How we helped our self pay therapist client protect her practice without AI and overwhelm in 3 days.
The problem: Dr. Health (anonymized), a therapist with a self-pay practice was struggling with balancing her ethical therapist obligations against patients that were disrespectful and mean (sometimes related to mental health diagnoses).
Our process: Dr. Health completed a 10-minute online intake form, and our firm began working in the background to understand her patient journey, intake process, and scope of services. We discovered that her Patient Agreement was inadequate to establish important boundaries with her client while complying with her ethical obligations.
Result: In just three days, Dr. Health had an updated Master Patient Services Agreement that worked with her current EHR, expanded from a 2-page HIPPA template to a 12-page Patient Agreement with relevant regulatory notices, ethically compliant discharge procedures, and updated telehealth protocols.
Return on Investment (ROI)
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Avoidance of lawsuits: The average medical malpractice lawsuit settlement in Georgia is between $300,000 and $380,000. By preventing even one legal dispute or lawsuit, Dr. Health avoided thousands of dollars in legal fees, settlement costs, and damage to her professional reputation.
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30% Patient Retention Increase: After implementing the new Patient Agreement, Dr. Health client saw a 30% increase in patient retention because patients reported higher levels of understanding for the scope and breadth of therapy services, and how best to use them even in high-conflict scenarios.
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15% Reduction on Administrative Tasks: Our client was able to repurpose time spent on conflict resolution to reinvest time into treating more patients.
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Peace of mind: Dr. Health was able to focus on her zone of genius, providing exceptional therapy services to her clients and eliminate the uncertainty of using an outdated HIPPA template.
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Avoidance of regulatory fines: With an updated Patient Agreement and the HIPPA best practices protocols, our client was able to avoid accidental HIPPA disclosures and associated fines of up to $25,000.
How We Helped a Cash-Pay Physical Therapy Practice Overcome Complex Regulations and Stay Compliant in Just 7 Days
The problem: Dr. Elbow (anonymized), owner of a cash-pay physical therapy practice was growing rapidly and offering coaching services to teens, but they were worried about whether their EHR 1-page contract templates were adequate to protect their thriving practice. The PT Practice had six (6) different contracts for new patients to sign.
Our process: Dr. Elbow talked with Angie about her concerns in a 30-minute discovery call. The physical therapist had specific concerns about whether her contract sufficiently notified Medicare-aged patients that the practice could not provide PT services. After reviewing her (6) contracts, the firm discovered that there were several legal holes in her contracts, missing regulatory notices, and non-existent alternative dispute resolution terms. The coaching program contract had unenforceable terms.
Result: In seven days, our physical therapist client had 2 Master Agreements, one for PT services, and a second for coaching wellness services to cover patients 65+. We combined 6 different contracts into a single Patient Agreement with required No Surprises Act notices to ensure that Medicare regulations, HIPPA, and the Direct Access rule were complied with in her practice.
Return on Investment (ROI)
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Avoidance of lawsuits: The average medical malpractice lawsuit settlement in Georgia is between $300,000 and $380,000. By preventing even one legal dispute or lawsuit, our client avoided thousands of dollars in legal fees, settlement costs, and damage to her professional reputation.
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Physical Therapy Regulatory Know-how: Dr. Elbow was empowered with legal know-how on how to navigate Medicare policies for patients 65+ to ensure that her practice was only providing "non-covered" wellness services.
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Peace of mind: Our client was able to focus on her zone of genius, providing exceptional therapy services to her clients and eliminate the uncertainty of using an outdated HIPPA template.
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Avoidance of regulatory fines: With an updated Patient Agreement and the HIPPA best practices protocols, Dr. Elbow was able to avoid accidental HIPPA disclosures and associated fines of up to $25,000.
How we helped a frustrated and overwhelmed Doctor launch a Direct Primary Care (DPC) practice in 30 days.
The problem: Dr. Reed (anonymized) was tired of working in the mega medical practice system. She envisioned being able to provide a different type of patient care--one not governed by rushed 15-minute appointments and disconnected patient care. She had secured a prospective commercial location for her upcoming launch, but she wanted help with navigating the legal nuances of a DPC practice, and she didn't have time to try to DIY it on her own because she was still working as a doctor full-time.
Our process: Dr. Reed completed two 10-minute intake forms. After understanding her practice goals and business plan, we created a Professional Corporation (PC) to include her and her doctor partner. We advised our client that the third prospective shareholder was ineligible to become a shareholder in the PC. We drafted a comprehensive Patient Agreement that complied with Georgia's DPC laws, and provided our client with the appropriate notices to post within her practice upon opening.
Result: In 30 days, Dr. Reed had comprehensive bylaws to govern her professional corporation--including share distributions, governance, and buyout provisions. Dr. Reed received a 10-page well-drafted DPC Patient Agreement that complied with Georgia law, and provided parameters for payment disputes, the scope of services included in the fees, and alternative dispute resolution. The DPC practice was also protected by a negotiated commercial lease that eliminated the landlord's right to terminate the lease without notice and penalty.
