In a typical synthetic employment contract, the hospital will employ all non-physicians in the group and enter into a contract with the group practice to provide its patients with professional and clinical services. In return, the group receives a fixed rate of pay, usually paid on a “per unit” basis, often calculated to include taxes on labour, benefits and certain other practice fees withheld. The doctor and the company that concluded a service contract with the doctor did not have a transfer relationship that resulted in remuneration without conditions of competition for the purpose of setting up the FMV in accordance with the applicable health rules11 The services provided are, in the past, essentially similar to those provided under the proposed service agreement. The services are provided in an operational and/or clinical environment comparable to the framework of the proposed agreement. In addition, given the cost of acquiring the use of the assets necessary to operate a practice, the appraiser would also make a deduction from distributable income to account for a “return on owner`s investment” in order to reach the reference level of remuneration for medical services. The valuation concept behind this approach is that a distributable profit forecast reflects the future value of the medical services provided for practice. However, the forecast should be prepared in accordance with the FMV conceptual framework, which assumes that the practice is managed by a hypothetical and typical employer entity. Sometimes referred to as a “synthesis employment agreement” or “foundation model,” PSA allows targeted physicians to maintain their autonomy as an autonomous group practice by receiving compensation from the hospital for the provision of clinical services, but without the day-to-day obligations of running a business. From the hospital`s perspective, the model allows for a considerable degree of flexibility in referral to a group while avoiding the physician`s concerns about loss of autonomy or the inability to easily “liquidate” the agreement if the relationship does not work as intended. While a traditional employment agreement may include a large number of payment approaches, PSA typically relies on personal productivity, primarily to avoid any fear that physicians have a proprietary interest in the company that provides the recognized health services (“DHS”) under the Stark Act.3 Units of value (“wRVUs”). . .