In our work with health systems, we sometimes consider an FMV range for compensation that can be used as part of a retention strategy for a high-value employed physician. These situations usually involve a “flight-risk” physician whose employment is essential for a critical service line, and whom the employer is typically highly motivated to retain. From time to time , during related negotiations, such a physician requests compensation above the regional market’s 90th percent

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The Department of Justice (DOJ) news page features several noteworthy settlements related to individual physicians involved in alleged medical laboratory kickback schemes. Enforcement action is likely to continue in the medical lab industry, which is upward of $250.9 billion in size and still growing. [1] Physicians who are key to this growth may not realize the extent of their exposure to prosecution in arrangements that seem like win-wins. However, common threads throughou