
Base Salary + wRVU Bonus + Quality Bonus
Base Rate
$245,000 / year
Shift differentials: Not applicable — outpatient primary care model; no shift differential structure
wRVU Rate vs Benchmark
Contract rate of $42.00/wRVU is below the 2025 national internal medicine bottom-quartile threshold of $46.55/wRVU for hospital-employed physicians — $12.87 under the $54.87 median and well below the $66.92 P75. At P25 production (4,364 wRVUs) the base floor holds compensation at $245,000, about $5,500 ahead of the median-rate market line. At median production (5,736 wRVUs) the contract pays $267,512 against $314,734 at the median rate — a $47,222 annual gap, $141,666 cumulative over a 3-year term. At P75 production (7,295 wRVUs) the contract pays $332,990 against $400,277 — a $67,287 annual gap. Higher-volume practices experience proportionally larger gaps.
Multiplier: $42.00/wRVU · work RVU
Sign-on Bonus
$25,000
5-year pro-rated clawback on all of sign-on + loan repayment — applies even to employer-initiated termination without cause
CME Coverage
$2,500/year CME allowance, 4 CME days
Productivity Bonus
$42/wRVU above 5,200 wRVUs annually (quarterly reconciliation)
Net Take-Home
Gross (P25 – P75)
$245,000 – $332,990
Mid: $267,512
Classification
W-2
Drives the expense math
Estimated take-home
$159,618 – $216,943
Mid: $174,284
| Expense line | Annual range | Note |
|---|---|---|
| Estimated taxes (federal + payroll + state) | $85,383 – $116,047 | W-2: federal + employee payroll + Minnesota (35% effective). |
Assumptions
- Gross scenarios at P25/median/P75 national IM production (4,364 / 5,736 / 7,295 wRVUs) — base $245,000 plus $42/wRVU above the 5,200 threshold
- Quality bonus excluded — expected payout is near zero under the all-or-nothing P90+ gate
- Combined 35% effective tax rate: federal + employee payroll + Minnesota state
- Loan repayment ($50,000) not included in gross — shown as a separate benefit
- Voluntary 403(b) contributions and employee health-plan share not modeled as required expenses
Revenue Breakdown (rolling out)
Revenue breakdown is rolling out specialty by specialty. Emergency medicine is live first; other specialties follow as we tune collected-revenue ranges per specialty and practice setting.
Missing Protections
Tiered quality bonus replacing all-or-nothing gate
The $15,000 bonus requires simultaneous achievement of five metrics at P90+ national quality thresholds. The expected payout for a typical outpatient IM physician is close to zero. Restructuring to $3,000 per metric independently with P50–P75 thresholds converts a phantom incentive into an expected $9,000–$12,000.
"Restructure the quality bonus to pay $3,000 per metric independently with thresholds reset to P50–P75 national quality benchmarks. Each metric triggers its own payout with no requirement to achieve the others simultaneously."
Panel size cap with capacity protection
A 2,400-patient panel is 20–33% above the national median and directly limits effective hourly rate. The contract also allows the employer to increase the panel further without compensation adjustment — creating open-ended workload expansion at fixed pay.
"Cap the panel at 2,000 active patients, consistent with P50 for outpatient internal medicine. Any increase above 2,000 requires mutual written consent and a documented staffing plan that adds clinical support before panel expansion."
After-hours portal coverage compensation
Rotating after-hours portal coverage is explicitly uncompensated. Published 2023 research documents 30–60 minutes/day of portal work for full-panel PCPs — at 2,400 patients, this is at the high end. Emerging norm is $3–$10/message or a flat stipend.
"Add a portal coverage stipend of $7,500/year for after-hours portal coverage, OR a per-message compensation rate of $5 for messages responded to outside scheduled clinic hours."
Clawback exemption for employer-initiated termination without cause
The 5-year clawback on $75,000 in sign-on and loan repayment applies even when the employer initiates termination without cause. Standard market practice exempts employer-initiated termination without cause from clawback obligations — the physician should not bear the financial consequence of the employer's business decision.
"Modify the clawback provision to exempt employer-initiated termination without cause. The 5-year clawback period for voluntary resignation and for-cause termination is acceptable; clawback triggered by employer's unilateral decision to terminate without cause is not."
