| Course | NR 510 Leadership and Role of the APN |
|---|---|
| Week | 7 |
| Paper type | Contract review memo |
| Length | About 920 words, 2 pages |
| Format | Memo with APA 7 citations |
| School | Chamberlain University |
| Program | MSN |
| Updated | October 2026 |
Free sample paper for NR 510 Week 7
Memorandum
To: Jordan M., FNP classmate
From: Graduate nursing student, NR 510
Date: October 2026
Re: Your offer from the urgent care group: what I would ask before signing
Start With the End of the Agreement
You asked me to look at your offer before you sign. I read it from the last page forward, because the clauses that operate after the job ends are the ones that cost the most and get the least attention at signing. I am not a lawyer, and I say below where you need one. What follows takes each clause that matters in three moves: what it says in plain words, what it would cost you if it ever operated, and what you could reasonably ask for.
The Clauses That Survive Termination
Restrictive covenant (section 14). Plain words: for two years after you leave, for any reason, you may not provide primary or urgent care within 20 miles of any of the group's four clinics. Cost if it operates: the four clinics' 20-mile circles cover almost the whole metro area, including the hospital you mentioned wanting to join. If you left after a year, you would have to move or commute outside the region for two years. What to ask: limit the radius to 10 miles from the clinic where you actually work, not all four, and reduce the term to one year; ask that it not apply if the group ends your contract without cause. Whether a covenant like this is enforceable depends on your state's law and can change, which is one reason to have an employment lawyer read it.
Malpractice tail (section 11). Plain words: the group buys a claims-made liability policy, which only responds to claims brought during the years the policy is active. If you leave, you must buy "tail" coverage for claims made later about care you gave while there. Cost if it operates: tail coverage is typically priced as a multiple of the annual premium; the group's own insurance summary shows your annual premium as $3,800, so a tail could cost several thousand dollars, payable when you leave. What to ask: that the group pays the tail if it ends the contract without cause, and that the cost is shared if you leave after three years.
Signing bonus repayment (section 6.3). Plain words: you receive $15,000 at signing and must repay all of it if you leave within 24 months. Cost: the full $15,000 at month 23. What to ask: repayment prorated by month, so that leaving at month 12 costs half, and no repayment if the group terminates without cause.
Your Status and What It Means for Billing
Independent contractor (section 2). Plain words: you are not an employee; you are paid per shift and handle your own taxes and benefits. Cost: beyond taxes and benefits, this status changes your Medicare liability. You will reassign your Medicare billing to the group. Federal rules state that when an entity bills for a supplier's services under a contractual arrangement, the entity and the supplier are jointly and severally responsible for any Medicare overpayment to that entity (Reassignment of Claims, 2024). If the group's billing office codes your visits incorrectly and Medicare demands repayment, it can pursue you as well as the group. The same rules give you unrestricted access to claims the group submits for your services. What to ask: written confirmation of how you will receive monthly reports of claims billed under your number, and an indemnification clause in which the group accepts responsibility for coding errors made by its own billing staff. Alternatively, ask whether the group will hire you as an employee.
The Number Is Not the Deal
Compensation (section 5). Plain words: $78 an hour for 12-hour shifts, 14 shifts a month, plus $12 for each visit beyond 36 in a shift. Cost: at 14 shifts, the base is about $157,000 a year, which looks higher than the employed offers you described. But as a contractor you pay the employer's share of payroll taxes and your own health insurance, retirement and continuing education, and you receive no paid leave. Once those are subtracted, the gap may close or reverse. The visit bonus rewards seeing more than three patients an hour, which in urgent care is achievable on busy days but should not be counted on. What to ask: a continuing education allowance and a guaranteed minimum of 12 shifts a month, so that a slow season does not cut your income by a third.
What Is Actually Movable
From what you told me about the group's hiring difficulties, I would expect movement on these, in order of likelihood:
1. Prorating the signing bonus repayment. Common and cheap for the group.
2. Narrowing the covenant to your clinic's radius and one year.
3. Group-paid tail if they terminate without cause.
4. Claims reporting and billing indemnification.
The hourly rate is probably the least movable item, and it matters less than the four above.
Where You Need Advice
Please have an employment lawyer licensed in our state review sections 2, 11 and 14 before you sign. The restrictive covenant's enforceability and the independent contractor classification are legal questions, and the cost of an hour of review is small compared with a two-year covenant or an overpayment demand. An accountant can tell you what the contractor rate is worth after taxes and benefits compared with the employed offer. I am glad to talk through the clinical parts, such as the visit volume, whenever you like.
