How does this offer compare?
The statute states a cap on physician restrictive covenants.
What's at stake
- Effective hourly rate
- $108/hr
- 2640 hours a year at 55/week, including ~91 call nights.
- Bonus owed if you leave at month 12
- $26,667
- Prorated repayment
- Tail coverage if you leave
- $0
- Employer pays
- Take-home after state tax
- $205,779
- Single filer, standard deduction; local taxes and cost of living excluded.
- What differs
- 2 terms
- 10 miles exceeds statutory cap of 5 miles
The strongest case for change
The statute states a cap on physician restrictive covenants. Compare the terms you entered with it, then ask an attorney in Texas whether the clause is enforceable, including on its signing date, and what to request before negotiating pay.
If you decide to move forward
- Read the statute and limits for your state. State rule
- Ask for the radius to be limited to facilities where you actually work.
- Ask for every term above in writing, with the numbers filled in. Check a PDF
- Compare this offer against a second one at 1, 3 and 5 years. Compare
What this is based on (high confidence)
- Taxed as single with 0 dependents; state tax only, no city or county wage tax.
- 48 worked weeks a year, with post-call days adding five hours per call night.
- Productivity: 4,700 target wRVUs at $60 per wRVU above 4,230.
- Tail cost estimated from the Internal Medicine (Outpatient) malpractice benchmark ($26,000).
- The deviation list covers state-cap and benchmark deviations only; it is not a legal opinion.