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A fund that lets you choose your provider, the level of cover that suits you, and supports the medical community as a whole.
At Avant we recognise that your practice entity has separate risks and exposures.
exciting starting a new position with new opportunities, but it is important to
get the terms of the engagement right before you start. Many doctors sign
contracts without really understanding them, being clear about the terms and
conditions of your arrangements upfront lessens the chance of a dispute
occurring down the track.
Read and understand the terms and conditions
of your proposed contract. The key terms for close consideration are:
If you don’t understand a term in your contract or you do not agree
with it, speak with your employer / principal. You can ask to change the
contract you are offered even if you are told those are the “standard
There may be other terms and conditions that apply to your
engagement, for example those contained in legislation, an award, enterprise
agreement and employment policies.
Obtain legal or other advice about
your proposed contract before you sign, especially if you are unclear about what
Avant Medico-Legal Advisory Service
Ultimately it is up to you to decide whether you are willing to
accept the terms and conditions of the contract. You and the other party
to the contract may be willing to negotiate over some things, but not
others (this is less likely in the hospital context).
generally be bound by the contract you sign. For example, if the contract
requires you to give 6 months’ notice to resign, you will be required to
do so. If you don’t, your employer / principal may commence legal
proceedings against you and those legal proceedings can cause significant
If you have concerns about the terms and conditions of
your contract after you sign it, raise them early. Once parties become
entrenched in positions it is likely to be much more difficult and more
stressful to resolve the issue. If you have concerns about your contract,
contact Avant’s Medico-Legal Advisory Service on 1800 228 268.
Webinar - Reading the fine print and walking the fine line: employment contracts and disputes in hospital practice
Webinar - Why can’t we all just get along? Employers, employees and contractors in private practice
A General Practice registrar was working in an
accredited General Practice Training 2 (GPT2) position. He had signed a
contract of employment with the practice.
supervisor resigned from the practice, leaving the registrar without an
appropriate supervisor working in that practice. As a result, the
practice was no longer an accredited training practice. The Regional
Training Provider (RTP) was supportive and arranged to provide the
trainee with a placement in an alternate accredited training
The practice asserted that the registrar had to
honour his contract of employment. When the registrar told the
practice about the new position it took a harsh view. It told the trainee
that it considered the trainee was resigning from the position without
notice, and therefore said it would not provide the registrar with
benefits owed, such as annual leave.
On review of the
contract, it became clear that the trainee had signed a contract that
was unsuitable for a trainee as it did not mention training and
After negotiation, the practice agreed to
provide the registrar with the entitlements he was owed, and the
registrar continued his training in another approved position.
This case highlights: