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what is it that I pay people so I think you have a couple of different options and I think it's really going to be dependent on a couple of things so I would highly recommend before you do anything for your food practice is figure out for your individual state whether you are allowed to have independent contractors or if you must have employees now in Florida for instance a pretty independent contractor friendly versus something like California not allowed to have independent contractors and so you can't even have an addenda contractor so you have to have your business model designed as employees so the first thing that you want to decide is whether you want to have employees or independent contractors some of the benefits of having employees is that you have a little bit more control over their schedule of the times may be that they were the kinds of clients they see some of the things that they do some of the benefits and having independent contractors is that you don't have to do maybe as much oversight on what they do they kind of come and go they utilize a lot of their own resources and you provide for them a set amount of things and so I think there's pros and cons to either but regardless of if you have independent contractors or employees you can go ahead and survey them in the same way so what's very popular is to do a percentage so I would recommend also that you check with your ethics work only because this comes up all the time but that's peace living that's peacefully well when I check with my ethics boards in Florida it's not considered peaceful inning because I they're not giving me a percentage for the referral the percentage goes for billing their credit card the electronic health record the office I mean it's going for administrative costs so I'm not getting a kickback for that referral so it's not considered be slid in but if you want to just double check on that you can definitely check with you our boards or your you know American counseling Association American Psychological Association just to give yourself a peace of mind so I've seen anywhere really from 40 percent going to the independent contractor up to 70 percent going to the independent contractor really depends on what your going to provide again this is also going to be racist decide if you're going to do private pay or if you're going to do insurance it doesn't necessarily mean if you're private pay that you have to pay a certain percentage but since I'm a private pay there's things that come along with like more marketing higher marketing budget so that might impact how much you spend on your marketing every month which would impact what percentage do practice would get do you want to go ahead and take a look at your overhead how much is actually going to run cost you to run this practice and decide what a slip would be good for your independent contractor and what would be good for you and you can do the same thing with employees you can take a look at what our tax is going to cost you what kind of benefits you want to provide for them and then with the overhead and some profit for for you as the group practice owner right you may want to cut down the amount of hours that you work in you are going to make money from what your employees or independent contractors for him and how much you want to do so I would say what I've seen barely consistent across the board is if you are private pay it's closer to 5050 and if you're an insurance based practice 60% going to the independent contractor or employee and 40% going to the group practice so any ways you can go based on what what the typicals are or general practices or you can take a look at what your expenses are and decide from there I've also seen tier systems like for the first 90 days the person will get you know it's a 50/50 split then after they hit a certain income ball or never applying to get 60/40 and then if they turn to something like full-time make it 70/30 or some variation of that so as long as this is outlined very well in your contract I think that you can decide what works for your practice another option is to pay a flat rate so very common numbers $40 per session eat whether they're an independent contractor or an employee you can decide what that flat rate is again if your private pay that right right might be $70 or if you're an insurance based practice in your area happens to be a little bit lower reimbursement rates maybe that wouldn't really be level for you you can also take a look at you know what other places in your area or paying for licensed therapist and kind of match that or give it a give a little bit better a rate so then that way you can be a competitive employer around the area so if you are thinking about doing a group practice I want to give a shout-out to our sponsor therapy notes that have been designed specifically for group practices you can show easily track your independent contractors who place sessions how much money they're bringing in every month how many of you learn surance is providing you with referrals you can track billing it's just such a great user-friendly tool for you to run your group practice so if you're looking for an electronic health record both for your solo and different practice I want you to check out therapy nuts so let's go back to you can do a percentage you can do a flat rate I've also seen people just do a you know an hourly rate it's similar to I would guess will be similar similar to a flat rate but you might decide if you have employees that you want to do a salary or you want to do you know give person you know certain amount of money for admin time so a lot of people will only pay for actual time that they're seeing the clients so they met pay you know give a flat rate for forty dollars for that session but that would include any notes or any follow-up that needed to be done some people decide to pay for Aventine maybe sometimes that's done at a different rate so the clinical rate is $40 but the admin rate is $30 and so one thing that I would highly recommend is that you talk to an employment lawyer I can give you the ideas of some of the things that you can bring up to them but I can't give you legal advice I did not get my law degree so I'm not going there so you definitely want to go ahead and check with an employment lawyer about what works for your state what works for your type of business that you have and what's gonna bring you what you need for your group practice so I would love to hear from those of you who have a good practice maybe share below in the comments we'll kind of split that you've ever you've seen what you have or just give you some information about if your practice you would love - I hear about that so join me every Tuesday and Thursday here is alive with Amanda at recap bye everybody