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Sample Report
OB/GYN Contract — Sample Analysis
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Contract Analysis · Obstetrics and Gynecology
sample-obgyn-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
$160,300 – $264,050
Mid-range: $178,350
Gross $310,000 – $377,650 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 runs $160,000–$264,000 on gross of $310,000–$377,650. Because the bonus threshold sits above median production, gross holds at the $310,000 base through the P25 and median production scenarios and rises only at top-quartile volume. The biggest expense lines are taxes, the fully physician-paid dependent health premium ($18,000–$26,000), and the own-occupation disability supplement. W-2 status in a no-state-income-tax state keeps the gross-to-net ratio near 57% at the midpoint.
Executive Summary
This contract presents a $310,000 base salary against a 2025 national OB/GYN median total compensation of $399,519 (P25 $332,598, P75 $488,761) — leaving roughly $89,500 of the median package to be earned through a productivity bonus that pays $0 at typical production. The 8,000 wRVU bonus threshold sits 769 wRVUs above the national median production of 7,231 wRVUs/year, so the median producer earns no bonus at all. Meaningful bonus dollars appear only at top-quartile volume: P75 production of 9,230 wRVUs yields $67,650 under this plan.
The largest contingent liability is malpractice tail. The policy is claims-made and the contract is silent on who pays for tail coverage on separation. Florida OB/GYN tail premiums are among the highest in medicine — typical estimates run $80,000–$120,000 because OB malpractice carries a 21-year statute of limitations for obstetric claims under Fla. Stat. § 95.11(4)(b). The contract assigns that cost to the physician by default at exactly the moment of job transition.
Delivery compensation is lumped into the wRVU pool without a separate per-delivery stipend or weekend laborist call pay. The contract assigns 1 in 5 weekend laborist call shifts at the base rate, against a market where the 2025 national median OB/GYN weekend call rate is $1,350 per day (P25 $900, P75 $2,600) in addition to wRVU production. The structure transfers the unpaid coverage burden onto the physician.
The non-compete is 20 miles and 24 months, measured from every Employer facility where the physician practiced in the final year. The dedicated Non-Compete section of this report carries the verified Florida assessment of those terms. The contract is not a non-starter, but four items must be negotiated: tail coverage, bonus threshold, non-compete scope, and delivery and call compensation.
Key Red Flags
- Bonus threshold of 8,000 wRVUs sits 769 wRVUs above the 2025 national OB/GYN median production of 7,231 — the bonus pays $0 for the typical producer, leaving the roughly $89,500 gap to median total compensation ($399,519) unfunded
- Claims-made malpractice with no employer-funded tail — Florida OB/GYN tail typically $80,000–$120,000 due to 21-year obstetric statute of limitations
- Delivery and weekend laborist call compensated at base rate — no call premium against a 2025 national median weekend rate of $1,350/day (P25 $900, P75 $2,600)
- 20-mile, 24-month non-compete measured from every Employer facility where the physician practiced — scope is negotiable before signing (see the Non-Compete section)
- No surgical first-assistant fee allocation — hysterectomy and C-section assistant fees flow to employer
Key Strengths
- Guaranteed base of $310,000 — above the 2025 national P25 base compensation of $278,508 — provides an income floor independent of delivery volume or payer mix
- Claims-made coverage is employer-funded during active employment (tail is the only unresolved malpractice exposure)
- Defined 1-in-5 weekend laborist schedule is rotationally fair even if compensation is below market
Compensation Analysis
HIGHYour $/wRVU vs the market
Your effective rate of $42.87/wRVU sits at the 23rd 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
Base Rate
$310,000 / year
Shift differentials: No laborist or weekend differential defined — 1-in-5 weekend laborist call paid at base rate
wRVU Rate vs Benchmark
The 2025 national OB/GYN $/wRVU benchmarks: P25 $47.44, median $56.83, P75 $70.32. The $55 contract rate sits $7.56 above P25 and $1.83 below the national median — the economic damage is not the rate, it is the 8,000 wRVU threshold above which the rate applies. At P25 production (5,242 wRVUs): the $310,000 guarantee runs roughly $12,100 ahead of the median-rate market figure of $297,903, so the floor protects low-volume years. At median production (7,231 wRVUs): the contract pays $310,000 against a median-rate market figure of $410,938 — a $100,938 annual gap and $302,814 over a 3-year term. At P75 production (9,230 wRVUs): the contract pays $377,650 against $524,541 — a $146,891 annual gap, $440,673 over three years.