Clause Analysis
"Physician shall be eligible for an annual quality incentive of $15,000 upon simultaneous achievement of: A1c control ≥78%, BP control ≥82%, CRC screening ≥76%, annual wellness visit ≥72%, patient experience score ≥4.6/5.0."
"Simultaneous achievement" is the operative language — any single metric miss forfeits the entire $15,000. The thresholds set are at or above national P90 quality performance benchmarks. National quality data shows P90 for commercial plan A1c control near 75% and BP control near 78% — this contract requires 78% and 82% respectively. The compound probability of simultaneously achieving all five at P90+ in a 2,400-patient panel with above-median workload is at or below 5%. The employer is presenting a $750 expected value as a $15,000 compensation item.
Restructure to $3,000 per metric independently, with thresholds reset to P50–P75 national quality benchmarks (A1c control ≥70%, BP control ≥72%, CRC screening ≥65%, AWV ≥60%, patient experience ≥4.3/5.0). This makes the quality program functional rather than theoretical.
"Physician shall receive $42.00 per qualifying work RVU generated above the annual threshold of 5,200 wRVUs."
The $42.00/wRVU rate sits below the 2025 national internal medicine bottom-quartile threshold of $46.55/wRVU — an automatic high-severity finding — and $12.87 under the $54.87 median. The 5,200 wRVU threshold sits just below the national median production of 5,736, so a median producer earns the marginal rate on only 536 wRVUs while the below-market base does the rest of the work. At median production the contract pays $267,512 against $314,734 at the median rate — a $47,222 annual gap, $141,666 over a 3-year term. At P75 production (7,295 wRVUs) the gap widens to $67,287 per year.
Negotiate the conversion factor to the 2025 national P50 of $54.87/wRVU and the threshold down to 5,000 wRVUs. Together the changes add approximately $17,900/year at median production — $53,600 over a 3-year term. Either change alone closes a meaningful portion of the gap.
"Physician's active patient panel shall be maintained at approximately 2,400 patients. Employer may adjust the panel size at its discretion with 30 days notice to Physician."
The combination of a 2,400-patient panel and unilateral employer adjustment rights creates an open-ended workload commitment at fixed compensation. The 2025 national outpatient internal medicine data shows a median panel of 1,800–2,000. The additional 400–600 patients add visit volume, portal messages, medication refills, and after-hours coverage demands without any additional compensation. The employer's right to increase the panel further with only 30 days notice removes any natural ceiling.
Cap panel at 2,000 patients with mutual consent required for any increase. Add a staffing ratio protection: any panel increase requires a corresponding increase in clinical support (MA, RN, or APP support) before the new patients are assigned.
"Physician shall participate in after-hours patient portal monitoring on a rotating basis as assigned by the Medical Director. No separate compensation is payable for after-hours portal coverage."
"No separate compensation is payable" confirms zero incremental pay for a defined work obligation. Published 2023 research documented average portal message response time of 30–60 minutes/day for full-panel PCPs. At 2,400 patients (above median), this is estimated at 45–75 minutes/day. On a rotating schedule covering evenings and weekends, the uncompensated time runs 130–260 hours/year. Some health systems now pay $3–$10 per message responded to outside clinic hours, or a flat annual stipend of $5,000–$10,000.
Add a portal coverage stipend of $7,500/year, or a per-message rate of $5 for messages responded to outside the defined clinic schedule. Reference the emerging health system norm on portal time compensation.
"Sign-on bonus and loan repayment are subject to pro-rated repayment if employment terminates for any reason within 60 months of the start date, including termination by Employer without cause."
"For any reason... including termination by Employer without cause" is the unusual clause. Standard market practice exempts employer-initiated without-cause termination from clawback — the physician should not be required to repay a benefit because the employer decided to end the relationship. The total clawback exposure at risk is $75,000 in year 1 ($25,000 sign-on + $50,000 loan repayment first year). Over 5 years, the declining balance creates a diminishing but real constraint on departure.
Modify the clawback to exempt employer-initiated termination without cause. The 5-year pro-rated schedule is standard for voluntary departures — applying it to the employer's unilateral decision is non-standard and should be removed.
"Employer shall provide claims-made professional liability coverage during employment. Extended reporting period coverage is Physician's sole responsibility upon separation."
Minnesota outpatient internal medicine tail premiums typically run $8,000–$18,000. Combined with the 5-year sign-on clawback, departure in the first two years could produce $25,000–$50,000 in total obligations — a meaningful constraint on leaving even if the position is not meeting expectations.
