Your practice heals.
We make sure the paperwork
doesn’t hurt you.
Employment contracts, Illinois wage law compliance, and staff handbooks, built specifically for psychological practices in Illinois.
One misclassified contractor can cost you everything.
Therapist hired as 1099 when Illinois law says they’re a W-2 employee — triggering back taxes, penalties, and IDOL claims
No handbook means no documented progressive discipline — and no defense in an EEOC complaint
Generic employment contracts that don’t address clinical supervision, licensing boundaries, or non-compete enforceability under Illinois law
Wage averaging errors — paying flat salaries that violate IWPCA minimum hourly requirements
Compliance built for how therapy practices actually run.
Worker classification review aligned with Illinois IDOL standards and your clinical staffing model
Employment handbook with discipline policies, HIPAA acknowledgments, and complaint procedures that hold up
Contracts that address supervision requirements, scope of licensure, telehealth terms, and IL non-compete limits post-2022
Wage structure review — flat salaries mapped against hourly requirements, overtime flags, and pay period compliance
Work Contracts
Employment agreements drafted for Illinois law and the specific realities of clinical practice — supervision, licensure, telehealth, and non-compete provisions that are actually enforceable.
IWPCAFLSAIL Non-Compete ActIL Wage Law Compliance
We review your pay structures for compliance with the Illinois Wage Payment and Collection Act — catching wage averaging issues, overtime gaps, and pay period violations before the state does.
IDOLWage Averaging1099 vs W-2Employment Handbook
A policy handbook that reflects your practice — ADA accommodations, progressive discipline, harassment procedures, HIPAA acknowledgments, and Illinois-specific leave law requirements.
ADAIHRAPaid Leave ILTherapy practices have unique staffing structures
W-2 employees, 1099 contractors, supervised associates — your compliance needs don’t fit a generic template. We know the difference, and so does the IDOL.
Illinois raised its employment law bar significantly
The Paid Leave for All Workers Act, updated IHRA protections, and 2022 changes to non-compete enforceability all affect your current contracts and handbook.
Small practices are the most exposed
No in-house HR. No employment attorney on retainer. One complaint — EEOC, IDOL, or DOL — can consume months of your time and money you don’t have budgeted.
Compliance is also a retention strategy
Therapists talk. Clear contracts, fair pay practices, and a real handbook make your practice the one associates want to work for and stay at.