Multiplier: $55.00/wRVU · work RVU
Sign-on Bonus
$30,000
3-year linear vest with full repayment if separation in year 1; pro-rata months 13–36
CME Coverage
$3,500/year allowance, 5 CME days
Productivity Bonus
$55/wRVU on production above 8,000 wRVUs/year, paid quarterly in arrears
Net Take-Home
Gross (P25 – P75)
$310,000 – $377,650
Mid: $310,000
Classification
W-2
Drives the expense math
Estimated take-home
$160,300 – $264,050
Mid: $178,350
| Expense line | Annual range | Note |
|---|---|---|
| Federal and Florida state income tax (Florida has no state income tax) | $78,000 – $100,000 | Marginal federal rate of 32–35% on the W-2 OB/GYN bracket. No FL state income tax. |
| Payroll taxes (FICA + Medicare physician portion) | $14,000 – $16,500 | Employee-side Social Security and Medicare payroll taxes. |
| Dependent health insurance premium (employer pays 0% of dependents) | $18,000 – $26,000 | Employer covers 80% of physician premium and 0% of dependent — full dependent cost on physician. |
| Disability insurance (own-occupation supplemental policy) | $2,400 – $4,800 | Group LTD covers 60% of base salary only. Own-occupation supplemental is essential for OB/GYN given procedural disability exposure. |
| Professional dues, board recertification, specialty society membership | $1,200 – $2,400 | Not all employer-reimbursed under the $3,500 CME allowance. |
Assumptions
- Married filing jointly with one dependent on physician's health plan
- No additional W-2 income from spouse
- No 1099 side income or moonlighting
- Pre-tax retirement contributions excluded from the net calculation — they appear in retirement savings, not take-home
- Florida state income tax = 0; figures would differ materially in CA, NY, or NJ
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
Employer-funded malpractice tail coverage
Claims-made policy with no employer tail obligation. Florida OB/GYN tail typically runs $80,000–$120,000 due to the 21-year obstetric statute of limitations under Fla. Stat. § 95.11(4)(b). Without this language, the physician absorbs the entire cost at separation — when liquidity is lowest.
"Add language that the employer funds tail coverage upon any separation event, including without-cause termination, voluntary resignation with standard notice, and retirement. Quantify in writing using the carrier's current tail formula."
Per-delivery stipend or weekend laborist call differential
OB/GYN compensation has at least three revenue streams: outpatient wRVUs, scheduled C-sections and hysterectomies, and weekend/overnight laborist coverage. This contract collapses all three into a single wRVU pool. Market structures pay laborist call separately — the 2025 national median OB/GYN weekend call rate is $1,350/day (P25 $900, P75 $2,600) and the median daily call rate is $900 — or include a per-delivery stipend (commonly $200–$300/delivery).
"Add a weekend laborist call rate of $1,350 per day — the national median weekend rate — or a per-delivery stipend of $250 for deliveries performed during non-scheduled hours. Either structure compensates the work that is currently uncompensated below the bonus threshold."
Surgical first-assistant fee allocation
Hysterectomies, C-sections, and complex GYN procedures generate first-assistant and co-surgeon fees. Without a written allocation, these collections flow to the employer. Standard market structures credit the surgeon with 100% of the first-assistant fee or a 50/50 split with a designated co-surgeon physician.
"Add language allocating first-assistant fees on surgical procedures to the operating surgeon, or a defined split if a second surgeon is documented as co-surgeon."
Pregnancy continuity carve-out in the non-compete
A 20-mile non-compete forces transition of established pregnancies if the physician leaves mid-cycle. OB/GYN patient continuity is uniquely time-bound — a patient at 28 weeks cannot be transferred without disruption. Continuity-of-pregnancy carve-outs are common in OB/GYN contracts and rarely opposed because they protect both physician and patient.
"Add a continuity-of-pregnancy carve-out permitting the physician to complete care for any patient currently under prenatal care at the time of separation, regardless of the non-compete restriction."
Maternity / parental leave terms in the contract itself
The contract defers parental leave to the employee handbook, which the employer can modify unilaterally. For an OB/GYN physician, the irony of a vague parental leave policy is sharp. Contract-level terms protect against handbook revision.
"Add to the contract: 12 weeks of paid parental leave at full salary, wRVU credit during leave benchmarked to the prior-year personal average, and employer-paid locum coverage during the leave period."
Clause Analysis
""Physician shall earn a productivity bonus of fifty-five dollars ($55) per work RVU for each wRVU personally generated in excess of eight thousand (8,000) wRVUs per calendar year, paid quarterly in arrears.""
The 8,000 wRVU threshold sits 769 wRVUs above the 2025 national OB/GYN median production of 7,231 wRVUs/year. At median production the bonus pays $0, and the effective rate on total work is $42.87/wRVU — below the national P25 benchmark rate of $47.44. Bonus dollars appear only at top-quartile volume: at P75 production (9,230 wRVUs) the plan pays $67,650, against a median-rate market figure of $524,541 for that production level.
Negotiate the threshold to 6,500 wRVUs — below the national median production of 7,231. At median production that pays $40,205/year, closing meaningful ground on the roughly $89,500 gap to the median total compensation of $399,519. If the employer holds at a higher threshold, take 7,000 wRVUs with the rate raised to $57/wRVU — the national median rate is $56.83.
""Employer shall provide claims-made professional liability coverage with limits of $1,000,000 per occurrence and $3,000,000 aggregate during the term of Physician's employment.""
No tail (extended reporting period) commitment. Florida OB/GYN tail under a claims-made policy typically costs $80,000–$120,000, driven by the 21-year obstetric statute of limitations and the high-severity nature of OB claims. Silence on tail defaults the entire cost to the physician at separation.
Add explicit language: "Upon separation for any reason except for-cause termination involving moral turpitude, Employer shall fund tail coverage at Employer's expense for a period of at least 21 years to cover obstetric claims under Florida's extended statute of limitations."
""Employer shall pay eighty percent (80%) of the premium for Physician's individual coverage under the Employer's group health plan. Physician shall be responsible for the full premium cost of any dependent coverage elected.""
The employer covers 80% of the physician-only premium and 0% of dependent premiums. For a family plan, the dependent share runs $18,000–$26,000 per year in after-tax dollars — $54,000–$78,000 over a 3-year term. Market practice for hospital-employed physicians is 50–70% employer contribution toward dependent coverage.
Negotiate a 50% employer contribution toward dependent premiums. Fallback: a fixed annual benefits stipend of $9,000–$13,000 indexed to the dependent premium, or employer HSA seeding that offsets roughly half the dependent cost.
""Physician shall participate in the weekend laborist call rotation, providing in-house labor and delivery coverage on a 1-in-5 schedule. Coverage is compensated as part of the base salary.""
In-house weekend laborist call is among the highest-acuity, highest-liability work in OB/GYN. 2025 national OB/GYN call data put the median weekend call rate at $1,350 per day (P25 $900, P75 $2,600) and the median daily call rate at $900. Folding roughly 10 covered weekends (20 coverage days) a year into a base that runs about $21,000 below the median base compensation of $330,993 transfers premium work onto the physician at a $0 marginal rate.
