| It is clear to virtually every American (especially | | | | mean our focus on health problems instead of on |
| those of us in business) that healthcare costs are | | | | having a healthy workplace and performance |
| skyrocketing out of control. No one doubts that | | | | culture. |
| either the market will solve the problem OR the | | | | So, what would a "wellness culture" look like? First, |
| government will impose one on us. Managed care | | | | instead of paid sick days, employees might be |
| has failed from either a cost containment or | | | | rewarded at year's end with an attendance bonus. |
| quality of care perspective. Companies have | | | | Employees would be reimbursed for successful |
| reached the point where the cost of providing | | | | completion of smoking cessation and weight-loss |
| health insurance is almost as burdensome as | | | | programs. Companies would invest in corporate |
| government regulation. It's time for some new | | | | memberships at local health clubs so every |
| thinking on healthcare and its impact on business | | | | employee can participate. Employees would be |
| and vice versa. "Corporate wellness" as an | | | | offered in-house wellness programs on a variety |
| operational perspective instead of merely window | | | | of issues ranging from ergonomics to stress |
| dressing is one way to deal effectively with rising | | | | management. Finally, companies would commit to |
| healthcare costs. | | | | hiring and retaining healthy employees. Simply put, |
| The Insurance Problem | | | | healthy employees cost less and are more |
| The first step in correcting the problem is to | | | | productive than unhealthy ones. Applicants should |
| realize that an employee's health is their own | | | | be screened for health habits and practices that |
| responsibility. Expecting employers to provide | | | | limit their productivity and increase the likelihood of |
| unlimited health insurance coverage is simply | | | | future expense. While this may seem harsh, it |
| unrealistic and unreasonable. It's time for | | | | rewards those employees whose personal |
| employers (on a broad scale) to reconsider their | | | | lifestyle and habits ensure the best Return on |
| role in providing health insurance coverage. Instead | | | | Investment by the company committing to hire, |
| of providing complete coverage for all employees | | | | train and pay them. |
| through group plans, companies should begin to | | | | Be open to "alternative and complementary" |
| shift the burden of health coverage to those | | | | approaches |
| covered. | | | | Studies published in major medical journals reveal |
| Here's the approach. Provide catastrophic health | | | | that individuals who use "alternative and |
| insurance as a group benefit to all employees with | | | | complementary" health modalities (including |
| a large enough deductible (say $5000 per | | | | chiropractic, acupuncture, yoga and massage) are |
| employee) to make the cost affordable for the | | | | generally healthier, better educated, take fewer |
| company. Then, allow employees to buy their | | | | medications and miss fewer days from work than |
| own health insurance policies (based on their own | | | | the average American. Since these individuals look |
| needs) and pay for them through payroll | | | | for ways to stay healthy without drugs and |
| deduction with pre-tax earnings. There are | | | | surgery, they end up being a net benefit in terms |
| numerous insurance companies that sell individual | | | | of attendance and productivity. Old prejudices in |
| plans on this basis. Everybody wins. Employees | | | | this area should be discarded in order for |
| can tailor their coverage to their own needs and | | | | companies to improve productivity and increase |
| circumstances using their own doctors. Companies | | | | profitability |
| win by stopping the endless cycle of rising costs | | | | Conclusion |
| and ever-changing plans. And when individuals | | | | Healthcare costs are increasing at a staggering |
| become responsible for the cost of their own | | | | pace. Managed care is an abysmal failure. |
| insurance, they become more attentive to their | | | | Companies are buckling under the pressure of |
| own health. Besides, if an employee is interested | | | | providing health coverage to their employees. |
| in working for you ONLY because your company | | | | American competitiveness in the market is |
| offers great insurance benefits aren't they telling | | | | sagging. These times call for extraordinary |
| you they're going to cost you more money in the | | | | solutions. It's time for American companies to |
| future? | | | | consider some out-of-the-box solutions to the |
| Develop a "Wellness Culture" | | | | healthcare crisis. Corporate wellness is an |
| Our current "sickness culture" perpetuates the | | | | approach that is timely, achievable and reasonable |
| healthcare crisis and hastens the demise of | | | | given the alternatives. All options should be |
| market-based solutions. By sickness culture, I | | | | considered while we still have a chance. |