Return on Investment (ROI)
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Professional Corporation Governance: With well-drafted bylaws, Dr. Reed avoids costly disputes related to ownership, governance, and other internal issues that could arise in the future. This prevents legal battles that can cost thousands in legal fees and disrupt the business. Additionally, proper bylaws ensure long-term stability and clarity in decision-making, preserving the doctor’s reputation and operational efficiency.
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Better Doctor-Patient Relationships: A compliant, clear patient agreement reduces the risk of legal disputes with patients over billing, service expectations, or scope of care. Furthermore, clear agreements foster patient trust, which leads to higher retention rates and consistent revenue.
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Avoidance of lawsuits: The average medical malpractice lawsuit settlement in Georgia is between $300,000 and $380,000. By preventing even one legal dispute or lawsuit, our client avoided thousands of dollars in legal fees, settlement costs, and damage to her professional reputation.
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Legal Protection for Venue Stability: Removing the risk of sudden lease termination without penalty prevents Dr. Reed from being forced into relocating or losing access to the practice location on short notice. This stability minimizes potential revenue disruptions and the costs associated with relocating a practice. Additionally, avoiding lease issues reduces the likelihood of costly legal action in the event of a dispute with the landlord.
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Peace of mind: Dr. Reed was able to focus on her zone of genius, providing phenomenal patient care without having to worry about incompliance.
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Avoidance of regulatory and GMB fines: With a compliant DPC Patient Agreement and the HIPPA best practices protocols, our client was able to avoid accidental HIPPA disclosures and associated fines of up to $25,000. Dr. Reed also avoided fines from the Georgia Medical Board--who has increased the frequency of fines against physicians in recent years (in 2024, fines ranged from $5,000-$20,000).
How We Helped a Chiropractic Practice Dodge a Costly Wrongful Termination Lawsuit with Updated Employment Contracts in Just 7 Days
The problem: A chiropractor, Dr. Smith (anonymized for confidentiality), purchased a chiropractic business from his mentor and former supervisor. As a new business owner, he inherited the practice's employees including 2 staff members with lax attendance and poor employment performance. The problem manifested when he wanted to put the employee on a performance plan, but the employee had threatened to sue the practice.
Our process: Our chiropractor client, Dr. Smith completed a 10-minute intake form to help us understand his employment risk profile. The firm discovered that the employment contracts (implemented by the prior owner) were outdated and missing key performance metrics. Our insurance audit revealed that practice did not have adequate insurance to protect it if the employee filed a lawsuit.
Result: In 7 days, Dr. Smith had updated employment contracts, including job-specific key performance metrics, employment evaluation templates, and minimum employment insurance coverage recommendations. Dr. Smith's new agreement provided updated restrictive covenants (non-competes and non-solicitation clauses) for the appropriate positions, dispute resolution, and an unbiased system to evaluate, promote, demote employees that complies with employment best practices.
Return on Investment (ROI) ​
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Avoidance of wrongful termination lawsuits: The average employer spends $160,000 to defend against a wrongful termination lawsuit through motions for summary judgment. By preventing even one legal dispute or lawsuit, Dr. Smith avoided thousands of dollars in legal fees and settlement costs.
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Increased Employee Retention by 25%: By incorporating clear and fair metrics for employee performance, Dr. Smith reduced the risk of lawsuits related to employee evaluations, discrimination claims, or wrongful termination. His employees also reported increased satisfaction with their employment, including understanding the criteria for incentives and promotions.
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Protection of chiro clients and competing practices: Updated and legally compliant restrictive covenants help protect Dr. Smith's practice from potential poaching by former employees, especially chiropractors who might leave and start competing practices nearby. By aligning with current legal standards, Dr. Smith avoids potential legal challenges to the enforceability of these covenants, which can result in costly litigation or damage to the business. Moreover, well-crafted covenants prevent the loss of Dr. Smith's clients and intellectual property (such as treatment methods) to departing employees.
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Cash flow management: By implementing the recommended Employment Practices coverage, Dr. Smith was able to protect his practice's cash flow with deductibles and coverage that aligned with his practice's needs.
How We Empowered an Optometrist to Successfully Launch Her Dream Practice in Just 30 Days.
The problem: An optometrist, Dr. Eye (anonymized) planned to launch a new optometry practice with a partner but she wanted to make sure that she had governing authority within the corporation. She had downloaded a free employment contract and employment manual template in preparation for hiring her first 2 staff members, but she was worried about the template being inadequate with missing legal information.
