Compensation & bonus structure
Medium risk
Clear base pay, but incentive language is often vague and performance criteria undefined.
- Bonus triggers are not objectively defined
- No language around review cycles or merit increases
- No sign-on repayment terms shown
Recommended response: ask for revised language, clarification, or written limits before signing.
Non-compete / restrictive covenant
High risk
The clause most likely to limit your mobility and future earnings after leaving.
- Duration appears longer than necessary for this role
- Geographic radius could block nearby opportunities
- No carve-out for telehealth or non-competing settings
Recommended response: narrow radius, reduce duration, or request removal for public/non-profit work.
Caseload, productivity & burnout risk
High risk
Expectations should be defined before you sign, not after you start.
- No caseload ceiling defined
- No productivity threshold methodology
- No language on admin time, documentation, or crisis coverage
Recommended response: request a written caseload ceiling and admin-time protection.
Licensure, CEU & supervision support
Medium risk
Especially critical for LMSWs, clinical pathways, and hospital/agency roles.
- No CEU reimbursement amount listed
- No protected supervision time defined
- No exam or license renewal support
Recommended response: name a specific CEU stipend and protected supervision hours in writing.
Termination & notice requirements
High risk
How quickly the employer can end the relationship determines your income stability.
- Notice periods should be mutual, not one-sided
- "Cause" must be clearly defined with a cure period
- Severance terms are often missing entirely
Recommended response: negotiate mutual notice, defined cause, and baseline severance.
Malpractice & tail coverage
High risk
A claims-made policy that shifts tail costs to you can create a $5K–$25K exit bill.
- Verify who pays for tail coverage
- Confirm occurrence-based vs. claims-made
- Check policy limits against state minimums
Recommended response: employer should pay tail, or convert to occurrence-based coverage.