Bait-and-Switch Protection Guide: Contract Templates for Travel Nurses

You get an amazing contract offer: $3,200/week, day shift, Level I trauma center. You accept, complete credentialing, and arrive. Then reality hits: the rate is actually $2,800, you’re on nights, and it’s a community hospital.

This is the bait-and-switch, and it happens more often than agencies admit. Here’s how to protect yourself.

Common Bait-and-Switch Tactics

1. Rate Reduction After Acceptance

The tactic: Agency quotes $55/hr to get your acceptance, then “discovers” the facility only pays $48/hr.

Red flags:

• Verbal offers without written confirmation
• Vague “estimated” pay packages
• “We’ll finalize the rate after credentialing”

2. Shift Switch

The tactic: Contract says days, but you arrive to find you’re on nights. “Sorry, that’s what they need.”

Red flags:

• “Shift: Rotating” when you asked for days
• “Primary days with some nights” (undefined)
• Last-minute “orientation is on nights”

3. Unit/Facility Change

The tactic: You applied for ICU at Hospital A but get assigned to Med-Surg at Hospital B.

Red flags:

• Contract lists “System XYZ” not specific facility
• “Float as needed” without defined home unit
• “Department: As assigned”

4. Hours Reduction

The tactic: Contracted for 36 hours, but they consistently give you 24-32.

Red flags:

• No guaranteed hours clause
• “Hours: Up to 36/week”
• “Subject to facility census”

5. Extension Pressure

The tactic: Pay drops significantly for extension, claiming “market rates changed.”

Red flags:

• No extension rate discussed upfront
• “We’ll figure that out later”
• Bill rate visible but traveler rate hidden

Protection Strategies

1. Get Everything in Writing

Before accepting any contract, require written confirmation of:

CONTRACT ESSENTIALS CHECKLIST
□ Exact hourly rate (taxable)
□ Exact stipend amounts (housing, M&IE)
□ Specific facility name and address
□ Specific unit/department
□ Shift (days, nights, rotating - be specific)
□ Hours per week guaranteed
□ Start date and end date
□ Overtime rate
□ Call requirements (if any)
□ Float policy
□ Cancellation terms

2. Key Contract Language to Require

Guaranteed Hours:

“Traveler is guaranteed [36] hours per week. If facility cancels traveler for any reason other than call-off by traveler, traveler will be paid for guaranteed hours.”

Facility/Unit Lock:

“Traveler will work at [Specific Hospital Name], [Specific Unit], located at [Address]. Any change in facility or primary unit requires traveler’s written consent.”

Rate Lock:

“Total weekly compensation of $[amount] is guaranteed for the duration of this contract and any approved extensions, subject only to traveler’s call-offs.”

Shift Lock:

“Traveler will work [Day shift / 7am-7pm] only. No night shifts without traveler’s written consent and a minimum $[X]/hour differential.”

3. Pre-Arrival Verification

One week before start date, verify:

• Unit manager knows you’re coming
• Your badge/access is ready
• Schedule is confirmed
• Housing is confirmed

If anything doesn’t match the contract, escalate immediately.

When Bait-and-Switch Happens

Step 1: Document Everything

Save:

• Original job posting/email
• All recruiter communications
• Signed contract
• Any changed terms in writing

Step 2: Request Written Explanation

Email (not call) your recruiter:

“My contract states [original terms]. I’m now being told [new terms]. Please explain this discrepancy in writing and provide the contract amendment for my review.”

Step 3: Escalate

If recruiter is unhelpful:

• Contact agency management
• Request to speak with compliance department
• Mention you’re documenting for potential state board complaint

Step 4: Know Your Options

Option A: Negotiate Sometimes agencies will:

• Match original rate
• Provide completion bonus
• Offer better next assignment

Option B: Exit If terms are materially different, you may be able to exit without penalty. Key phrase: “material breach of contract.”

Option C: Work and Document Complete assignment while documenting everything for:

• Agency review/complaint
• State nursing board
• Online reviews (after completion)

Red Flag Agencies vs. Reputable Agencies

Warning Signs

• Verbal promises never put in writing
• Pressure to accept immediately
• Vague contract language
• History of complaints (check online)
• Unwilling to add protective clauses
• Recruiter becomes defensive when questioned

Green Flags

• Transparent pay breakdown
• Detailed contract before acceptance
• Willing to add reasonable clauses
• Good online reputation
• Recruiter answers questions directly
• Written confirmation of all terms

Sample Protective Email

Send before accepting any offer:

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Subject: Contract Terms Confirmation Request - [Your Name]

Hi [Recruiter],

Before I accept this assignment, please confirm the following in writing:

1. Facility: [Exact name and address]
2. Unit: [Specific unit name]
3. Shift: [Days/Nights/Rotating - hours]
4. Rate: $[X] hourly + $[X] housing + $[X] M&IE
5. Hours: [X] hours/week guaranteed
6. Dates: [Start] to [End]
7. Float policy: [Details]
8. Cancellation: [Policy]

If any of these terms change before or after my start date, I expect to be notified immediately in writing and provided opportunity to renegotiate or exit without penalty.

Please reply confirming these terms or noting any discrepancies.

Thank you, [Your Name]

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Contract Addendum Template

If your agency won’t add protections to the main contract, request an addendum:

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CONTRACT ADDENDUM

This addendum is attached to and made part of the Travel Nurse Agreement between [Agency] and [Your Name] dated [Date].

1. Guaranteed Terms The following terms are guaranteed for the duration of this assignment:

• Hourly rate: $[X]
• Housing stipend: $[X]/week
• M&IE stipend: $[X]/week
• Facility: [Name and Address]
• Unit: [Specific Unit]
• Shift: [Days/Nights/Hours]
• Guaranteed hours: [X] per week

2. Material Change Any change to the above terms constitutes a material change requiring: a) Written notice to Traveler, and b) Traveler’s written consent, or c) Option for Traveler to terminate without penalty

3. Remedies If Agency or Facility fails to honor these terms, Traveler may: a) Terminate with 7 days notice, and b) Receive placement fee reimbursement, and c) Seek placement with another agency without non-compete restrictions

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The Bottom Line

Bait-and-switch is unfortunately common, but not inevitable. The nurses who rarely experience it are those who:

1. Get everything in writing before accepting
2. Verify terms before arriving
3. Know their rights and aren’t afraid to enforce them
4. Build relationships with trustworthy recruiters
5. Share information with other travelers

Protect yourself upfront, and you’ll avoid most problems entirely.

Key Takeaways:

• Never accept verbal offers—require written confirmation
• Use the checklist to verify all essential terms
• Add protective language to contracts when possible
• Document everything and escalate quickly if terms change
• Build relationships with trustworthy agencies and recruiters