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Sample Report
Urgent Care Contract — Sample Analysis
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Contract Analysis · Urgent Care
sample-urgent-care-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
$211,500 – $262,500
Mid-range: $232,500
Gross $282,000 – $350,000 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 $232,500 on $310,000 gross, with a range of $211,500–$262,500 on gross of $282,000–$350,000. Estimated taxes are the only modeled expense line — a 25% effective rate covering federal and employee payroll, with no Texas state income tax. Dependent health premiums (employer pays 0% of dependent coverage) and supplemental disability would come out of the net.
Executive Summary
This contract annualizes to $282,000 at contract-scheduled hours (1,880 clinical hours/year) — $5,520 below the 2025 national urgent-care median total compensation of $287,520 (P25 $198,400, P75 $360,023), roughly the 48th percentile. The production-adjusted picture is weaker: at the national median 6,136 wRVUs/year, the effective rate is $45.96/wRVU — the 39th percentile against the national median of $50.95/wRVU (P25 $39.31, P75 $62.15).
The larger structural issue is what the hourly rate buys. The contract requires a 3.5 patient-per-hour minimum to remain in good standing for shift assignment, with a per-patient bonus of $8 above 4.0 patients/hour. The minimum is operationally at the reported sustainable-volume median; the bonus threshold is at the top of the sustainable range. The structure converts a $150/hour rate into a volume-incentive model where the bonus is only meaningfully earned at unsustainable patient-per-hour rates.
Procedure compensation is bundled. Lacerations, joint injections, I&D, splinting, and other UC procedures carry the highest revenue per encounter in the urgent-care mix, and the contract pays a flat hourly with no procedure differential. The 2025 national survey puts median urgent-care collections at $83.09 per wRVU against a median $50.95/wRVU of physician compensation — a 0.518 median comp-to-collections ratio — and the procedure premium inside that spread goes entirely to the employer.
The shift assignment clause permits unilateral site rotation across any clinic in the regional cluster (defined as a 50-mile radius). The clause is the largest hidden compensation issue in chain UC contracts — a 5-mile home-clinic commute can become a 45-mile drive at the employer's discretion without your consent. The clause should be limited.
The contract contains a non-compete: 12-month duration, 10-mile radius from any clinic where the physician practiced during the final twelve months of employment, with no buy-out provision in the contract text. State-specific enforceability is assessed in the dedicated non-compete section of this report.
The contract is signable with four changes: hourly rate adjustment, procedure differential, site rotation limit, and revised non-compete terms.
Key Red Flags
- Annualized $282,000 sits $5,520 below the 2025 national urgent-care median of $287,520, and the effective $45.96/wRVU at median production is the 39th percentile against the $50.95/wRVU national median
- Volume incentive structured around 4.0 patients/hour threshold — at or above the reported sustainable median, generating bonus only at unsustainable pace
- Procedure compensation (laceration, joint injection, I&D, splinting) bundled into flat hourly — no per-procedure differential despite disproportionate revenue contribution
- Site rotation clause permits unilateral assignment to any clinic within 50-mile radius — hidden commute cost and schedule disruption
- 12-month, 10-mile non-compete with no buy-out provision in the contract text
Key Strengths
- Claims-made malpractice with employer-funded tail coverage on without-cause separation — better than typical chain UC contract
- Texas has no state income tax — gross-to-net ratio favorable versus comparable UC roles in CA, NY, or IL
- 4 weeks PTO and defined CME budget — typical for chain UC
Compensation Analysis
HIGHYour $/wRVU vs the market
Your effective rate of $45.96/wRVU sits at the 39th 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
Hourly + Per-Patient Volume Bonus
Base Rate
$150/hour
Hourly Rate vs Market
2025 national urgent-care benchmarks: total compensation P25 $198,400, median $287,520, P75 $360,023. The contract's $282,000 at scheduled hours sits at roughly the 48th percentile — $5,520 below median. Production-adjusted, the effective $45.96/wRVU at the median 6,136 wRVUs/year is the 39th percentile against the $50.95/wRVU national median (P25 $39.31, P75 $62.15).
Annualized: $282,000 at contract-scheduled hours (1,880 clinical hours/year, excluding PTO and holidays). $300,000 at a full 50-week year if PTO replacement shifts are taken.
Shift differentials: No weekend, holiday, or overnight differential defined
wRVU Rate vs Benchmark
If restructured to a wRVU basis: 2025 national urgent-care $/wRVU runs P25 $39.31, median $50.95, P75 $62.15, on median production of 6,136 wRVUs/year (P25 4,397, P75 7,843).