Request employer-funded tail on any separation. In the alternative, request that employer-initiated termination without cause automatically triggers employer tail obligation.
"Employer reserves the right to modify Physician's clinical schedule, primary clinic assignment, and administrative time with reasonable notice."
"Reasonable notice" is undefined. The contract reserves the right to change clinic location, schedule structure, and administrative time without defining what constitutes notice or consent. Material changes to location (requiring a longer commute) or schedule (reducing administrative time) affect compensation indirectly and quality of practice directly.
Define "reasonable notice" as not less than 90 days for location changes and not less than 60 days for schedule changes. Require mutual consent for any primary clinic location change that increases commute by more than 15 miles.
Non-Compete
LOWExists
Yes
Radius
15 miles
Duration
24 months
Governing State
Minnesota
Enforceability
Unenforceable by Law
Under Minnesota law, physician non-competes are void (Banned (statutory)). This clause is most likely unenforceable against you — a strong position. Governing law: Minn. Stat. § 181.988.
Malpractice Insurance
MODERATEType
claims-made
Coverage Limits
$1,000,000 per occurrence / $3,000,000 aggregate
Tail Coverage
Not provided — physician sole responsibility on separation
Tail Cost Estimate
$8,000–$18,000 (Minnesota outpatient internal medicine, major carriers, 2025 pricing)
Request employer-funded tail on any separation. At minimum, request that employer-initiated without-cause termination triggers employer tail obligation — consistent with the clawback exemption ask.
Termination Provisions
MODERATEWithout-Cause Notice
90 days written notice by either party
With-Cause Provisions
Immediate termination for: (1) loss of medical license, (2) DEA registration suspension, (3) felony conviction, (4) material breach not cured within 10 days, (5) exclusion from federal healthcare programs.
Physician Rights
90 days written notice to terminate without cause. Employer-initiated termination without cause triggers the full sign-on and loan repayment clawback — a significant asymmetry. No physician right to terminate for cause against employer.
Add that employer-initiated termination without cause does not trigger the sign-on or loan repayment clawback, and does trigger employer tail obligation. Also add a physician immediate-termination right if employer fails to pay compensation within 15 days of the due date.
Benefits & Leave
MODERATEHealth Insurance
Group health plan available through the employer; employee contribution required; employer contribution not specified
CME
$2,500/year CME allowance and 4 paid CME days — below the $3,500/year typical of comparable hospital-employed outpatient IM contracts (2025 national patterns)
PTO
20 days PTO per year plus holidays; does not include CME days
Retirement
403(b) through the employer's plan; employer match not specified
Disability
Short-term disability provided; long-term disability not addressed
Malpractice
Claims-made coverage provided during employment; tail not included (see Malpractice section)
Negotiation Approach
The wRVU rate is the largest single financial lever — the $42.00 rate sits below the national bottom quartile of $46.55, and aligning it to the $54.87 median with a 5,000-wRVU threshold adds approximately $17,900/year at median production. The quality bonus restructure is the second lever, converting a phantom $15,000 into an expected $9,000–$12,000. Panel size and portal coverage are workload-reduction asks that improve effective hourly rate without changing headline compensation. The clawback modification is a structural correction that is often granted because it costs the employer nothing if the physician performs and stays. Sequence in financial-impact order, lead with data.
Opening Move
"The 2025 national median for internal medicine is $54.87 per wRVU; this contract offers $42.00, which is below the national bottom quartile of $46.55. At median production the package runs roughly $47,000 a year behind the median rate. Before I can evaluate the total package, I would like the conversion factor aligned to the median and the threshold moved to 5,000 wRVUs. I would also like to discuss the quality bonus in the same conversation — the all-or-nothing five-metric gate at 90th-percentile thresholds has a near-zero expected payout."
Key Principles
- Lead with the wRVU rate data: $42.00 against a 2025 national P25 of $46.55 and median of $54.87 for hospital-employed IM — a bottom-quartile rate is the largest single financial lever in this contract.
- Quality bonus is the second ask. The all-or-nothing P90+ gate advertises $15,000 with a near-zero expected payout — national quality percentile benchmarks are publicly available; bring the specific achievement rates for each metric.
- Panel size is a workload protection ask, not a compensation ask. Frame as sustainability: "The 2025 national data shows the median panel is 1,800–2,000 for outpatient IM — a 2,400 panel increases burnout risk and reduces effective hourly rate."