References
Reassignment of Claims, 42 C.F.R. ยง 424.80 (2024). https://www.law.cornell.edu/cfr/text/42/424.80
NR 510 Week 7 instructions, in plain terms
The Week 7 assignment asks you to review an APN employment contract and identify key issues. The checklist generally covers compensation, employment status, scope and duties, malpractice coverage, termination, restrictive covenants, negotiable terms and when to seek legal advice, in APA. Read the agreement from the end, since clauses that survive termination often carry the largest costs. Translate each important clause into plain words and its cost. Explain what employment status means for taxes, benefits and billing. Show that the hourly rate is not the whole deal. Rank the terms by how likely they are to move. Say which sections need a lawyer licensed in your state.
How this NR 510 Week 7 example is built
The memo opens by explaining why it reads from the last page. The survival section explains section 14's covenant against practicing primary or urgent care within 20 miles for two years, section 11's claims-made policy and the cost of buying tail coverage, and section 6.3's full bonus repayment within 24 months. The status section explains that as an independent contractor the NP handles taxes and benefits and reassigns billing to the group. The compensation section works out pay at 14 twelve-hour shifts a month with the per-visit bonus. The movable section lists prorating the bonus, narrowing the covenant, group-paid tail coverage if terminated without cause and billing indemnification. The final section asks for legal review of sections 2, 11 and 14.
Reading the NR 510 Week 7 grading rubric
Contract review rubrics in NR 510 usually score identification of key clauses, plain-language explanation, analysis of financial and professional risk, understanding of billing implications, negotiation priorities, professional format and APA. Reading from the end is the move graders reward most here, because the survival clauses carry the largest costs. Clauses are credited for being translated into plain words with costs. Risk scores through the tail coverage and bonus repayment. Billing earns points for explaining reassignment. Negotiation is credited for a ranked list. Format scores through a memo to a named classmate. The reassignment regulation completes the references. Sending three sections to a lawyer shows the limits of the review.
Common NR 510 Week 7 mistakes, and how to avoid them
The commonest failure retells the agreement in order and adds nothing, so the memo is longer than the contract and less useful. Another loss is silence about tail coverage, which can cost tens of thousands of dollars after leaving. Students also focus only on the hourly rate, miss what contractor status means or give legal advice instead of recommending a lawyer. You may use a real agreement with names removed. A supplied agreement still needs the same analysis. The memo should say what to ask before signing, not simply whether to sign. Send the agreement you are reviewing, and an NR 510 memo can read it from the last page forward.
Get a NR 510 Week 7 example written to your instructions
Send the Week 7 instructions along with whatever agreement your section provided, and a custom memo is written to that document and to your rubric, back with you inside 24 to 48 hours and free the first time. Working from real paperwork rather than a sample, strip the names first, and the example is built from the anonymized version.
More NR 510 papers and MSN samples
- NR 510 Week 1: APN Role in a Workplace Discussion
- NR 510 Week 2: NP Role Description Analysis Paper
- NR 510 Week 3: APN Practice Barrier Brief
- NR 510 Week 4: Clinic Policy Influence Plan
- NR 510 Week 5: NP Hiring Business Case
- NR 510 Week 6: NP Practice Marketing Plan
- NR 510 Week 8: Practice Launch Plan
- NR 510F Week 7: Professional Portfolio Piece
- NR 508 Week 7: Semaglutide Medication Teaching Plan
- NR 513 Week 7: Precepting Reflection on a Sign-Off
- NR 506NP Week 7: NP Policy Leadership Plan
NR 510 Week 7 questions, answered
Can I use a real agreement I was given?
Only with the identifying material removed, and check your prompt first because some sections require the sample they supply. If you use your own, take out the employer name, the location, the figures and anything else identifying either side. The document belongs to whoever issued it, and reproducing it in full inside coursework creates a problem the assignment never asked you to take on.
My section supplies an agreement. Does that make this easier?
It removes the sourcing problem and raises the standard, because everyone is reading the same clauses and an instructor knows exactly what is in there. The marks then sit entirely in what you noticed. Look hardest at the parts nobody quotes in class, the definitions, the notice periods and whatever the agreement says about what happens to work already done.
Should the memo say whether to sign?
Say what you would want changed before signing, which is more useful and more defensible than a verdict. Most prompts want a reasoned position rather than a refusal or an endorsement, and a memo listing two or three amendments with reasons attached demonstrates the reading. A flat recommendation with no clause behind it earns very little regardless of which way it points.
Where can I find a free NR 510 Week 7 sample paper?
The complete Week 7 memo reviewing an urgent care offer, with the survival clauses, contractor status, compensation, the ranked negotiation list, the legal review note and the regulation, can be read here.
What does the NR 510 Week 7 memo expect to be most movable?
Prorating the signing bonus repayment, which is common and cheap for the group, followed by narrowing the covenant, group-paid tail coverage and billing indemnification.