Your Travel Nursing Contract
by Epstein LaRue
You've talked to the hospital, and now you are ready to head off to your new destination. Our recruiter talks to the hospital and the deal is done on their end, but what about the deal on your end?
This is where things get fun. Everything is agreed upon verbally and then the contract is drawn up and sent to you. Your first assignment before you get to your destination is to read the fine print of the document that will dictate what your career will be for the next 13-weeks.
Negotiations with the recruiter can sometimes be a tedious job, but every detail must be dealt with. Your first indication might be to think, "we discussed everything, and it's in there." NO! I guarantee you that the first time do that will be the last time that you do that.
Set down in a quiet place and read your contract word for word and between the lines. If there is any part that you do not agree with, or have questions about do NOT sign until those questions have been answered.
If you have a vacation planned, or if you need certain days off, make sure that you get those dates into writing. It has been my experience that if it is not in writing then you may have to just live with the consequences. If it IS in writing, then you are guaranteed those days off.
What exactly is in this wonderful document? When you open up your new hire packet, you will find several pages of legal jargon that states that you are going to a hospital or facility to work for a certain amount of time for a certain dollar amount. That you are going to act like a professional, and that the client hospital and your travel company are going to treat you like a professional.
The employment relationship is the beginning of the contract that states the condition of your employment. This section will define the simple terms of roles between the nurse, the facility, and the travel company. This will include whether your employment is based on a temporary, travel, or permanent position.
The next section will define the employee relationship, and define the responsibilities of you to the travel company and client. In this part of the contract, you will also find a list of the travel company's responsibilities to you.
Never work for a travel company that does not reiterate that they are there to support you, the nurse. Remember, you the nurse are the one they need. You are the one in demand. You are the one in control.
The "professional responsibilities section" defines your responsibilities as a professional at the hospital in which you are assigned to. The employment relationship section also is written to ensure that you are held responsible for your actions upon the occurrence of an irresponsible event.
Among the professional responsibilities, it states that you will act in accordance with the laws and standards of practice that are set forth by such governing entities such as joint commission, occupational safety hazards, and the Medicaid and Medicare systems.
As a protection to the travel company, a clause is added that states that if you act in a careless manner that effects patients or the client hospital that you can and will be turned into the local authorities and state nursing board.
Among your professional responsibilities is the responsibility to carry your professional license(s) with you and any other documentation that might be needed related to your nursing qualifications including ACLS, PALS, TNCC, and State Licenses.
The job assignment term is usually listed next. Among the terms are you start date, end date, exact location and exact hospital, and the floor that you will be assigned to. Also list in this area is your responsibility for on call and floating assignments.
If you do not want to float or do not want to be put on call, then make sure that it is put into writing. If you do not feel comfortable floating to a certain floor, like O.B. or O.R., then state it in your contract. When reviewing this section of your contract, you also must be mindful that part of a travel nurses job is to be flexible. This is YOUR contract, and you must protect yourself!
When it comes to your work salary and housing, get everything in writing and don't ever take anything for granted. If there are days off that you want guaranteed, then ask for them in your contract. If floating is a possibility, then specify the situations that you will not float; as in the fact that I don't feel comfortable in ICU or OB, so I put in my contracts that I will not float to ICU or OB. If you want ever weekend on or every weekend off or your willing to work every other weekend, specify that in your contract if that matters to you. Put it in writing whether you wish to work overtime or not.
In this business, verbal agreements mean nothing. You ever watch them court shows in the afternoon? ALWAYS the judge wants to know if you had it in writing. If it isn't in writing, you just lost. A nice recruiter may be a pleasure to work with, but just remember that they are working for the money that they get from handling your contract. Remember, they are no more than nursing salespeople.
