Some practices hire contractors because they believe it will protect them from lawsuits about that person`s behavior or performance (since they are not an actual employee). However, this is not always the case. Doctors who are independent contractors are not employees of the hospital, but have an agreement with the hospital to use the hospital facilities, and their salary structure is completely different from that of the employees. But what you need to know is that if the doctor is an independent contractor and not an employee, you probably won`t be able to sue the hospital for the doctor`s negligence. In this case, only the doctor is responsible for any treatment errors made. This means that the doctor was not really employed and did not work for the hospital or that particular medical group. Rather, it is an independent contractor. This is different from employee status. the Internal Revenue Service also looks at this doctor differently. For example, it does not receive W2 forms at the end of each year.
In addition, the doctor will usually have his own health insurance. The most important contractual terms that support the independent contractor relationship are, of course, those that relinquish control of the customer and submit to the contractor regarding the details of the service. Note the above comments on the tension between the need for control in practice and the need to give up control to strengthen the relationship between independent contractors. If the doctor is an independent contractor, the rules are different. What for? If there is an employer-employee relationship (regardless of the name of the relationship), you are not an independent contractor and your income is generally not subject to self-employment tax. However, your income as an employee may be subject to FICA (Social Security and Medicare Tax) and income tax withholding. Doctors, dentists, veterinarians, lawyers, and many other professionals who provide independent services are classified as independent contractors by the Internal Revenue Service (IRS). However, the category also includes contractors, subcontractors, freelance writers, software designers, auctioneers, actors, musicians, and many others who provide independent services to the general public. Independent entrepreneurs have become increasingly common in the rise of the so-called “gig economy”. However, as sole proprietors, independent contractors do not necessarily pay taxes on their gross income.
Applicable business expenses may reduce their overall tax liability. The difference between gross profits and operating expenses is net profit, the amount on which taxes are due. In 2019, independent contractors pay 12.4% in Social Security contributions and 2.9% in Medicare payments on the first $132,900 of their net income, plus 2.9% on their net income of more than $132,900. Some independent contractors may also have to pay government sales taxes, depending on the product they produce. If you are an independent contractor, you are self-employed. To find out about your tax obligations, visit the Self-Employed Tax Centre. (ii) the medical practice that receives the payment and the physician who provided the service are both subject to the following requirements for the protection of program integrity: (a) that the company receiving the payment and the person who provided the service are jointly and severally liable for any overpayment of Medicare to that entity, and (b) the person providing the service; has full access to requests made by an organization for services provided by that person. You can explore to determine if your team members qualify as independent contractors by consulting IRS and Ministry of Labor (DOL) guidelines. Everyone looks at unique factors in categorizing team members, and everyone has consequences when employees are misclassified. The reallocation of Medicare is usually done through a simple provision in the physician`s contract (employee or independent contractor) that states that all payments for the physician`s services are allocated to the group and are owned by the group.
The physician (employee or independent contractor) is registered as a member of the group via the appropriate CMS form. For example, if there was a private doctor who was involved in your inappropriate care during the hospital stay, it is always important to name (1) the hospital in the case, (2) the doctor and (3) the doctor`s medical group. In this way, we cover all eventualities, including whether the private physician is an employee of the hospital, whether he is an employee of the medical group or even if he is a separate independent contractor who was employed either by the hospital or by the medical group. In the case of professional misconduct, a validity test is the patient`s perception of the provider`s employment. If you do not make it clear at every stage of the patient relationship that this person is not an employee of the practice, the patient has the impression that the practitioner is an employee. In addition, your firm`s insurance policy can cover contractors. If this is the case, the applicant`s lawyers often seek such coverage as a source of funding when the applicant wins. Finally, if you are considering asking an associate or resident physician to enter into a restrictive agreement (i.e., The signing of a non-competition clause) will undermine the classification of the independent contractor. Judges are used to seeing non-compete obligations in doctors` employment contracts and not in independent contractors` agreements. It makes sense for an employer to require such a non-compete obligation from a salaried physician before introducing the physician to referring physicians and patients in the practice, and there are many precedents for enforcing such agreements against physicians` employees.
However, judges will certainly question a non-compete clause in an independent contractor contract. A judge will question the clause because independent contractors generally provide services to many clients in a geographic area and therefore it makes little sense for a bona fide independent contractor to knowingly accept a clause that may limit the contractor`s future provision of services in that area. Therefore, the use of independent contractor contracts in the judge`s mind may raise questions as to whether the non-compete obligation constitutes an appropriate and enforceable restriction. Setting clear expectations about the work your independent contractor will do and how much you will pay is the key to a successful relationship. .