Drug Education and Intervention in the Workplace

It is apparent to virtually every American (especially those of us in business) that healthcare costs are skyrocketing out of control. No one doubts that either the market will solve the concern OR the government will impose one on us. Managed care has failed from either a cost containment or quality of care perspective. Businesses have reached the point where the cost of providing health insurance is almost as burdensome as government regulation. It’s time for some new thinking on healthcare and its effect on business and vice versa. “Corporate wellness” as an operational perspective rather than merely window dressing is one way to deal effectively with rising healthcare costs.

The Insurance Issue

The first step in amending the concern is to realize that an employee’s health is their own responsibility. Expecting companies to provide unlimited health care insurance coverage is simply unrealistic and unreasonable. It’s time for companies (on a broad scale) to reconsider their role in offering health care insurance coverage. Instead of offering complete coverage for all employees through group plans, companies should begin to modify the burden of health coverage to those covered.

Here’s the approach. Provide catastrophic healthcare insurance as a group benefit to all employees with a large enough deductible (say $5000 per employee) to make the cost affordable for the corporation. Then, allow employees to buy their own healthcare insurance policies (based on their own needs) and pay for them through payroll deduction with pre-tax earnings. There are numerous insurance businesses that sell individual plans on this basis. Everybody wins. Workers can tailor their coverage to their own needs and circumstances using their own doctors. Employers win by stopping the endless cycle of rising expenditures and ever-changing plans. And when people become responsible for the cost of their own insurance, they become more attentive to their own health. Besides, if an employee is interested in working for you ONLY because your corporation offers great insurance benefits aren’t they telling you they’re going to cost you more money in the future?

Establish a “Wellness Culture”

Our current “sickness culture” perpetuates the health care crisis and hastens the demise of market-based solutions. By sickness culture, I mean our focus on health problems rather than on having a healthy worksite and performance culture.

So, what would a “wellness culture” look like? First, instead of paid sick days, workers might be rewarded at year’s end with an attendance bonus. Staff Members would be reimbursed for successful completion of tobacco cessation and weight-loss programs. Companies would invest in corporate memberships at local health clubs so every employee can participate. Staff Members would be offered in-house wellness programs on a variety of issues ranging from ergonomics to stress management. Finally, companies would commit to hiring and retaining healthy workers. Simply put, healthy workers cost less and are more constructive than unhealthy ones. Applicants should be screened for health habits and practices that limit their work rate and improve the likelihood of future expense. While this may seem harsh, it rewards those workers whose personal lifestyle and habits make sure the best Return on Investment by the company committing to hire, train and pay them.

Be open to “alternative and complementary” approaches

Studies published in primary medical journals reveal that individuals who use “alternative and complementary” health modalities (including chiropractic, acupuncture, yoga and massage) are generally healthier, better educated, take fewer medications and miss fewer days from work than the average American. Since these individuals look for ways to stay healthy without prescription drugs and surgery, they end up being a net benefit in terms of attendance and productivity. Old prejudices in this area ought to be discarded in order for employers to improve productivity and increase profitability

Conclusion

Medical Care expenditures are growing at a staggering pace. Managed care is an abysmal failure. Organizations are buckling under the pressure of providing health coverage to their workers. American competitiveness in the market is sagging. These times call for extraordinary solutions. It’s time for American organizations to consider some out-of-the-box solutions to the health care crisis. Company wellness is an approach that is timely, achievable and reasonable given the alternatives. All options must be considered while we still have a chance.