The CRNA Contract Checklist: Clauses That Protect Your Income and Time

Written By Guest User

Whether you’re a 1099 independent contractor, PRN provider, or travel CRNA, every contract you sign determines more than just your pay rate. The fine print can affect your income, schedule, flexibility, and even your professional reputation.

Unfortunately, many CRNAs focus only on the hourly rate or stipend and overlook clauses that can cost them time, money, or opportunities down the road.

At CBFC, we work with CRNAs across the country to evaluate contracts, flag red-flag clauses, and negotiate terms that align with their goals. This CRNA Contract Checklist will help you protect both your income and your time before you sign.

1. Compensation Structure

Your pay rate is only part of the picture. Clarify:

  • Base rate: Hourly, daily, or per-case?

  • Overtime: When does it start, and how is it calculated?

  • Call pay: Flat rate or hourly, and what’s the minimum call-back pay?

  • Stipends: Are housing or travel stipends taxed or tax-free?

  • Guaranteed hours: Are you paid if shifts are canceled last minute?

Why it matters: Without specifics, you could work extra without fair compensation or lose income to canceled shifts.

2. Payment Terms

Even a great rate doesn’t matter if you’re not paid promptly. Look for:

  • Payment schedule: Weekly, biweekly, or monthly?

  • Invoicing requirements: Who prepares invoices—you or the facility/agency?

  • Late payment penalties: Are there protections if they miss deadlines?

Pro tip: For 1099 CRNAs, standard payment turnaround is 7–14 days after invoice approval.

3. Schedule and Hours

Your time is valuable, and vague scheduling terms can quickly lead to burnout. Confirm:

  • Expected hours: Daily and weekly averages

  • Shift length: Fixed or variable?

  • Call requirements: Frequency, expected response time, and post-call time off

  • Weekend and holiday coverage: Is it required, and is it paid at a premium rate?

Why it matters: Without clear boundaries, you may be expected to cover far more hours than anticipated.

4. Cancellation and Termination Clauses

Contracts should protect you from sudden changes. Ask:

  • Cancellation policy: If shifts or contracts are canceled, are you compensated?

  • Termination notice: How much notice is required from both sides?

  • For-cause termination: What situations allow them to end the contract immediately?

Example: A 30-day termination notice allows time to find a new contract and avoid income gaps.

5. Scope of Duties

The contract should match your expectations of the role:

  • Will you be covering specific specialties (OB, pediatrics, trauma)?

  • Are you responsible for pre-op assessments and post-op follow-ups?

  • Are you expected to supervise SRNAs or other anesthesia providers?

Why it matters: Scope creep—gradually adding responsibilities without added pay—is common without clear definitions.

6. Travel and Housing Provisions

For travel CRNAs or contracts outside your home city, clarify:

  • Housing: Provided, reimbursed, or stipend-based?

  • Travel: Who books and pays for flights, rental cars, and mileage?

  • Per diem: Is it aligned with IRS guidelines for tax-free treatment?

  • Relocation: Will they cover moving expenses if required?

7. Malpractice and Liability Coverage

This is non-negotiable for protecting your license and career.

  • Type: Occurrence-based or claims-made? (Occurrence-based is often better for long-term protection.)

  • Limits: Do they meet state and industry standards?

  • Tail coverage: If claims-made, who pays for tail coverage after the contract ends?

8. Non-Compete and Restrictive Covenants

Some contracts restrict where you can work after leaving.

  • Radius: How far from the facility is off-limits?

  • Duration: How long does the restriction last?

  • Scope: Does it apply only to anesthesia work or all healthcare roles?

Pro tip: Negotiate these down whenever possible—they can severely limit future opportunities.

9. Credentialing and Licensing

Before starting, confirm:

  • Who handles credentialing paperwork and fees?

  • Who pays for state licensure renewals if the role requires multiple licenses?

  • Is there compensation for time spent on credentialing?

10. Continuing Education and Professional Development

If maintaining your skills is a priority, look for:

  • CME reimbursement: Amount and frequency

  • Paid CME time: Especially for W-2 or PRN roles

  • Conference attendance: Any restrictions on which events you can attend

11. Dispute Resolution

If conflicts arise, what’s the process?

  • Mediation or arbitration clauses

  • Jurisdiction: Which state’s laws apply?

  • Legal fees: Who pays if disputes go to court?

How CBFC Helps CRNAs with Contracts

We help CRNAs:

  • Review contracts for financial and time-protection clauses

  • Identify missing or unclear terms

  • Suggest edits that align with industry standards

  • Work with legal professionals when needed for state-specific issues

  • Integrate contract decisions into a broader financial and career plan

Because we work exclusively with CRNAs, we know the benchmarks for fair compensation, reasonable scheduling, and protective clauses.

Final Thoughts

Your CRNA contract isn’t just a formality—it’s your safety net. A well-written agreement ensures you’re paid fairly, your time is respected, and your career is protected.

Before you sign your next contract, run through this checklist and don’t be afraid to negotiate. Protecting your income and time isn’t just good business—it’s essential for long-term career satisfaction.

Need a second set of eyes on your contract?
Schedule a consultation with CBFC and we’ll help you review it line-by-line to safeguard your income, time, and future opportunities.

Guest User
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