Add a defined weekend laborist call rate of $1,350/day — the national median weekend rate — in addition to base salary, OR convert to a per-delivery stipend model for non-scheduled deliveries. Even at the P25 weekend rate of $900/day, the differential is worth $18,000/year on this rotation.
""Physician shall receive a sign-on bonus of thirty thousand dollars ($30,000), with one hundred percent (100%) repayment obligation if Physician separates from Employer prior to the first anniversary of the Effective Date. Pro-rata repayment shall apply months thirteen through thirty-six.""
Full repayment in year one is an aggressive structure for a $30,000 bonus. A standard market structure pro-rates from month one (1/36 forgiven per month over 36 months) or waives repayment entirely on without-cause termination.
Negotiate pro-rata from month one and a waiver of repayment on without-cause termination or substantial change to position. Both are standard concessions for hospital systems.
""Either party may terminate this Agreement without cause upon ninety (90) days written notice.""
90 days is at the lower end of market for OB/GYN. Continuity of obstetric care realistically requires 120–180 days to transition active prenatal patients and complete deliveries within the planned window. 90 days creates a forced handoff for patients in their third trimester.
Negotiate to 180 days, OR retain 90 days but add a continuity provision permitting the physician to complete deliveries scheduled within the 6 months following notice.
Non-Compete
HIGHExists
Yes
Radius
20 miles
Duration
24 months
Governing State
Florida
Enforceability
Strongly Enforceable
Landmark cases: 21st Century Oncology, Inc. v. Moody (2019, N.D. Fla.): Upheld constitutionality of § 542.336 against Contracts/Due Process/Equal Protection challenges; employer (which had all 9 radiation oncologists in Lee County) failed to show likelihood of success and was denied a preliminary injunction. A government/statute win rather than a clean employer or physician outcome — the specialty-monopoly void rule survived.
Florida enforces reasonable physician non-competes (Enforceable — strongly employer-favorable statute). Treat this as binding and negotiate the scope down now. Your 20-mile radius exceeds what Florida courts typically uphold (5–15 miles) — push it into that range. Governing law: Fla. Stat. § 542.335 (general); Fla. Stat. § 542.336 (physician specialty-monopoly void rule).
Malpractice Insurance
HIGHType
claims-made
Coverage Limits
$1,000,000 per occurrence / $3,000,000 aggregate
Tail Coverage
Not addressed in contract. Default rule under claims-made policies: tail coverage obligation falls to the physician at separation.
Tail Cost Estimate
Florida OB/GYN tail typically runs $80,000–$120,000 under standard claims-made policies. The 21-year obstetric statute of limitations under Fla. Stat. § 95.11(4)(b) drives premiums materially higher than non-OB specialties.
Two changes required: (1) Add explicit employer-funded tail coverage on any separation other than for-cause termination involving moral turpitude. (2) Add consent-to-settle language with reasonableness standard — settlement requires physician written consent, which physician shall not unreasonably withhold.
Termination Provisions
MODERATEWithout-Cause Notice
90 days written notice by either party. Lower end of market for OB/GYN given obstetric care continuity requirements.
With-Cause Provisions
Standard for-cause definition includes: (a) loss of medical license; (b) loss of hospital privileges at any Employer facility; (c) loss of DEA registration; (d) felony conviction; (e) material breach uncured after 30 days notice. The hospital privileges clause is particularly aggressive — privilege actions often reflect peer-review disputes rather than clinical incompetence, and the contract allows termination on the basis of an interim privilege restriction.
Physician Rights
Limited. The contract permits physician termination for: (a) employer material breach uncured after 30 days notice; (b) sale, merger, or change of control of the Employer. No express right to terminate for substantial schedule modification, reassignment to a different facility, or material reduction in compensation structure.