Our Process: Dr. Eye completed 2 online intake forms in 30 minutes. After completing the forms, we began drafting comprehensive bylaws for her professional corporation. Although Dr. Eye wanted her partner to have 50% of the shares of the corporation, we advised her that 50/50 distributions often resulted in unnecessary conflict. We represented Dr. Eye in negotiations with her partner, and filed the articles with the secretary of state. We also drafted employment contract templates for varying positions, alongside a 90-page employment manual.
Result: In 30 days, Dr. Eye had a newly formed Professional Corporation with bylaws expanding 80 pages, to specify governance (making her majority shareholder and sole Board of Director member), with detailed protocols for buyout of her partner if needed. The firm provided Dr. Eye with a detailed employment manual (including relevant FMLA, jury duty, and voting clauses), and others. Dr. Eye's employment contracts provided enforceable restrictive covenants for other doctors, and appropriate non-solicitation clauses for other employee types.
Return on Investment (ROI) ​
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Avoidance of shareholder lawsuits: Properly drafted bylaws ensure that the governance structure of the practice is clear and legally sound, reducing potential conflicts between shareholders. By establishing clear guidelines for decision-making and roles within the corporation, Dr. Eye avoided governance disputes that could lead to costly legal battles or business disruptions.
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Avoidance of wrongful termination lawsuits: The average employer spends $160,000 to defend against a wrongful termination lawsuit through motions for summary judgment. By preventing even one legal dispute or lawsuit, Dr. Eye avoided thousands of dollars in legal fees and settlement costs.
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Clearly Defined Exit Strategy: Clear and comprehensive buyout terms help avoid disputes if Dr. Eye's partner wants to exit the practice. These terms protect Dr. Eye from unexpected financial strain or being forced into unfavorable conditions. Well-drafted buyout clauses provide a roadmap for fair compensation, ensuring that the practice’s value is preserved and both parties are treated equitably. This reduces the risk of litigation or having to sell the practice under unfavorable terms.
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Unbiased Employee Metrics & Smooth Operations: By establishing clear, fair, and legally compliant performance metrics, Dr. Eye has established a culture of fairness, consistent employee behavior, and smoother day-to-day operations. A well-drafted anti-discrimination protocol within her employment manual also provides additional legal defense to wrongful termination lawsuits.
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Protection of vision patients and competing practices: Updated and legally compliant restrictive covenants help protect Dr. Smith's practice from potential poaching by former employees, especially optometrists who might leave and start competing practices nearby. By aligning with current legal standards, Dr. Eye avoids potential legal challenges to the enforceability of these covenants, which can result in costly litigation or damage to the business. Moreover, well-crafted covenants prevent the loss of Eye's clients and intellectual property (such as treatment methods) to departing employees.
More than just Legal Advice:
The Edmonds Law
ick-free lawyering way
​​​No. 1: Flat fees for every engagement.
No. 2: Direct line to your lawyer partner
No. 3: Legalese free advice
No. 4: No hierarchies, just custom legal counsel
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At Edmonds Law, we believe that old-timey, hierarchical, stuffy lawyering doesn't work for our clients. Nickle and diming in 6-minute increments just because you want to understand the strategy, is annoying. So, maybe you decide to stay 'in the dark' to avoid a surprise lawyer bill. Maybe you're tired of going through 5 extensions to be told that you can't talk to your lawyer until next month. Not interested in snail mailing or faxing your case documents? We get it.
We've scrapped the worst aspects of stuffy lawyering to provide you with a legal partnership that works to protect your license, your practice, and your peace.
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Focus on Patients, Let Us Handle the Law
In just 2 hours of your time, secure your practice.
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Sign your engagement letter + pay your flat fee online in 2 clicks.
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Complete a 20-minute online survey.
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Review your risk mitigation plan and approve your contract(s).
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We'll debrief to answer all your questions, implement revisions, and deliver final versions.
Choosing Edmonds Law means embarking on a journey toward seamless communication. We've simplified every touchpoint to make collaboration both effortless and effective. Our client portal, available online and accessible right at your fingertips, is your hub for interaction with us. It offers an intuitive and user-friendly experience, making your legal needs just a click away.
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We understand the value of your time. That's why we've incorporated Calendly into our process, allowing you to schedule meetings at your convenience. This hassle-free system is always available to our clients, meaning you can book a time that suits your schedule best.
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The initial stages of our process have been carefully engineered to be quick and straightforward. Our intake process consists of a few online forms designed to be completed in under 20 minutes. Once filled out, we delve into researching your operations process, taking into account specific details such as your patient communication portal and any specialty areas that may require additional disclosure or compliance, like surgeons.
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Post-research (about 15 hours of behind-the-scenes work), we draft your risk mitigation plan - a crucial element for protecting your license and practice. This is then followed by the first draft of your contract(s). But we don't just stop there. We share with you a detailed Loom explainer video that makes it plain--why each clause was selected, how it helps your practice, and best practices to implement it. This ensures you're in the know at every step, enabling you to make informed decisions and become an empowered practice owner.