Running Head: Reviewing FNP employment contract 1

Reviewing FNP employment contract

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Reviewing FNP employment contract 2

Reviewing FNP employment contract

Introduction

Employment contract are essential aspects of nursing career since nursing practitioners

have to go through several contracts during their careers. Nursing employment contracts are

often written contracts that include details about compensation, expected services, and other

benefits that would be provided by the healthcare organisation. A sample contract is located

for this writing to review and explore different categories of an FNP contract. The review

would considerably assist to understand the focused points mentioned in the contract for

nursing practitioners. The sample FNP contract would be investigated based on scope of

services, compensation details, bonuses, and duration of employment, continuing education

and other aspects of the employment contract. After the analysis of the FNP employment

contract a short conclusion would also be provided at the end of this writing. The sample

contract that has been selected for this writing would also be provided at the final part of this

writing. The following is the review of an FNP employment contract.

Scope of Services

In the domain of practice of a nurse licenced in a state or a particular area, the nurse

practitioner shall perform all appropriate duties. Nurse Practitioner shall provide without

restriction, the facilities set out in contract. Usually those duties include prescribing the

medicines to patients, providing healthcare facilities to families and patients within the

organisation, maintaining medical history and record of patients, and evaluating the

symptoms of different patients along with consulting them with an authorised physician. The

employers expect the nursing practising person to expend specific hours a week in this

respect (Hockenberry and Becker 2016). The expected working hours may vary from

healthcare organisation to organisation. If NP committed to call-on period, this segment

should contain the responsibilities connected with on-call agreements. Includes info on:

Who's calling NP shares; rotation of call; night call; call weekend, etc.

Compensation

Compensation is the most critical aspect of an FNP employment contract since it

includes the details of what the organisation would pay against the services of nurse

practitioners. The compensation content of a FNP contract includes the amount of

compensation that an employer would pay to NPs against their services. Compensation

section of a contract also defines the period for which an employer would pay the salaries or

wages to the nursing practitioners. Mostly, nurse practitioners are expected to pay for specific

hours in a week (Harris et al. 2013). On-call services are paid according to the amount of

services that an NP has provided to patients for a specific organisation for a specific amount

of time. The FNP employment contract may also include the agreed bonuses and additional

compensations according to the specific circumstances and agreed points. Compensation

usually include the basic salaries and wages that a healthcare facility has to pay to nursing

practitioners regardless of any outside circumstances.

On-call time

An FNP contract may also have a clause about on-call time for the workers that would

not be able to work for full time with the healthcare facility. The on-call employees are less

likely to receive remuneration to the levels of workers that are likely to for full-time. This

clause may incorporate specific terms and services detailing to the remuneration of

employees who are likely to work for reduced hours. Most of the times, on-call workers

would be offered with low compensation packages than those who are offered a full-time

employment contracts (Chu and Hsu 2011).

Bonuses
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A benefit in addition to a standard wage may be given to nurses' employers. A bonus is

an optional bonus, but not a major portion of the benefit package for certain NPs. In addition

to the basic pay, incentives for other nurses might likely equate to tens of thousands of dollars

a year. Although additional cash can exist, many nurses remain cautious of such pay schemes

(Chu and Hsu 2011). Entering an educated work arrangement keeps nursing goals on track. If

nursing goals are straightforward and the employer's incentive system well established, NPs

will be happy whether they earn the full bonus or not. If Nursing Practitioners sign a contract

of employment without explicitly specifying incentive conditions, their wage requirements

might be optimistic and the ties with their employer may become damaged if these ambitions

are not satisfied.

Duration of Employment

The duration of employment implies that for how much long a nursing practitioner is

expected to perform her duties with a specific organisation. Duration of employment differs

from the duration of contract. FNP contracts are signed and developed for one year generally.

On the other hand, the duration of employment varies across different healthcare facilities

and contracts (Mallette 2011). Generally, nursing practitioners are expected to work for two

years for an organisation. Since the hiring, training, and development of new employees can

proof costly for the organisations. Consequently, through the contracts it is aimed by

employers to extend the duration of employment. The duration of employment also varies

with respect to the type of employment that can be a full-time or a part-time employment.