Sign-on Bonus
$15,000
2-year linear vest with full repayment if separation in year 1; pro-rata months 13–24
CME Coverage
$2,000/year allowance, 3 CME days
Productivity Bonus
$8/patient bonus for encounters above 4.0 patients/hour, calculated per shift, paid quarterly in arrears
Net Take-Home
Gross (P25 – P75)
$282,000 – $350,000
Mid: $310,000
Classification
W-2
Drives the expense math
Estimated take-home
$211,500 – $262,500
Mid: $232,500
| Expense line | Annual range | Note |
|---|---|---|
| Estimated taxes (federal + payroll + state) | $70,500 – $87,500 | W-2: federal + employee payroll + TX (25% effective). |
Assumptions
- W-2 classification; 25% effective tax rate (federal + employee payroll; Texas has no state income tax)
- No 1099 side income or moonlighting
- Dependent health premiums and supplemental disability coverage not netted out of take-home
- Retirement contributions not netted out
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
Procedure-specific per-encounter differential
The 2025 national survey shows urgent-care physicians collect a median $83.09 per wRVU for their employers against a median $50.95/wRVU in compensation — a 0.518 median comp-to-collections ratio — and procedure encounters (lacerations, joint injections, I&D, splinting) carry the highest revenue per encounter in the UC mix. The flat hourly structure pays procedure work at the same rate as a routine acute visit, transferring the procedure revenue premium entirely to the employer.
"Add a procedure-specific differential: $25 per laceration repair (CPT 12001–12018), $20 per joint injection (CPT 20600–20611), $30 per I&D (CPT 10060–10081), $15 per splint or cast application (CPT 29105–29581). Paid per shift, in addition to base hourly rate."
Weekend, holiday, and overnight shift differentials
Standard UC shift differentials run 1.25–1.5× base for weekends, 1.5–2× for federal holidays, and 1.5× for overnight (10 PM–7 AM) shifts. The contract pays flat hourly regardless of shift type, which transfers the demand-premium shifts to the physician at base rate while the chain captures the volume revenue from extended hours.
"Add shift differentials: 1.3× base for Saturday and Sunday shifts, 1.75× base for federal holidays, and 1.5× base for shifts between 10:00 PM and 6:00 AM."
Site assignment radius limit
The contract permits unilateral reassignment to any clinic within a 50-mile radius. The physician's 5-mile home commute can become a 45-mile drive without consent. National survey data shows site rotation is the most common source of physician dissatisfaction in chain UC contracts. Market structures typically limit reassignment to a 15–20 mile radius from the physician's designated home clinic, with longer-distance reassignment requiring written physician consent.
"Add a site assignment limit: physician may be reassigned to clinics within a 15-mile radius of the designated home clinic. Reassignment outside this radius requires written physician consent or a $50/shift mileage stipend for the duration of the reassignment."
Non-compete conformance to the Texas statutory caps (SB 1318)
This agreement starts September 15, 2025 — after the September 1, 2025 effective date of SB 1318, which amended Tex. Bus. & Com. Code 15.50(b). The amended statute caps physician non-competes at a 5-mile radius from the primary practice location and a 1-year duration, mandates a buy-out capped at the physician's total annual salary and wages at termination, requires clear and conspicuous terms, and voids the covenant on involuntary discharge without good cause. The contract's 10-mile radius is twice the statutory cap and the mandatory buy-out is absent.
"Redraft Section 6.1 to the statutory limits: a five (5) mile radius from Physician's primary practice location, twelve (12) month maximum duration, a buy-out not to exceed Physician's total annual salary and wages at termination, clear and conspicuous restatement of the covenant terms, and express voiding of the covenant on involuntary discharge without good cause."
Minimum-hours guarantee
The contract is silent on minimum scheduled hours, leaving the chain free to reduce hours without breach. National data shows chain UC contracts increasingly use scheduling flexibility to manage variable demand at physician expense — typical reductions are 10–20% during low-volume periods (summer, post-flu season).
"Add a minimum guarantee: 35 hours/week scheduled at base hourly, with employer paying full hourly rate for any unscheduled time below the 35-hour minimum."
Clause Analysis
""Physician shall be compensated at a base hourly rate of one hundred fifty dollars ($150) per scheduled clinical hour. Physician shall also earn a volume bonus of eight dollars ($8) per patient encounter above four (4.0) patients per scheduled hour, calculated per shift and paid quarterly in arrears.""
