Quote from westcoastgirl
there are two related issues.
A. fair pay. we were assured a market survey would be done by the end of 2007 to reflect this. Well it was and it was not at all accurate.
B. the contract. The contract does not reference the survey, and didn't even include when pay raises would go into effect.
We are worried that by signing the contract, it would imply some sort of tacit agreement with the ridiculous figures presented in A, the "survey" data.
In some of our near competitors' contracts, both the terms (CME, vacation, license fees) and pay (with clear figures for seniority, experience, etc) are included in the same contract.
Given the nefarious track record of our administrator we are very concerned, justifiably.
By signing the contract, you agree to the terms of the contract. If it has salary lower than you think that it should or other terms that you disagree with (ie cme etc) then don't sign. I have occasionally seen contracts that say something on the order of pay will be x or above the 50% of survey y whichever is greater. However, a practice would have to be fairly stupid to sign that.
I guess I still don't know exactly where you are going with this. You state that competitors contracts are included in the contract. This really has no place in a contract. A contract is an agreement between two parties to essentially exchange services. In this case its about exchanging your work for their pay + benefits. All of the other things you are discussing don't belong in a contract.
They may be stating that they will base your future raises on a "survey". In that case you have reason to be leary of referencing the survey into the contract. In that case you would have to honor any "raises" that come from this. It sounds like what you are really referring to is a bargaining agreement which is traditionally agreed between a union and an employer. It covers how raises and other benefits will be assessed.
Ultimately for any given contract you have the option of either accepting, declining or make a counter offer. Any item is open for negotiation. However, if they present it as a take it or leave it, if you challenge it you have to be prepared to walk away
. I cannot emphasize this enough. If you push this and then cave, you will be fatally weakened in any future negotiation (in my opinion). Options include soliciting other employment in order to increase their offer. It really depends on the situation.
Without more specifics on the situation and how the survey works in the contract, its hard to give any other advice.
David Carpenter, PA-C