Extend without-cause notice to 180 days for the physician's benefit (or retain 90 days mutual with continuity-of-care carve-out for active pregnancies). Add physician termination rights for: substantial schedule modification (>20% change), reassignment to a different facility, and any material reduction in compensation structure. Modify for-cause hospital privilege clause to require final non-appealable adverse action — not interim restriction.
Benefits & Leave
MODERATEHealth Insurance
Group health plan effective first day of employment. Employer pays 80% of premium for physician; physician pays 100% of dependent premium. Market is 80–90% employer-paid for physician and 50–70% for dependents.
CME
$3,500/year allowance and 5 CME days. Market range for OB/GYN: $3,500–$5,000 allowance and 5–7 CME days. Slightly below market but within negotiable range.
PTO
20 days PTO + 5 sick days + 6 federal holidays — 200 hours of combined PTO and sick time against a 2025 national median total PTO for OB/GYN of 240 hours. Modestly below median.
Retirement
403(b) with 4% employer match after 1 year of service — roughly $12,400 on the base salary, just below the 2025 national median employer retirement contribution for OB/GYN of $14,490/year (P25 $7,950, P75 $38,908). Negotiable, but not an outlier.
Disability
Group long-term disability covering 60% of base salary, after 90-day elimination period. Specialty-specific own-occupation disability not included — significant gap for procedural specialty.
Malpractice
Claims-made, $1M / $3M, employer-paid during active employment. Tail coverage not addressed (see Malpractice section).
Negotiation Approach
Lead with the tail coverage gap — it is the largest concrete dollar exposure and the most defensible ask. Stack the bonus threshold, non-compete scope, and weekend call compensation after. The strategy is to anchor on the tail (~$100,000 contingent liability) and frame the remaining items as smaller corrections to reach fair-market terms.
Opening Move
Email the recruiter with one paragraph: "Before counter, I want to flag four items in the contract that fall outside current Florida OB/GYN market terms. They are tail coverage, bonus threshold, non-compete scope, and weekend laborist compensation. I have specific market data on each. Could we set a 30-minute call to walk through them?" The framing of "outside market terms" — not "I want more money" — anchors the conversation in benchmarks.
Key Principles
- Lead with the largest dollar item (tail), not the smallest (CME budget). Anchoring matters.
- Frame every ask in benchmark language: "P50," "Florida market typical," "professional-society standard practice." Avoid first-person preference framing.
- Bundle related asks. Tail + non-compete together is one conversation; bonus threshold + call compensation together is another. Each bundle is one decision for the employer.
- Hold for written language, not verbal commitment. "We typically do that" is not enforceable. Get the redline.
Sequencing
- 1Email opening (frame, set 30-min call)
- 230-min call: walk through items in order of dollar impact (tail → bonus → non-compete → call)
- 3Receive counter in writing within 5 business days
- 4One round of refinement on remaining items
- 5Final redlined contract for execution
Negotiation Priorities
Financial Impact
$80,000–$120,000 contingent liability eliminated — roughly $27,000–$40,000 per year of exposure avoided across a 3-year term. The single highest-dollar item in this contract.
Current Terms
Silent — tail defaults to physician at separation
The Ask
Employer-funded tail coverage on any separation except for-cause termination involving moral turpitude, covering the 21-year Florida obstetric statute of limitations
Fallback
Employer funds 100% of tail on without-cause termination and on any separation after the third anniversary; cost split 50/50 on voluntary resignation before then. Fully physician-paid tail is not acceptable under any scenario.
Walk-Away Point
If employer refuses tail coverage entirely, the contract is not signable at this compensation level. Tail represents 25–40% of one year's base salary in dollar terms.
Say this
“The policy is claims-made and the contract is silent on tail. Florida OB/GYN tail runs $80,000 to $120,000 because obstetric claims carry a 21-year statute of limitations — that is 25 to 40 percent of one year's base salary landing on me at the moment of separation. I need employer-funded tail coverage on any separation other than for-cause termination written into the agreement before we move to the other items.”
