Employment counsel for health care employers

Reed Claymon represents hospitals, physician organizations, clinics, associations, and other health care employers on employment issues that arise in the ordinary course of operations and in more sensitive or high-risk situations. The work includes physician contracts, workplace policies, employee relations, discrimination and harassment issues, compliance counseling, and matters that intersect with medical staff, regulatory, and operational concerns.

In health care settings, employment questions rarely exist in isolation. They often involve patient care responsibilities, credentialing concerns, board or management oversight, privacy obligations, and organizational policies that must work in practice as well as on paper. The firm advises with that broader context in mind.

Focus: employment issues facing health care organizations

Clients: hospitals, physician groups, clinics, associations, related nonprofit entities

Work: physician contracts, handbooks, discrimination issues, HR counseling, policy development

Scope: routine advice, preventive review, and response to more sensitive workplace matters

Advice that reflects the structure of health care workplaces

Employment issues within hospitals and provider organizations often touch more than one part of the institution. A contract question may also raise Stark or anti-kickback issues. A personnel matter may involve medical staff concerns, compliance obligations, patient privacy, or board-level governance. Reed Claymon advises employers with those overlaps in view.

The firm’s work in this area is often preventive. Reviewing contracts, revising handbooks, updating policies, and addressing personnel issues early can help clients reduce disruption and make more confident decisions. When a matter is more sensitive, the firm provides practical guidance aimed at protecting the organization and preserving stability.

Representative matters

Represented physicians in employment contract negotiations, including preparation, revision, and non-compete issues.
Advised hospitals and physician organizations on workplace discrimination and harassment issues.
Assisted hospitals and other providers in updating personnel policies, employee handbooks, and related operating policies.
Counseled health care entities on compliance with state and federal laws affecting workplace operations, including civil rights and related regulatory obligations.
Provided human resources advice to hospitals, clinics, and continuing care and senior living organizations on an ongoing outside-counsel basis.
Advised health care associations and nonprofit entities on employment and operational matters affecting leadership and staff.
Assisted providers with policy review and staff training in areas that intersect with employment, compliance, and day-to-day administration.
Counseled physician organizations and multi-specialty practices on strategic employment and workforce issues.

Areas of work

Physician employment agreements, compensation terms, restrictive covenants, and related negotiations
Personnel policies, employee handbooks, and workplace procedures for health care employers
Advice on discrimination, harassment, and other workplace complaints
Human resources counseling tied to operational and management issues
Employment aspects of compliance programs and staff training
Workplace issues involving hospitals, physician organizations, and clinic operations
Contract review and revision for employed physicians and other key personnel
Employment-related guidance connected to broader health law and governance matters

Clients in this practice

Hospitals and health systems
Hospital districts and hospital authorities
Physician groups and multi-specialty practices
Clinics and community health providers
Senior living and continuing care organizations
Health care associations and nonprofit entities

Attorneys in this practice

Jennifer

Claymon

For employers managing both daily personnel issues and more sensitive matters

Reed Claymon advises health care employers on employment questions that affect operations, compliance, and institutional stability. The work is practical, context-driven, and shaped by the demands of provider-side health care.