- Clawback modification costs the employer nothing if you stay. Frame it as: "I want to protect my long-term commitment to this position — applying the clawback even if you terminate me without cause creates perverse incentives."
- Portal coverage stipend is an emerging norm. "Some systems now pay $5/message or a stipend — I'd like to add that standard to this contract."
Sequencing
- 1Submit written counter-proposal on the wRVU rate ($54.87 conversion factor, 5,000 threshold) and quality bonus (tiered) as a linked package
- 2Raise panel size cap as a second-phase ask with 2025 national data on median panel sizes
- 3Request clawback modification in a dedicated conversation — offer to maintain the 5-year period for voluntary departure in exchange for removing the employer-termination trigger
- 4Portal coverage stipend and CME allowance increase as final redline additions
- 5Tail coverage and the non-compete cleanup are last-phase items — lower resistance than comp items
Negotiation Priorities
Financial Impact
Aligning the rate to $54.87 with a 5,000 threshold adds approximately $17,900/year at median production — $53,600 over a 3-year term. The structural gap it corrects runs $47,222/year at median production, $141,666 over 3 years.
Current Terms
$42/wRVU above 5,200 wRVUs — below the national P25 of $46.55
The Ask
$54.87/wRVU above 5,000 wRVUs (2025 national P50 rate, P50-adjacent threshold)
Fallback
$54.87/wRVU with the threshold kept at the current 5,200, or $50/wRVU with the threshold lowered to 5,000 — either combination materially narrows the $47,222 annual gap to the median-rate market line at median production.
Walk-Away Point
$50/wRVU minimum — still $4.87 under the national median but clear of the $46.55 bottom-quartile threshold. A bottom-quartile rate is not acceptable.
Say this
“The 2025 national median for internal medicine is $54.87 per wRVU; this contract offers $42.00, which sits below the national bottom quartile of $46.55. I want the conversion factor aligned to the median and the threshold moved to 5,000 wRVUs. At median production of 5,736 wRVUs, the current structure pays $267,512 against $314,734 at the median rate, and I am asking to close that gap before we finalize.”
Financial Impact
Converts expected bonus from ~$750 to ~$9,000–$12,000 at median performance — an annual swing of $8,250–$11,250 on an item already advertised in the package, $24,750–$33,750 over a 3-year term.
Current Terms
$15,000 all-or-nothing on 5 simultaneous P90+ quality metrics
The Ask
$3,000 per metric independently at P50–P75 national quality thresholds
Fallback
$3,000 per metric independently at the contract's existing thresholds, or a two-tier structure paying half at P50–P75 achievement and the full $3,000 at the current thresholds — per-metric partial credit is the floor either way.
Walk-Away Point
Per-metric partial credit is the minimum. Any structure requiring simultaneous achievement of more than 2 metrics for any payout is not acceptable.
Say this
“I compared the quality bonus against national quality benchmarks. The five thresholds — A1c control at 78%, BP control at 82%, colorectal screening at 76%, wellness visit completion at 72%, and patient experience at 4.6 — sit at or above the 90th percentile nationally, and the all-or-nothing gate puts the expected payout near $750 on a $15,000 advertised bonus. I want this restructured to $3,000 per metric independently, with thresholds reset to P50–P75 national benchmarks. That makes the quality program functional for both of us instead of theoretical.”
Financial Impact
Reduces uncompensated workload by an estimated 400–600 patients' worth of portal messages, refills, and visit volume. Equivalent effective hourly rate improvement of $8,000–$15,000/year — $24,000–$45,000 over a 3-year term.
Current Terms
2,400 active patients with employer right to increase with 30 days notice
The Ask
2,000 active patients maximum; mutual consent required for any increase
Fallback
A 2,200-patient cap with mutual written consent required for any increase, plus a staffing-ratio protection that adds clinical support before any new patients are assigned — the unilateral 30-day adjustment right comes out in any accepted version.
Walk-Away Point
2,200 patients with a mutual consent requirement for further increases.
Say this
“The 2025 national data puts the median outpatient internal medicine panel at 1,800 to 2,000 active patients; this contract sets mine at 2,400 with a unilateral right to increase it on 30 days notice. I want the panel capped at 2,000 with mutual consent required for any increase. This is a sustainability protection — it keeps my effective hourly rate and patient access where they need to be for the long term.”
