SLP Job Offer Red Flag Checklist
A job offer is more than the salary printed at the top. Use this checklist to identify unclear compensation, unpaid work, unrealistic workload expectations and contract terms that could reduce the actual value of an SLP position.
As you review each question, mark the answer as confirmed in writing, unclear or no. Any item that is unclear or not confirmed should be addressed before you accept the offer.
1. Is the compensation structure clearly explained in writing?
You should know the base salary or hourly rate, guaranteed hours, bonuses, stipends and any conditions attached to them.
2. Is overtime or additional paid time available, is it capped and who must approve it?
Ask whether time spent on documentation, report writing, meetings, evaluations, parent communication, care coordination and mandatory training qualifies for additional pay, and whether approval is required in advance.
3. Are your hours or income guaranteed?
This matters when cancellations, low census, student absences, holidays or school closures could reduce your pay.
4. Are raises, step placement or future rate reviews defined?
Watch for offers that provide no advancement path or rely on vague promises.
Workload and expectations
5. Is the expected caseload or productivity requirement stated in writing?
Avoid accepting “typical caseload” or “reasonable productivity” without actual numbers.
6. Does the workload expectation account for all required responsibilities, not just direct treatment?
A caseload or productivity number alone does not reflect the time required for evaluations, documentation, reports, meetings, parent communication and care coordination.
7. What happens if the caseload, census or workload exceeds the original expectation?
Look for additional support, workload adjustment or additional compensation.
8. Are scheduling and documentation expectations realistically achievable during paid hours?
An employer saying “documentation should be completed the same day” is not the same as giving you time to complete it.
9. Will you receive adequate support, materials and access to the tools needed to do the job?
This includes testing materials, therapy supplies, workspace, technology, interpreters, administrative support and assistants where applicable.
Benefits and actual value
10. What is the total value of the benefits…not merely whether benefits are offered?
Review health-insurance cost, PTO, retirement contributions, continuing education, license reimbursement and professional dues.
11. Are unpaid periods clearly disclosed?
School breaks, summer months, holidays, cancelled visits and facility shutdowns may materially reduce annual earnings.
12. Are work-related expenses reimbursed?
Consider mileage, travel between sites, parking, licensing, fingerprinting, continuing education, equipment and required technology.
Contract risk and flexibility
13. Are there repayment, noncompete, exclusivity or early-termination penalties?
Watch for signing-bonus clawbacks, relocation repayment, training repayment and restrictions on working elsewhere.
14. Can either party end the agreement under reasonable terms?
Review required notice, termination provisions, contract cancellation rights and whether the employer can change your location, schedule or workload.
Note any “unclear” or “no” responses. These are the areas that should be clarified or negotiated before you accept the offer.
A red flag does not always mean you should reject the offer. It means you need better information.
The Personalized Offer Audit examines your compensation, unpaid responsibilities, workload, benefits and contract terms so you can understand what the offer is actually worth.