ADAPT Blog

This is part of the “What Went Wrong” series, in which we explore common problems of practice transitions – and offer tips to help you avoid them.

At ADA Practice Transitions, we place a heavy emphasis on making sure incoming doctors share a similar philosophy of care as the practice owner. While it may not be immediately apparent, having a shared approach is critical to the success of your future career or retirement plan, even if you are planning to sell and walk away.

This is part of the “What Went Wrong” series, in which we explore common problems of practice transitions – and offer tips to help you avoid them.

Welcome to “What Went Wrong Wednesdays,” a series in which we explore common problems of practice transitions – and offer tips to help you avoid them.

Many dental contracts include some version of a restrictive covenant, also called a non-compete clause. These clauses prohibit an employee from practicing within a specific geographical area (typically a defined radius) for a certain period of time after leaving a practice. These covenants generally also have a non-solicitation clause that will bar an associate from directly soliciting the employer’s patients or other employees.

This clause helps protect an owner dentist from competition – but it can also limit an associate’s career movement.

Written contracts protect both sides from misunderstandings and can put your relationship on equal ground. No matter whether you are joining a practice as an associate, intending to pursue a sale/purchase, or hiring someone, a contract helps you start your relationship on the right foot.

This week, we will examine three scenarios where contract misunderstandings turned into more serious problems. The ADA offers an eBook, Dentist Employment Agreements: A Guide to Key Legal Provisions, that includes a wealth of details and sample contract language.