Financial Impact
At 130–260 uncompensated hours/year, a $7,500 stipend values the work at $29–$58/hour — below what in-office time is worth but a meaningful correction. $7,500/year is $22,500 over a 3-year term.
Current Terms
After-hours portal coverage required — no compensation
The Ask
$7,500/year stipend OR $5 per message responded to outside clinic hours
Fallback
$5 per message responded to outside clinic hours with no flat stipend, or a $5,000/year stipend — at 130–260 hours of documented after-hours portal work annually, $5,000 is the lowest defensible figure.
Walk-Away Point
$5,000/year stipend minimum. Below this, the portal work is compensated below minimum wage on an hourly basis.
Say this
“The after-hours portal coverage in this contract is a defined work obligation with no compensation attached. Published research puts portal work at 30 to 60 minutes per day for full-panel physicians, which at a 2,400-patient panel runs an estimated 130 to 260 hours per year. I want either a $7,500 annual stipend or $5 per message answered outside scheduled clinic hours. Health systems are already paying $3 to $10 per message or flat stipends of $5,000 to $10,000 for exactly this work.”
Financial Impact
Eliminates a $15,000–$75,000 contingent liability across years 1–5 if the employer decides to end the relationship — up to $75,000 of exposure in year 1, with roughly $45,000 still outstanding at the end of year 3. The current structure effectively indemnifies the employer's hiring mistakes at the physician's expense.
Current Terms
5-year clawback on $75,000 applies even to employer-initiated termination without cause
The Ask
5-year clawback applies only to voluntary resignation and for-cause termination; employer-initiated without-cause termination is exempt
Fallback
If the employer resists a full exemption, limit the without-cause clawback exposure to the pro-rated $25,000 sign-on portion only, excluding the $50,000 loan repayment — the 5-year schedule stays intact for voluntary resignation and for-cause termination.
Walk-Away Point
Employer-termination-without-cause clawback exemption is non-negotiable. The physician should never be required to repay benefits because the employer chose to terminate.
Say this
“The clawback as written requires me to repay up to $75,000 — the $25,000 sign-on plus the $50,000 loan repayment — even if the employer terminates me without cause. Standard market practice exempts employer-initiated without-cause termination, because I should not bear the cost of a decision that is entirely the employer's. I am asking for that exemption while keeping the full 5-year pro-rated schedule for voluntary resignation and for-cause termination. This change costs you nothing if I perform and stay.”
Financial Impact
$0 annual and $0 3-year direct impact — the clause is void by statute. The value is certainty: striking the dead clause removes any future dispute or legal-fee exposure at separation.
Current Terms
15-mile radius from each of 12 system clinics, 24 months — void under Minn. Stat. § 181.988 for agreements entered on or after July 1, 2023
The Ask
Remove the non-compete entirely so the written contract matches Minnesota law
Fallback
A written acknowledgment that the covenant is void and unenforceable under Minn. Stat. § 181.988 — the statute already nullifies the clause, so the acknowledgment costs the employer nothing.
Walk-Away Point
Not a walk-away item — the clause is unenforceable under Minnesota law whether or not the employer agrees to strike it.
Say this
“Minnesota law makes covenants not to compete in employment agreements entered on or after July 1, 2023 void and unenforceable, and this agreement post-dates that. I am asking that the non-compete be struck so the contract reflects current law. The clause is already void — removing it costs nothing and avoids any confusion at separation.”
Generate Counter-Proposal
What this section does
- Generates a full counter-proposal letter in your chosen tone (warm or firm), addressed to the employer, citing specific specialty benchmarks and your negotiation priorities.
- Lets you select which priorities to include, and supports both new-offer and renegotiation letter types with an optional contract start date.
- Output is editable, copyable, and prints to PDF alongside the report — ready to send, or revise it first.
Unlimited Q&A
Example question
Unlimited Q&A — ask follow-up questions about your analysis
Ask about any clause, negotiate strategy, what specific language to request, or what a term means in practice. Answers are grounded in your actual contract text and benchmarks for your specialty. Yours forever — come back any time.
Available with full analysis — $97Internal Medicine (Outpatient) analyzer
Run your own Internal Medicine (Outpatient) contract through this.
Same engine, same benchmarks, same red-flag detection — applied to your specific contract instead of the sample above. $97 per analysis.
Often reimbursable through your program’s CME stipend or educational allowance. Learn more about institutional pricing for residency programs.