Reviewed by the MMA Chiropractors Team. MMA Chiropractors has connected doctors of chiropractic with practice opportunities across the United States since 1989.

A clear associate chiropractor contract protects both the practice and the doctor by outlining expectations, responsibilities, and the structure of the working relationship. While every practice is different, certain elements help ensure smooth onboarding, consistent communication, and long-term alignment.

MMA Chiropractors has supported chiropractic practices nationwide since 1989, helping owners find associates who fit their clinical style, workflow, and practice culture. Based on decades of placement experience, here are the essential components most practices include in an associate agreement.

1. Role & Responsibilities

The contract should outline what the associate is responsible for day-to-day, including:

• Patient care and treatment planning
• Documentation and SOAP note standards
• New patient procedures
• Follow-up care expectations
• Participation in team communication or meetings

Clear expectations prevent misunderstandings and help the associate integrate smoothly into your workflow.

2. Work Schedule

Define the associate’s schedule upfront, including:

• Weekly hours
• Start/end times
• Any evening or weekend coverage
• Holiday or rotation expectations

Associates stay longer when scheduling expectations are transparent from the beginning.

3. Compensation Structure

Compensation should be simple and clearly explained. Most contracts outline:

• Base pay or percentage model
• How and when payments are made
• What services or procedures count toward production
• Any bonus or incentive opportunities

Clarity prevents confusion and helps associates understand how their compensation aligns with practice goals.

4. Professional Standards & Practice Protocols

Include expectations around:

• Documentation timelines
• Communication style
• Treatment philosophy
• Use of specific techniques or equipment
• Patient flow and care standards

This ensures the associate understands how your practice operates and what consistency looks like.

5. Time Off & Schedule Changes

Outline how the associate should request:

• Vacation time
• Personal days
• Schedule adjustments
• Continuing education time

Clear processes reduce friction and support a healthy working relationship.

6. Termination & Transition Expectations

Every contract should include:

• Notice requirements
• How final compensation is handled
• Expectations for patient handoff
• Return of practice property
• Professional conduct during transition

This protects both parties and ensures continuity for patients.

7. Confidentiality & Professional Conduct

Most practices include simple confidentiality language covering:

• Patient information
• Practice systems
• Fee schedules
• Marketing strategies
• Internal processes

This protects your business and maintains professional standards.

8. Optional: Growth Path or Future Opportunities

If your practice offers:

• Leadership roles
• Expanded responsibilities
• Long-term growth opportunities
• Associate-to-associate seniority paths

Include a general outline so the associate understands what the future could look like.

How This Differs From Temporary/Substitute Coverage

Temporary chiropractors (coverage doctors) do not: sign associate contracts. They work short-term assignments with:

• Defined coverage dates
• Technique matching
• Temporary access to your systems
• No long-term employment obligations

MMA Chiropractors provides substitute doctors as independent contractors:, while associates are typically hired directly by the practice.

The MMA Advantage

MMA Chiropractors helps practices:

• Find qualified associate candidates
• Match technique and practice philosophy
• Support onboarding and expectations
• Reduce turnover by improving fit and clarity

Whether you need temporary coverage or a long-term associate, MMA ensures you find the right doctor for your practice.

Need help hiring an associate or securing temporary coverage? Call MMA Chiropractors at 1-800-501-6111.

What Is the Employment Classification in a Chiropractic Associate Contract?

The contract must clearly establish whether the associate is an employee or independent contractor, as this classification determines tax withholding, workers’ compensation requirements, and liability structure.

The IRS evaluates behavioral control, financial control, and the relationship type when determining classification^[1]. Practice owners cannot simply choose the preferred classification, the actual working relationship determines the legal status regardless of what the contract states.

Employee classification requires the practice to withhold federal income tax, Social Security, and Medicare taxes while providing workers’ compensation coverage^[2]. The practice controls the associate’s schedule, treatment protocols, and patient management approach. Independent contractor status typically applies only when the associate maintains their own malpractice insurance, sets their own hours, provides services to multiple practices, and exercises complete clinical autonomy without practice owner direction.

Most associate chiropractor relationships qualify as employment under IRS guidelines because the practice owner controls when, where, and how the associate works^[3]. The contract should explicitly state “This agreement establishes an employer-employee relationship” and detail the corresponding obligations. Misclassification carries substantial penalties including back taxes, interest, and fines. Have an attorney licensed in your state review the classification determination before finalizing any agreement.