Annualized at contract hours, the $150 rate produces $282,000 — $5,520 below the 2025 national urgent-care median of $287,520 — and an effective $45.96/wRVU at median production, the 39th percentile against the $50.95/wRVU national median. The volume bonus structure is mathematically functional but operationally aggressive — at 4.0 patients/hour, the physician is at the median sustainable volume, and any bonus accrual requires sustained higher pace. The structure encourages volume over thoroughness and creates burnout risk.
Negotiate to $165/hour base — $310,200 at contract hours, which clears the 2025 national median total compensation of $287,520 and brings the effective production rate to roughly the $50.95/wRVU national median — and lower the volume bonus threshold to 3.5 patients/hour at $10/patient. The combined adjustment recovers $20,000–$30,000/year and aligns the incentive at a more sustainable pace.
""Employer retains the right to assign Physician to any clinical location within Employer's regional cluster, defined as a fifty (50) mile radius from Physician's designated home clinic. Assignment changes may be made upon seventy-two (72) hours written notice.""
50-mile radius with 72-hour notice is the most aggressive site-rotation clause typical in PE-backed UC chains. The clause permits a Monday 5-mile commute to become a Friday 45-mile commute at the chain's discretion. The 72-hour notice does not provide meaningful planning time. The clause is the single most-cited source of physician departure from PE-backed UC chains.
Negotiate to a 15-mile radius limit from designated home clinic, with longer-distance assignment requiring either written physician consent or a $50/shift mileage stipend. Increase notice to 7 days for any reassignment.
""All clinical services, including in-clinic procedures (lacerations, injections, drainage, splinting), are compensated as part of the base hourly rate. No additional procedure-specific compensation is provided.""
The clause is the largest revenue-capture mechanism in chain UC compensation. The 2025 national survey puts the urgent-care comp-to-collections ratio at a 0.518 median — the employer retains roughly half of what the physician collects — with median collections of $83.09 per wRVU against $50.95/wRVU median compensation. Procedure encounters carry the highest revenue per encounter in that mix, and bundling them at flat hourly transfers the entire procedure premium to the chain.
Add per-procedure differentials: $25/laceration repair, $20/joint injection, $30/I&D, $15/splint or cast. At a typical procedure-active UC volume (200–300 procedures/year), the differential recovers $5,000–$8,500/year.
""Employer reserves the right to modify the base hourly rate, patient-volume thresholds, and bonus structure set forth in this Agreement upon thirty (30) days written notice to Physician. Physician's continued performance of clinical duties following the notice period constitutes acceptance of the modified terms.""
The clause lets the employer rewrite the economic core of the contract — rate, volume thresholds, bonus structure — on 30 days notice, with continued work counting as consent. Every dollar figure in this analysis is contingent on terms the chain can change unilaterally. Combined with the absence of a minimum-hours guarantee, the clause converts the stated $150/hour into a ceiling rather than a commitment.
Negotiate mutual written consent for any reduction in the base hourly rate, and 90 days notice for changes to volume thresholds or bonus structure. At minimum, add a physician termination right — with tail coverage intact — triggered by any rate reduction.
""Physician shall be scheduled for clinical shifts in accordance with operational needs of Employer's clinics. Employer shall use commercially reasonable efforts to schedule Physician for approximately 1,880 hours annually. Actual scheduled hours may vary based on volume patterns and operational requirements.""
"Commercially reasonable efforts" is the legal equivalent of "we'll try our best." The clause provides no contractual minimum hours. In practice, PE-backed chains routinely reduce hours 10–20% during low-volume periods, which translates to a 10–20% pay cut without breach. The structure transfers all volume risk to the physician.
Negotiate a minimum-hours guarantee: 35 hours/week scheduled at base hourly. Employer pays full hourly rate for any unscheduled time below the 35-hour minimum. This is the single most important protection in a chain UC contract.
""Either party may terminate this Agreement without cause upon thirty (30) days written notice. Employer may terminate without cause without notice in the event of clinic closure or workforce reduction, with severance equivalent to thirty (30) days base compensation.""
30 days mutual notice is short. The unilateral right of Employer to terminate without notice for clinic closure or workforce reduction is aggressive — it allows the chain to close a clinic on Tuesday and pay the physician through Friday. The 30-day severance is a fig leaf rather than meaningful protection.
Negotiate 60 days mutual notice for without-cause termination. For clinic closure or workforce reduction, negotiate 90 days notice or 90 days severance pay equivalent.
Non-Compete
HIGHExists
Yes
Radius
10 miles
Duration
12 months
Governing State
Texas
Enforceability
Likely Unenforceable
Landmark cases: Sadler Clinic Ass'n, P.A. v. Hart (2013, Tex. App.—Beaumont (9th Dist.)): Held that if a physician contends the contractual buyout price is unreasonable, the remedy is binding arbitration to set a reasonable price, not voiding the covenant; covenant remained enforceable subject to arbitration. Note: SB 1318 superseded this arbitrated 'reasonable price' mechanism by imposing a salary-capped buyout, but the case remains accurate as pre-2025 framework.
