PT/ Wellness Position

[Guest guest]

Good morning,

 

We are looking to hire an employee in the next quarter who will function as a

therapist (approximately 20 hours per week) and also as a Wellness Coordinator

(the other 20).  I am looking for suggestions on how best to compensate this

individual.  Do we pay them a full time hourly rate for the first 3 months until

they can build the wellness side and then get paid hourly for the PT services

and then commission based for the wellness?

 

Any thoughts or suggestions would be appreciated.  I don't want to re-invent the

wheel and I know this group can probably share some great insights. 

 

Sincerely,

 

Westerberg, PT

CORE Strategies PT

Overland Park, KS

[Guest guest]

Hi ,

I am not a laywer but I have owned a private practice and have hired

different types of employees. This would be a situation where having a

lawyer (or paid consultant)involved would be highly recommended, someone

very skilled in business law in your state.

Depending on those state laws, the problem with paying this person a full

salary is that it would most like require you to pay them and provide

benefits at a full time level especially if you have a written policy

stating this. Dropping from full-time to part-time down the road could

raise many potential problems and at least cause a disgruntled employee.

A better option may be to be clear about hiring this person as a part-time

PT and writing a contract for the Wellness Coordinator. You could specify

all the terms in that contract and it would function separate from the

employee policy. You could then specify how much and for how long you

would pay a certain contract rate and specify all of the expectations for

the person. You could also spell out all of the conditions for

termination of the contract which would make it easier to end the contract

if the person is not doing what they agreed to in the contract. Although

controversial, I would consider a non-compete clause as well. This would

function consistent with bringing in say a massage therapist on contract

to use your space after hours or during hours where you specify in the

contract all the conditions and payment options (ie are they just renting

space, are they being paid and you are getting a percentage of their

payment etc)

If you feel that this person would be needed, even occasionally, for more

hours than part-time, then an option would be to create a new full-time

position with a lower base salary and add a bonus structure to cover the

Wellness Coordinator duties. The new position would definitely have to be

in policy and under this condition, the position, if your state is like

Idaho, would have to be offered to all your employees from which you would

then hire they best person for the new position. A little more

complicated but is generally an option that you have.

I have given my advice but state laws on this are very different state to

state so in reality my best advice is to retain a good business lawyer or

consultant who can advise you on what options you have. Yes it is an

expense upfront but could save you much more in the long run and reduce

your risk of an employee suing you in the future.

M Howell, PT, MPT

IPTA Payment Specialist

Meridian, ID

thowell@...

Good morning,

>  

> We are looking to hire an employee in the next quarter who will function

> as a therapist (approximately 20 hours per week) and also as a Wellness

> Coordinator (the other 20).  I am looking for suggestions on how best to

> compensate this individual.  Do we pay them a full time hourly rate for

> the first 3 months until they can build the wellness side and then get

> paid hourly for the PT services and then commission based for the

> wellness?  

> Any thoughts or suggestions would be appreciated.  I don't want to

> re-invent the wheel and I know this group can probably share some great

> insights.   

> Sincerely,

>  

> Westerberg, PT

> CORE Strategies PT

> Overland Park, KS

>

>