Physician’s Lawyer. Negotiate

Michigan Legal Expertise for Physicians.
We advise physicians on employment contracts.

Physician Employment Contracts Letters of Intent Non-Compete Review Negotiation Michigan

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Ask Your Colleagues. Call now and decide later whether you’d like to hire or not. We do not — and never will — work with any contract review farms. Every phone call, email, and review is directly between you and Michael.

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Your Contract Matters. Signing an employment contract is one of the most consequential moments in a physician’s professional journey. You’ve earned your position — now the terms of that position should reflect it. Whether you are reviewing your first contract or your fifth, the landscape keeps changing and the stakes are the same.

The Business Perspective: Healthcare is about care and well-being, but from your employer’s perspective, it is also a business. Your role directly affects their revenue. In a volatile reimbursement environment — shaped by reform, shifting payment models, and regulatory change — legal teams draft contracts to protect the employer’s interests first.

Your Perspective: Your contract governs not just pay, but job satisfaction, schedule, professional autonomy, and your options if the relationship ends. A specialist — a transactional attorney who knows physician employment — is the right person to review it.

Simple Steps

Step 1 – Call

Reach out directly by phone or email — no intermediaries. Michael will likely answer personally.

Step 2 – Talk

Discuss your employment offer and any questions in a direct, confidential conversation. No pressure — this is a service that is available to physicians at a reasonable rate.

Step 3 – Hire

If you choose to proceed, confirm by email and formalize the attorney-client relationship. The fee for contract review is always flat-rate.

Step 4 – Review & Negotiate

Michael reviews and explains your contract, then advises or negotiates on your behalf as you prefer. The focus is always on your goals.

Michael Zamzow represents physicians.

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The Hospital Won’t Hand You Transparency. Michael does not represent any hospital. Although physician contract review is not all Michael does — he is a commercial litigator — he has represented hundreds of physicians in their contract negotiations. Each month, Michael sets aside dedicated time for physician contract review and to answer questions from physicians, covering contracts, lawsuits, real property, estate planning, and general legal guidance.

It starts with a phone call. From your very first call to Zamzow Fabian, you will likely speak directly with Michael. He will ask about your practice area and your letter of intent, explain the review process, and — where relevant — give you a sense of how your compensation compares to market data for your specialty.

Hiring is your choice. After your initial conversation, you decide whether to move forward. If you do, simply email michael@zamzowfabian.com with your LOI and/or contract. The fee for contract review is always flat-rate.

“I’ve talked to hundreds of physicians — they are my friends and family. This is not a level of service I offer to any other health care professional or group. It doesn’t hurt to call.”

Letters of Intent. Is it non-binding? Does it matter?
An attorney can review your letter of intent (LOI) to determine which provisions, if any, are legally binding, and advise on how your LOI may affect negotiations when the final contract is drafted. Some LOIs contain both binding and non-binding clauses. If you sign an LOI, which provisions may be enforceable? Most importantly, how will signing it affect your leverage in future negotiations?

Contracting. Answer the “what if.” Contract review provides confidence that your agreement is fair and that you understand its terms before you sign. The review covers potential pitfalls, suggests alternative language where appropriate, and addresses the scenarios that matter most to you.

Key areas of review include: the true duration of the contract and termination-without-cause provisions; productivity incentives and how compensation is defined and calculated; MGMA or AMGA market salary data for your specialty; restrictive covenants and non-compete clauses; and whether termination-without-cause triggers or negates bonus repayment and loan forgiveness obligations. Common questions addressed: What if I want to leave the practice? What if I am terminated without cause? Do I have to repay the signing bonus or student loan forgiveness?

Negotiating. Fair terms. Building a good relationship with your future employer requires reasonable compromise — and knowing where compromise is reasonable and where it is not. An attorney can advise on negotiation strategy or negotiate directly on your behalf. Every employment contract is drafted to protect the employer. The review identifies clauses most likely to create problems and suggests modifications that protect your position, so you enter negotiations knowing where you stand.

General Terms. Performance Standards. Does your contract state a two-year term but allow your employer to terminate without cause on 90 days’ notice? If so, your real term is only 90 days into the future, not two years. Which outside activities are restricted? Are you permitted to moonlight? Restrictive covenants — duration and geographic scope — require careful review before signing.

Agreement Not to Compete. A non-competition clause may prohibit practice in the same region, for a defined period, across a broad specialty definition. No matter who you are, you will eventually change employers. Signing such an agreement today can significantly constrain your future options. If you sign with a smaller health system and your non-compete covers a 25-mile radius, what happens when they expand or merge? These terms are negotiable — but only before you sign.