Texas subjects physician non-competes to physician-specific statutory caps (1-year / 5-mile / salary-capped buyout); a clause exceeding those caps generally does not stand as written. Your 10-mile radius EXCEEDS the 5 mile limit Texas law permits for physician non-competes — as written, this term is broader than the statute allows. Governing law: Tex. Bus. & Com. Code 15.50(b) (as amended by SB 1318, eff. 9/1/2025); new 15.501 (dentists, nurses, PAs); 15.52.
Malpractice Insurance
MODERATEType
claims-made
Coverage Limits
$1,000,000 per occurrence / $3,000,000 aggregate
Tail Coverage
Employer-funded on without-cause termination by Employer. Silent on voluntary resignation and clinic closure.
Tail Cost Estimate
Texas urgent-care tail typically runs $15,000–$25,000 under claims-made policies. Lower than procedural specialties; higher than outpatient internal medicine due to UC procedure mix.
Two changes: (1) Extend tail funding to voluntary resignation with 60 days notice and to clinic-closure terminations. (2) Add consent-to-settle language with reasonableness standard.
Termination Provisions
MODERATEWithout-Cause Notice
30 days mutual. Below market for chain UC (typical 60 days).
With-Cause Provisions
For-cause includes: (a) loss of Texas medical license; (b) loss of DEA registration; (c) felony conviction; (d) material breach uncured after 15 days notice; (e) failure to maintain minimum patient-per-hour metric for two consecutive quarters.
Physician Rights
Limited. Physician may terminate for: (a) Employer material breach uncured after 30 days notice; (b) sale, merger, or change of control of the chain. No express right to terminate for substantial schedule modification or material reduction in hourly rate.
Extend without-cause notice to 60 days. Add physician termination rights for: (a) reduction in scheduled hours below 35/week for 30+ days; (b) reassignment of designated home clinic to a location more than 20 miles from current home clinic; (c) reduction in base hourly rate.
Benefits & Leave
MODERATEHealth Insurance
Group health plan effective first day. Employer pays 70% of physician premium and 0% of dependent. Below market — typical chain UC packages cover 80% of physician.
CME
$2,000/year allowance and 3 CME days. Below the typical $2,500–$3,500 and 5 days.
PTO
4 weeks (20 days) PTO + 6 federal holidays. Typical for chain UC.
Retirement
401(k) with 3% employer match after 1 year of service. Below market — typical chain UC offers 4% match.
Disability
Group long-term disability covering 60% of base compensation, after 90-day elimination period. Own-occupation supplemental not included.
Malpractice
Claims-made, $1M / $3M, employer-paid during active employment. Tail funded on without-cause employer termination only.
Negotiation Approach
Chain UC negotiations are different from hospital-employed or academic negotiations. The chain typically has a "standard contract" position and operates with regional-director-level authority on $5–$10/hour adjustments without escalation. Lead with the site rotation limit and minimum-hours guarantee — these protect the physician from the chain's most common operational levers without requiring the chain to change its compensation model. Stack hourly rate, procedure differential, and non-compete conformance behind.
Opening Move
Email the regional director: "Three items in the contract are worth a conversation before signing — site assignment radius, minimum-hours guarantee, and procedure differential. I have current 2025 market data and the Texas statutory requirements on each. Can we set 30 minutes?" The framing of "site assignment" and "minimum hours" — operational concerns — sets the stage for the financial asks that follow.
Key Principles
- In chain UC, the regional director typically has authority for $5–$10/hour adjustments and 5–10 mile radius reductions without escalation. Above that, the corporate VP-Compensation gets involved and the timeline extends.
- Lead with operational protections (site radius, minimum hours), not compensation. The chain reads compensation asks as adversarial; operational asks as "knows what they're doing."
- The SB 1318 statutory caps — 5-mile radius, 1-year term, salary-capped buy-out — are the cleanest legal lever: the contract's 10-mile radius is twice the cap. Cite Tex. Bus. & Com. Code 15.50(b) as amended.
- Get the redline within 7 business days. If the chain delays, that is signal — they are likely not negotiating in good faith.
Sequencing
- 1Email opening with three operational topics
- 230-min call: site radius, minimum hours, procedure differential
- 3Receive counter in writing within 7 business days
- 4Second conversation if needed for hourly rate and non-compete conformance
- 5Final redlined contract for execution
Negotiation Priorities
Financial Impact
$28,200/year at contract hours — $84,600 over three years. The single largest dollar item if the chain agrees, though regional directors typically prefer to give procedure differentials over base-rate increases.
