Review Physician Assistant Contracts, operated by Chelle Law, has physical offices in Indianapolis, Indiana, and Scottsdale, Arizona, while providing physician assistant contract review and negotiation services to PAs nationwide. Because contract reviews and consultations can be handled remotely, our attorneys work with physician assistants across the country, regardless of where they live or practice.
Whether you are reviewing your first physician assistant employment agreement, considering a new opportunity, evaluating an independent contractor arrangement, negotiating a contract renewal, or comparing competing offers, Chelle Law can assist you from anywhere in the United States.
Robert Chelle is the founder and CEO of Chelle Law and an experienced contract attorney with more than 20 years of experience reviewing and negotiating professional employment agreements. He has represented more than 1,000 licensed professionals and brings extensive experience analyzing the contractual, financial, and professional issues that can affect physician assistants throughout an employment relationship.
Robert works with physician assistants at every stage of their careers, from new graduates reviewing their first employment agreement to experienced PAs negotiating new positions, renewals, compensation changes, leadership roles, and independent contractor opportunities.
His physician assistant contract practice includes agreements with hospitals, health systems, physician groups, private practices, urgent care centers, specialty practices, surgical groups, behavioral health organizations, telemedicine companies, and other healthcare employers.
Physician assistant employment agreements can contain compensation formulas, scheduling requirements, supervision provisions, restrictive covenants, malpractice obligations, and repayment terms that can significantly affect a PA’s income, mobility, and professional responsibilities.
Robert’s physician assistant contract reviews focus on the provisions that most directly affect compensation, career flexibility, financial exposure, and the ability to leave an employer.
These provisions commonly include:
Compensation provisions in physician assistant agreements can be especially difficult to evaluate when the contract combines a base salary with productivity compensation, RVUs, collections, quality incentives, or shift differentials.
Two offers with similar base salaries can result in very different total compensation depending on productivity thresholds, bonus formulas, call obligations, expected hours, patient volume, or whether additional shifts are compensated separately.
Robert helps physician assistants understand exactly how their compensation will be calculated before they sign the agreement.
Physician assistant compensation models vary widely by specialty and employer. Some PAs receive a fixed salary, while others are paid hourly, per shift, through productivity-based compensation, or through a combination of base salary and bonuses.
Productivity formulas may be based on:
Robert reviews how the compensation formula is defined, when bonuses are calculated, whether productivity thresholds are realistic, whether there is negative accrual, and whether the employer has discretion to change the compensation methodology.
He also evaluates whether call coverage, weekend shifts, holidays, overtime, or additional clinical responsibilities generate separate compensation or are considered part of the base salary.
Physician assistant agreements often include provisions addressing supervision, collaboration, delegation, clinical responsibilities, and the PA’s scope of practice.
These terms may affect:
Robert reviews these provisions to help physician assistants understand the extent of the employer’s control over clinical duties, scheduling, locations, and professional responsibilities.
Non-compete provisions can significantly affect a physician assistant’s ability to continue working in the same geographic area after leaving an employer.
A PA agreement may restrict competition based on:
Robert evaluates the duration, geographic scope, triggering locations, and activities restricted by the non-compete.
He also reviews non-solicitation provisions that may limit a physician assistant’s ability to communicate with patients, referral sources, coworkers, or other employees after leaving the organization.
Malpractice insurance provisions are another important part of a physician assistant employment agreement.
Some employers provide occurrence-based malpractice coverage, while others use claims-made policies that may require tail insurance after employment ends.
A contract should clearly address:
Tail insurance can create a significant financial obligation, so Robert helps physician assistants understand the potential exposure before signing the agreement.
Some physician assistants work as independent contractors rather than employees.
Independent contractor agreements may involve different issues concerning taxes, malpractice coverage, benefits, scheduling, expenses, professional liability, and termination rights.
Robert reviews these agreements to determine whether the compensation structure, expenses, insurance obligations, restrictive covenants, and termination provisions are clearly defined.
He also helps PAs understand which expenses they may be responsible for as independent contractors, including licensing, malpractice insurance, credentialing, travel, equipment, and other professional costs.
Physician assistant agreements frequently include signing bonuses, relocation assistance, training expenses, or other forms of upfront compensation.
These payments often come with repayment obligations if the PA leaves before completing a specified period of employment.
Robert reviews these provisions to determine:
A repayment provision that appears minor at signing can become a substantial financial obligation if the employment relationship ends early.
Termination provisions determine how easily a physician assistant can leave an employer and how easily the employer can end the relationship.
Robert reviews:
Understanding these terms before signing can help a PA avoid being trapped in an unfavorable employment situation.
Robert’s approach is practical and physician assistant-focused. Rather than simply identifying legal language, he explains how each provision works in the real world, what financial or professional risk it may create, and which terms may be appropriate to clarify or negotiate before the PA signs the agreement.
The goal is not simply to identify problematic language. It is to help physician assistants understand exactly how their compensation will be calculated, what clinical and administrative obligations they are accepting, how they can terminate the agreement, and what restrictions will apply after the relationship ends.
Before opening his own practice, Rob gained experience with the legal departments of three major healthcare organizations, including:
As the founder of Chelle Law, Rob is committed to providing physician assistants with practical, responsive, and experienced legal guidance throughout the contract review and negotiation process.
Whether reviewing a PA’s first employment agreement, evaluating a hospital offer, negotiating a productivity-based compensation model, reviewing a non-compete, or considering an independent contractor opportunity, Rob focuses on helping each client understand the financial, professional, and legal consequences of the agreement before signing.
DePaul University College of Law — Chicago, Illinois
J.D., 2002
Health Care Law Certificate
Indiana University Kelley School of Business — Bloomington, Indiana
B.S., 1999