How Should Compensation Be Structured in Associate Contracts?

Compensation models typically use percentage of collections, percentage of production, straight salary, or hybrid formulas combining base pay with production bonuses. The contract must specify which patient revenue counts toward the calculation, when payment occurs, how adjustments and refunds are handled, and whether the percentage applies to gross collections or net after insurance adjustments.

Ambiguous compensation language creates the most common contract disputes between practice owners and associates.

The contract should define “collections” explicitly: does it include only adjustment fees, or also exams, X-rays, therapies, and retail product sales? When multiple doctors treat the same patient during a visit, how is the collection allocated? Document every scenario to prevent disagreements when revenue flows.

Salary models provide income predictability but require clear productivity expectations. The contract should specify minimum patient visits per day or week, required documentation standards, and the adjustment procedure if volume targets are not met. Hybrid models often guarantee a base draw against future percentage earnings, with monthly or quarterly reconciliation. Always specify the payment schedule (weekly, biweekly, monthly), the delay between service date and payment (current week, prior week, prior month), and whether the associate receives detailed collection reports.

What Work Obligations Must the Contract Specify?

The agreement must detail required work hours, on-call expectations, patient load requirements, documentation standards, and attendance at staff meetings or continuing education events. Vague scheduling language leads to conflicts when the practice owner expects evening or weekend coverage the associate did not anticipate.

Specify both the weekly hour commitment (example: “40 hours per week, Monday through Friday, 8:00 AM to 6:00 PM with one-hour lunch”) and any rotating Saturday or emergency coverage obligations.

If the practice uses specific techniques or protocols, the contract should require the associate to maintain proficiency or complete training. Define whether the associate may decline certain treatment types or patient categories, and establish the escalation procedure when clinical disagreements arise.

Non-clinical duties often include insurance verification, treatment plan presentations, marketing event participation, or supervision of therapy staff. List every expectation explicitly rather than assuming “other duties as assigned” will suffice. The associate should know before signing whether they are expected to attend networking events, produce social media content, or provide corporate wellness talks as part of their role.

What Termination Provisions Should Associate Contracts Include?

Employment agreements should specify at-will status or define termination-for-cause grounds, establish notice periods for voluntary resignation, and detail final payment procedures. Most states recognize at-will employment, meaning either party may terminate the relationship at any time without cause^[4].

The contract should state this explicitly: “This is an at-will employment relationship. Either party may terminate this agreement at any time, with or without cause, with [X] days written notice.”

Notice periods typically range from two weeks to 60 days. Longer notice periods protect practice continuity but may trap an unhappy associate in a deteriorating situation. Consider different notice requirements for employer-initiated versus associate-initiated termination. The contract should specify whether the associate must work through the notice period or whether the practice owner may elect to pay in lieu of notice and end the relationship immediately.

Termination-for-cause provisions should list specific grounds: license suspension or revocation, conviction of a felony, patient abandonment, HIPAA violations, theft, or repeated failure to meet documented performance standards. Define the cure period for correctable issues (“Associate shall have 10 days to correct any documentation deficiency after written notice”). Detail how final compensation is calculated, when it will be paid, what happens to accrued but unused paid time off, and the procedure for patient record transfer.

Are Non-Compete and Non-Solicitation Clauses Enforceable?

Restrictive covenants in chiropractic associate contracts face varying enforceability depending on state law, with most states requiring reasonable geographic scope, time limits, and consideration to uphold non-compete agreements.

A handful of states, including California, North Dakota, and Oklahoma, ban or severely restrict non-compete agreements for employees. Other states enforce reasonable restrictions that protect the practice’s legitimate business interests without unduly restricting the associate’s ability to earn a living.

Geographic restrictions should reflect the practice’s actual patient draw area, typically one to five miles in urban settings and up to 15 miles in rural regions. Time restrictions usually range from six months to two years, with one year being most common and most defensible. Courts scrutinize whether the restriction is necessary to protect patient relationships and confidential business information versus simply eliminating competition. Overly broad restrictions (example: “Associate shall not practice chiropractic anywhere in the state for five years”) typically fail judicial review.

