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Employment Contract
Create a Texas-compliant SLP employment contract. Includes HIPAA, Medicare, and at-will provisions specific to Speech-Language Pathologists in Texas.
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Navigating the intersection of Tex. Bus. & Com. Code § 15.50 and the clinical requirements of ASHA certification requires a specialized approach. As a Speech Therapist in Texas, your employment... Read more
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[Definition of Billable Services (Specify Evaluation, Treatment, and IEP Meeting rates)]
[Specific Telehealth and HIPAA Documentation Protocol (Brief Description)]
Clearly defines the employer and employee, including legal names and addresses, to establish who is bound by the contract.
Specifies the employee's position, duties, and responsibilities, providing clarity on job expectations, which helps prevent future disputes.
Details salary, payment schedule, and any additional benefits such as health insurance, retirement plans, bonuses, etc., to ensure clarity on remuneration terms.
Outlines expected working hours, overtime policies, and any flexible working arrangements, essential for setting mutual expectations.
Defines the duration of employment (if applicable) and conditions under which either party can terminate the contract, including notice periods and severance, to manage termination processes.
Requires the employee to keep proprietary information confidential, protecting the employer's business interests and trade secrets.
Restricts employee's ability to compete with employer or solicit clients and employees post-employment, although enforceability varies by state.
Outlines methods for resolving disputes, such as arbitration or mediation, which can lower litigation costs.
Ensures that if one part of the contract is invalid, the remainder stays in effect, preserving the contract’s overall integrity.
Specifies which state's laws will govern the contract and where any legal actions would be taken, providing predictability in the legal environment.
Requires any modifications to the contract to be in writing and signed by both parties, ensuring that the written contract remains the definitive source of agreement terms.
Navigating the intersection of Tex. Bus. & Com. Code § 15.50 and the clinical requirements of ASHA certification requires a specialized approach. As a Speech Therapist in Texas, your employment agreement must address the nuances of telehealth practice, IDEA compliance, and strict insurance billing standards. This document ensures you are protected against treatment outcome liabilities while securing your rights under Texas at-will employment laws, clearly defining IEP responsibilities, articulation treatment plans, and fluency goals to prevent scope-of-practice disputes.
Under Tex. Bus. & Com. Code § 15.50, non-compete agreements for SLPs must be ancillary to an otherwise enforceable agreement. Because Texas courts scrutinize these heavily, our contract ensures the restriction is reasonable in scope, time, and geography to protect your career while respecting the employer's business interest.
The contract includes specific data protection and confidentiality clauses that align with Texas Business & Commerce Code requirements for disposing of business records and HHS OCR standards for HIPAA. It ensures that telepractice services are explicitly covered, protecting you from liabilities related to data breaches or non-compliant communication platforms.
Yes. It incorporates provisions for Tex. Lab. Code § 62 regarding minimum wage and overtime, while emphasizing accurate Medicare and insurance billing documentation. This helps mitigate risks of billing errors by defining precisely what constitutes a billable service hour vs. administrative IEP development time.
The agreement includes an 'Identification of Job Duties' and a 'Dispute Resolution' clause. These sections clarify that while you must follow professional standards (ASHA, CCC-SLP), you do not guarantee specific clinical outcomes, protecting you from treatment outcome liability under Texas consumer protection frameworks.
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