Some of the FNP contracts may include highly restricted terms for the employment duration

and the employer may take legal actions against the workers who leave their jobs prior to the

end of the employment duration. Generally, there are no such restrictions since it would be

ethical for nursing practitioners to keep working for an organisation that is compensating NPs

well.
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How the Agreement can change

It is illegal for employers to change a contract without the consent of nursing

practitioners. Consequently, employers add certain clauses to change the agreements in the

future. There may be some clauses in the FNP employment contract that include the terms

such as “subjected to change, or subjected to terms and conditions”. Those clauses can be

changed in the future by employers, but with the consent of workers (Higginbottom 2011).

On the other hand, if an employer wants to change some clauses in the contract he can

approach workers’ representatives for the conciliation. Consequently, an FNP contract can

incorporate clauses that allow employers to change the contracts in the future.

Continuing Education

Most of the organisations would support the nursing practitioners for getting further

educated. In most of the FNP employment contracts there should be a clause that identifies

that the organisation encourage its workers to attend educational seminars, professional

conventions, and to participate in professional societies to help them grow as nursing

practitioners. Most of the organisations would allocate a specific allowance to the nursing

practitioners to grow their skills and capabilities by getting further education (Higginbottom

2011).

Benefits

There is also a clause related to the potential benefits that an employer wants to provide

to its workers. The common benefits for nursing practitioners include health and life

insurance, free medical treatments, and retirement plans. All those benefits along with their

details are entitled in the FNP employment contracts.

Vacations
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Vacation time mentioned in an FNP employment contract implies the vacations for

which employers are not entitled to deduct compensation amounts. Healthcare organisations

are bound to provide a specific amount of vacations to the workers along with mentioning

hours that are accrued for the vacations (American Association of Colleges of Nursing 2003).

The contract also mentions that failure to have vacations would not add up any amount to the

compensation package.

Reasons for Termination

The contract mentions a time under which both of the contract parties can terminate the

contract without any solid reason. The usual termination time mentioned in the FNP

employment contract is 30 days within which workers of employers can terminate the

contract and if they long they can ask for developing a new contract by writing an application

to the other party. After that, any breach of contract by either party can cause the termination

of contract. Employers mostly have the right to terminate employees if they find Nursing

Practitioners of breaching any specific clause of the employment contract (American

Association of Colleges of Nursing 2003).

Expectations regarding non-clinical work to be done by NP

All the services in the nursing profession are mentioned in the scope of services. On the

other hand, any other services that do not relate to nursing profession are mentioned in a

separate clause of the FNP employment contract. Most of the times, NPs have to prepare bills

and also have to answer the queries of patients on telephone that are not included in the

primary scope of services (Mallette 2011). Employers add an extra clause for the NPs

showing the non-clinical work that is expected by NPs to perform according to the contract.

Conclusion
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FNP contracts are essential for practicing effectively and under the defined regulations

of an organisation in nursing profession. FNPs are written documentation that defines the

expectations of employers and incorporate compensation details along with any other benefits

that are being provided by a healthcare facility. The contracts and the details in the contracts

may vary across different organisations. The compensation and the scope of services are the

common contents of most of the employment contracts. Following the contents of the

contract can enhance the efficiency of workers and also prevents them from performing an

unethical or unexpected operation. The breach of an employment contract in nursing can

cause termination of workers along with causing complicated legal issues for the workers.
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References

American Association of Colleges of Nursing. 2003. “What Every Nursing Student Should

Know When Seeking Employment.” American Nurses Association of College Nursing

530:202–463.

Chu, Cheng I., and Yao Feng Hsu. 2011. “Hospital Nurse Job Attitudes and Performance:

The Impact of Employment Status.” Journal of Nursing Research 19(1):53–60.

Harris, Ruth, Ann Ooms, Robert Grant, Sylvie Marshall-Lucette, Christine Sek Fun Chu,

Jane Sayer, and Linda Burke. 2013. “Equality of Employment Opportunities for Nurses

at the Point of Qualification: An Exploratory Study.” International Journal of Nursing

Studies.

Higginbottom, Gina M. A. 2011. “The Transitioning Experiences of Internationally-Educated

Nurses into a Canadian Health Care System: A Focused Ethnography.” BMC Nursing

10.

Hockenberry, Jason M., and Edmund R. Becker. 2016. “How Do Hospital Nurse Staffing

Strategies Affect Patient Satisfaction?” Industrial and Labor Relations Review.

Mallette, Claire. 2011. “Nurses’ Work Patterns: Perceived Organizational Support and

Psychological Contracts.” Journal of Research in Nursing 16(6):518–32.

Appendices
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