CONTRACTS... Friend or Foe?

Friend or Foe? in one word... BOTH!  I have been benefited by contracts and also "screwed" by something as simple as how it was worded.

Contracts actually started in the phone interview. The phone interview is often the only time to ask for things you want before the contract is drawn-up. Need a holiday off? Only work a certain shift? Want to find out what the weekend work policy is? Now is the time to ask questions, make requests, and negotiate. Then relay the info to your recruiter of what you discussed/agreed in the contract.

WARNING... Never let anyone tell you "well thats between you and the hospital, we don't put that on contracts." Anyone that tells you this is basically saying "I don't care what YOU want".   HELLO... That contract is also between YOU and the HOSPITAL and thats where all agreements should go! All agreements need to be in WRITING. Verbal agreements don't mean squat. Even if verbal contracts are binding in that state, you're not gonna hang around long enough to mitigate the fact that you were "told" you could have Christmas off.

RECORD your phone interviews. I have had hospitals tell me one thing and try to do another, always telling me "I never said that." Not many people keep spy equipment on hand so I suggest using spoofcard.com It is basically a calling card service that gives you voice prompts in the beginning that allows you to record your conversation. Its cheap and you can get instant access. In no way do I vouch for how legal this may be in your state. However, 99% of the time just hearing their own voice in a recorded conversation is sufficient enough to get your point across.

WORDING... Its not always the big things that cause confusion. It could be as simple as the words "and" or "or". I was once contracted to a facility and told I would be working three 12hr shifts from 7p/7a. Somehow on my paperwork it stated "eve/nights". I had a sleazy floor manager that used this to her advantage when she got in a pinch. She actually scheduled me 3-11 five nights a week for the remainder of the contract. I tried to negotiate through my company.... but I was bound by a signed contract. Now I make sure they state "7P-7A."
           "As stated per hospital's policy" is NOT a set agreement. It is another statement that can be left open to interpretation. One unit may have different policies than another. So if you agree to "every other weekend" in your interview, make sure it "STATES THAT" in your contract. You may get to the hospital and be told "In times of need our policy states that we may require nurses to work every weekend".

HOUSING... Most contracts state "Adequate housing."  Who's definition of adequate? Yours or theirs? What is "adequate" anyway? Don't think this is pertinent? Try spending 2 weeks, of 95 degree weather, in an apartment with a broken A/C!  I always make sure that I have the phrase "Adequate heated, air-conditioned, and safe housing" in my contracts now. Most up-standing companies will help you out in a bad situation by putting you in a hotel until things are fixed, but there is always exceptions to the rules (I USED to be an "exception magnet")

BONUSES... If a contract states "Bonus of $2500.00 to be paid upon completion of contract and all requirements". Then you better be 100% sure you know what all those requirements are! Don't screw yourself out of $2500 just because you took 1 sick-day, or had to leave 4hrs early due to sickness.  (please read the blog on this website called "BONUS or BOGUS?")

PAY RATE... First things first! Find out if the hospital pays their employees time-and-a-half or double-time for holidays or if they also pay time-and-a half for weekends and have that put in your contract. If not, you may look like a "cheaper" way to staff during the holidays which puts you 1st in line to work (unless you have arranged holidays already in your contract) 
                      Second.... Holidays. Which ones are recognized? Some only recognize the biggies such as Christmas, Thanksgiving, and New Years Eve. However, some recognize the smaller ones also. MAKE SURE YOUR CONTRACT MATCHES THE HOSPITALS POLICY or you won't be receiving those extra funds!
                      Third.... Watch out for sleazy agency practices. The number one phrase that should cause you to hang up a telephone on an agency is.... You will be making $35/hr. "THE WAY WE DO THIS IS" (thats your warning sign)!!!! The way we do this is, we give you a base pay of $8/hr and we pay you $27/hr per diem. THIS WILL SCREW YOU IN MORE WAYS THAN ONE! $8 + $27 may seem the same as $35 but it's NOT! Sure, they tell you that you will come out ahead because you are taxed differently(or not taxed) on the per diem. But look at it this way.... Lets say you worked 48 hours one week. at a normal rate of $35/hr you make $1820.  If you work the same 48 hours at the $8+$27 rate you will make $1712. Why because you are only paid overtime on the $8 and NOT the $27 per diem.     
                       The other way it screws you is...... you and the company are only paying taxes on the $8/hr. You might be saving a little on taxes up front but SO ARE THEY. They aren't paying SS, Medicare, or any other deduction on anything other than the $8/hr. 
                        And waiting for you behind door number 3................. TAXES. Boy oh boy.... Just wait till Uncle Sam gets ahold of you! You will be trying to find some VERY creative deductions! You'll be trying to get social security numbers on 13 hamsters to get out of that IRS payment!!!!


If ANYONE has other tips about contracts, other less-than-nice practices by agency or hospital, PLEASE, PLEASE, PLEASE post so that others may be aware also.