Financial Impact
At median production (7,231 wRVUs), a 6,500 threshold pays $40,205/year — $120,615 over a 3-year term — versus $0 under current terms. At P75 production (9,230 wRVUs), the target pays $150,150/year versus $67,650 as written.
Current Terms
$55/wRVU above an 8,000 wRVU threshold — 769 wRVUs above the 2025 national OB/GYN median production of 7,231
The Ask
$55/wRVU above a 6,500 wRVU threshold (below the national median of 7,231)
Fallback
Threshold at 7,000 wRVUs with the rate raised from $55 to $57/wRVU — the national median rate is $56.83 — to offset the higher trigger.
Walk-Away Point
A threshold at or above 8,000 wRVUs pays $0 at median production and is not signable without a base increase. Threshold at or below the national median of 7,231 is acceptable; 6,500 or lower is target.
Say this
“The 2025 national OB/GYN data put median production at 7,231 wRVUs and the 75th percentile at 9,230. A threshold of 8,000 sits 769 wRVUs above the median, which means the typical producer earns $0 from this plan. I want the threshold reset to 6,500 wRVUs at the existing $55 rate, so the productivity component is a real part of this package rather than a number on paper.”
Financial Impact
Optionality value of $25,000–$50,000 per year of restriction avoided — $75,000–$150,000 over a 3-year horizon — measured as the difference between taking a competing position in the same metro and relocating or sitting out.
Current Terms
20 miles, 24 months, no carve-outs
The Ask
10 miles and 12 months — inside the 5–15 mile range Florida courts typically uphold — with a continuity-of-pregnancy carve-out and a carve-out for facilities where the physician already holds privileges
Fallback
15 miles and 18 months with both carve-outs retained, plus a defined buy-out option at 50% of one year's base salary.
Walk-Away Point
A 20-mile, 24-month lockout with no carve-outs and no buy-out is career-limiting in a single-metro market. 15 miles / 18 months with carve-outs is acceptable; 10 miles / 12 months is target.
Say this
“Florida treats non-competes as binding, and the 20-mile radius in this draft exceeds the 5-to-15-mile range Florida courts typically uphold. I am asking for 10 miles and 12 months, with a continuity-of-pregnancy carve-out so patients under prenatal care at separation can complete their deliveries without disruption. If the radius must stay wider, I need a defined buy-out at 50 percent of one year's base salary in the agreement.”
Financial Impact
At the median weekend rate of $1,350/day across roughly 20 coverage days, $27,000/year — $81,000 over a 3-year term. At the P25 rate of $900/day, $18,000/year and $54,000 cumulative.
Current Terms
1-in-5 weekend laborist call included in base salary — approximately 10 covered weekends (20 coverage days) per year
The Ask
$1,350/day weekend laborist differential — the 2025 national median weekend call rate — in addition to base salary, OR a per-delivery stipend of $250 for non-scheduled deliveries
Fallback
$900/day weekend differential — the national P25 weekend rate and the median daily call rate — or the $250 per-delivery stipend limited to non-scheduled deliveries performed during laborist shifts.
Walk-Away Point
If employer refuses any laborist differential, the marginal rate for in-house weekend OB coverage is $0 — a structural disconnect that warrants either an exit clause or a base salary increase to compensate.
Say this
“The 2025 national median weekend call rate for OB/GYN is $1,350 per day, and this contract folds roughly 20 weekend coverage days a year into a base that runs about $21,000 below the median base of $330,993. I am asking for a $1,350 per-day weekend differential, or a $250 per-delivery stipend for non-scheduled deliveries. Either structure pays for high-acuity work that is currently uncompensated.”
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.
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Run your own OB/GYN contract through this.
Same engine, same benchmarks, same red-flag detection — applied to your specific contract instead of the sample above. $97 per analysis.
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