Current Terms
$150/hour base
The Ask
$165/hour base, with annual escalation tied to the published national urgent-care median
Fallback
$160/hour base paired with the procedure differential and the 35-hour minimum — the acceptable floor for this market.
Walk-Away Point
Below $160/hour ($300,800 annualized), the contract stays under the national median on production-adjusted terms. Acceptable floor: $160/hour base with $5,000 procedure differential and 35-hour minimum.
Say this
“The 2025 national median for urgent care is $287,520 in total compensation and $50.95 per wRVU; this contract annualizes to $282,000 at an effective $45.96 per wRVU. I'd like $165/hour with an annual review tied to the published market data. That's $28,200 a year — and it prices the schedule flexibility the chain is asking of me.”
Financial Impact
Defensive — protects against the chain's two most common operational levers: $5,000–$15,000/year in commute cost avoidance plus $5,000–$10,000/year in protection against hour reductions during low-volume periods — $10,000–$25,000/year combined, $30,000–$75,000 over three years.
Current Terms
50-mile site rotation, no minimum scheduled hours
The Ask
15-mile rotation limit from designated home clinic with longer-distance reassignment requiring written consent or $50/shift mileage stipend; 35-hour weekly minimum with employer paying base rate for any shortfall
Fallback
A $10/hour base increase to price the operational risk if the chain will not cap the rotation radius or guarantee minimum hours.
Walk-Away Point
Without either protection, the contract is materially less valuable than the headline hourly rate suggests. If chain refuses both, alternative is to negotiate a $10/hour rate increase to compensate for the operational risk.
Say this
“As written, I can be rotated across a 50-mile radius with no minimum hours — the two levers that quietly cut real pay. I'd like a 15-mile rotation limit from my home clinic and a 35-hour weekly minimum at base rate. If the schedule and sites are as stable as described, this language only confirms it.”
Financial Impact
At typical procedure-active UC volume (200–300 procedures/year), differential recovers $5,000–$8,500/year — $15,000–$25,500 over three years. Higher in procedure-heavy clinics (sports medicine focus, ortho-adjacent).
Current Terms
All procedures bundled into flat hourly rate
The Ask
$25/laceration, $20/joint injection, $30/I&D, $15/splint or cast — paid quarterly in arrears
Fallback
A flat $50/shift procedure stipend (~$10,000/year on a 4-shift week) instead of per-procedure rates.
Walk-Away Point
If chain refuses procedure differentials entirely, alternative is a flat per-shift procedure stipend of $50/shift (recovers ~$10,000/year for a 4-shift-week schedule).
Say this
“Lacerations, joint injections, I&Ds, and splints are the work that separates this clinic from a telehealth queue, and they're all bundled into the flat hourly. I'd like per-procedure differentials — $25 per laceration, $20 per injection, $30 per I&D, $15 per splint — paid quarterly. At typical volume that's $5,000 to $8,500 a year for work I'm already doing.”
Financial Impact
Defensive. The statutory buy-out cap is one year of total salary and wages — about $282,000 at contract hours — versus an undefined exit cost as written. Preserved post-employment mobility is conservatively worth $20,000–$50,000/year — $60,000–$150,000 over a three-year horizon.
Current Terms
10-mile radius / 12-month duration with no buy-out clause — the radius is twice the 5-mile statutory cap, and the mandatory salary-capped buy-out is absent
The Ask
Covenant redrafted to the statutory limits: 5-mile radius from the primary practice location, 12-month maximum duration, buy-out capped at total annual salary and wages at termination, clear and conspicuous terms, and express voiding on involuntary discharge without good cause
Fallback
A written acknowledgment that the covenant is subject to Tex. Bus. & Com. Code 15.50(b) as amended by SB 1318 — including the 5-mile / 1-year caps and the salary-capped buy-out — if the chain will not redraft the clause.
Walk-Away Point
For agreements entered on or after September 1, 2025 — this one starts September 15, 2025 — terms broader than the statutory caps are broader than the statute allows. If the chain refuses to conform the clause, sign with that posture documented in writing and revisit at the first renewal.
Say this
“This agreement starts after September 1, 2025, so the amended Texas statute applies: a 5-mile radius cap, a 1-year duration cap, and a mandatory buy-out capped at one year of total salary and wages. The contract's 10-mile radius is twice the statutory cap, and the buy-out is missing. I'd like the covenant redrafted to the statutory limits — this is conformance, not a concession.”
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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