Non-solicitation clauses prohibit the departing associate from actively recruiting patients or staff members. These face less judicial skepticism than geographic non-competes because they do not prevent the associate from practicing, only from targeting the former employer’s specific relationships. The contract should distinguish between solicitation (impermissible) and treatment of patients who independently choose to follow the associate (typically permissible). Always have restrictive covenant language reviewed by an employment attorney in the state where the practice operates before including it in the agreement.

What Insurance, Liability, and Licensing Terms Are Required?

The contract must specify who carries malpractice insurance, whether the associate is covered as an additional named insured on the practice policy, and the minimum coverage limits required.

Most practice owners provide malpractice coverage for employed associates, but the associate should verify the coverage type (occurrence versus claims-made), the per-incident and aggregate limits, and whether the policy covers the associate for any moonlighting or volunteer work outside the primary practice. If the associate must carry their own policy, the contract should require proof of coverage and specify the practice owner as an additional insured or certificate holder.

Licensing obligations should require the associate to maintain an active, unrestricted license in the practice state, complete all required continuing education, promptly report any board complaints or discipline to the practice owner, and immediately disclose any license restrictions that would affect patient care. The contract should state that license suspension or revocation constitutes grounds for immediate termination. Specify who pays license renewal fees, continuing education costs, and professional association memberships.

Liability and indemnification clauses determine who bears the cost if a patient files a malpractice claim. Standard language states the practice owner holds the associate harmless for claims arising from the associate’s negligence within the scope of employment, provided the associate followed practice protocols. The associate typically indemnifies the practice for claims arising from gross negligence, intentional misconduct, or actions outside the scope of employment. Have an attorney explain the practical implications of these provisions before signing.

Looking for temporary or permanent associate placement? MMA Chiropractors connects practice owners with licensed DCs nationwide. Call 1-800-501-6111 or visit our doctor placement service to request a qualified associate for your practice.

Frequently Asked Questions

Should a chiropractic associate contract include a non-disclosure agreement?

Yes, contracts should protect confidential business information including patient lists, fee schedules, marketing strategies, and referral source relationships. The NDA should survive termination and specify that patient records remain practice property subject to HIPAA transfer requirements.

Can a practice owner change compensation terms after the contract is signed?

No, unilateral changes to compensation constitute a breach of contract unless the agreement includes a modification clause allowing changes with written notice. Any compensation changes require mutual written agreement and consideration (something of value exchanged) to be enforceable.

What happens if the associate contract does not address a specific issue?

State employment law and common law principles fill gaps in the contract. Courts typically interpret ambiguities against the party who drafted the agreement (usually the practice owner). Written amendments should address any issues that arise during the employment relationship rather than relying on verbal understandings.

Do associate chiropractors need separate business entity formation?

Employees generally do not need separate entities and should not receive 1099 forms. Independent contractors may benefit from LLC or professional corporation formation for liability protection and tax planning, but entity formation does not determine employment classification, the actual working relationship does.

How long should a chiropractic associate contract term last?

Most associate contracts are at-will with no fixed term, allowing either party to terminate with notice. Fixed-term contracts (one to three years) may include early termination provisions and often appear when the practice owner invests heavily in recruiting, relocation, or training costs.

Need an associate doctor with clear contractual terms in place? MMA Chiropractors has connected practice owners with qualified licensed chiropractors since 1989. Call 1-800-501-6111 or visit our placement service to request a doctor who fits your practice needs.

Reviewed by the MMA Chiropractors Team. Updated September 2026.

Disclaimer: This article provides general information about chiropractic associate contracts and does not constitute legal advice. Employment law varies by state. Consult an attorney licensed in your state to review any employment agreement before signing.

References

1. Internal Revenue Service. Independent Contractor (Self-Employed) or Employee? https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-self-employed-or-employee
2. U.S. Department of Labor, Wage and Hour Division. Fact Sheet #13: Employment Relationship Under the Fair Labor Standards Act (FLSA). https://www.dol.gov/agencies/whd/fact-sheets/13-flsa-employment-relationship
3. Internal Revenue Service. Hiring Employees. https://www.irs.gov/businesses/small-businesses-self-employed/hiring-employees
4. National Labor Relations Board. Employees. https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees