On August 20, 2024, 德克萨斯州的一名联邦地区法院法官发布了一项命令,有效地阻止了联邦贸易委员会(FTC)对竞业禁止协议的禁令, which was set to take effect on September 4, 2024. This eleventh-hour ruling in the Ryan LLC v. FTC case, 除了医疗保健之外,许多行业的领导者都在密切关注这一点, 指出联邦贸易委员会最终没有权力以如此广泛的方式禁止竞业禁止协议.
Despite this finding, we believe this issue is far from settled.
联邦贸易委员会禁令中的措辞明显含糊,因此很容易受到诉讼. Although the dust is still settling, 我们相信,我们将看到联邦和州一级继续尝试制定更窄的禁令, 尽管时间和广度将在很大程度上取决于即将到来的总统选举的结果,因为两党在这个话题上存在分歧.e., Democrats support the measure and Republicans disagree with it).
Currently, 13个州根据员工的收入水平制定了完全或部分竞业禁止禁令, 在这项联邦禁令进入法律程序期间,其他计划立法的州仍处于待命状态. With this temporary resolution, 我们现在预计这些州将继续推进自己的规则,限制非竞争条款的适用.
With all the potential permutations of federal and state rules, 医疗系统应该开始积极探索在竞业禁止条款之外产生提供者忠诚度的途径. 随后的立法可能对医疗保健组织如何构建其bet8网站备用和高级实践提供者(APP)的薪酬和保留策略产生深远的影响. 随着有关竞业禁止的法律在法律程序中发挥作用, 值得注意的是,营利性和非营利性系统都已经开始对这些市场压力做出反应,放宽了对bet8网站备用和app的竞业禁止限制.
Despite the ongoing ambiguity of these clauses, 以下是系统可以继续适应不断变化的环境并留住关键供应商的五种方法.
1. Increased Wages and Greater Negotiation Power: Empowering Providers
Without noncompete agreements, physicians and APPs would have greater freedom to switch employers, leading to increased mobility across the industry. While we have seen steady wage growth across many subspecialties, 随着雇主竞相吸引和留住顶尖人才,市场流动性的增加将进一步推高薪资水平. 结果可能是竞标战,使许多系统为其bet8网站备用制定的合规参数变得紧张.
Therefore, as groups look to recruit and retain providers, 他们需要集中精力建立透明和公平的薪酬计划,明确工作期望和激励结构, which is increasingly an expectation of younger providers. 他们还可能在福利待遇和带薪休假政策等方面展开竞争,以表明他们致力于在bet8娱乐提供者之间实现健康的工作与生活平衡.
最后,组织应该努力阐明其文化中不那么有形的元素. While money matters to providers, 我们发现,参与和长期承诺也是由这样一种感觉驱动的,即团队正在通过指导对他们进行投资,并对他们的未来有一个清晰的愿景(通常以未来领导角色的形式)。. If cash compensation is the only value proposition a group can offer, they may be in for a tough recruitment cycle.
2. Enhanced Benefits: Thinking Beyond the Paycheck
In response to the potential ban, 医疗保健行业的雇主已经开始把目光投向工资之外,以留住他们的bet8网站备用和应用程序. Enhanced benefits packages, including better healthcare coverage, retirement plans, and flexible working arrangements (e.g., patient-facing contact hours, inbox management support, support staff ratios), have already become more common. APPs stand to gain the most from this shift, 因为他们可以获得以前仅限于bet8网站备用的领导角色和福利类别.
3. Changes to Compensation Plans: Recognizing Experience
With the loss of noncompete agreements, 医疗保健雇主可能会转向其他方法来认识到稳定和经验丰富的员工队伍的价值. 通过留职奖金或旨在支持长期忠诚的类似激励措施来奖励多年bet8娱乐的薪酬计划有望增加, including tiered salary increases, additional paid time off, reduced call obligations, sabbatical options, and other perks that grow with tenure. 这种方法可以为留在公司的员工提供明确而有意义的长期利益,从而有助于减少人员流失.
4. Legal and Compliance Adjustments: Navigating a New Landscape
任何扩大竞业禁止的禁令都将要求医疗保健雇主重新审视他们的法律和合规策略. Without this retention tool, 组织可能倾向于采取其他保护措施,如禁止招揽协议或较长的雇佣合同,并对提前终止合同进行处罚. 雇主需要仔细权衡这些策略,以避免法律陷阱,同时保护自己的商业利益.
5. Private Medical Groups: Rethinking Vesting Options
Private medical groups will also need to adapt to the new reality. Instead of relying on a single vesting or buy-in event, 这些组织可能会实施基于时间的奖励选择,以激励长期忠诚或更高的保证美元,以支持最初的招聘和入职. 而这些更复杂的归属时间表将需要更多的行政支持, 它们可以有效地将关键供应商长期留在组织内. In addition, 我们已经开始看到一些私人团体为获得终身职位的app提供股权机会,以稳定这一日益重要的供应商群体.
Preparing for the Future
联邦贸易委员会对竞业禁止协议的禁令将重塑医疗行业的格局, particularly in terms of physician and APP compensation. And despite the recent ruling, the possibility of a federal ban or additional state bans is still very real. As such, 医疗保健组织现在应该开始规划,调整其战略,以确保在吸引和留住顶尖人才方面保持竞争力. By focusing on enhanced benefits, creative compensation plans, and alternative legal protections, employers can navigate this new era successfully.
Edited by Emily Johnson
Contributing Author Erika Schlosser
Published September 19, 2024