| Some Startling Healthcare Statistics | | | | business? |
| Workplace Wellness affects every company's | | | | The reform aims to make insurance premiums |
| bottom line irrespective of size. For example, | | | | more affordable by creating a subsidized "health |
| health insurance premiums for employers and | | | | care exchange" by which all insurance companies |
| employees are almost three times that of wages | | | | must participate and abide by rules of cost |
| and inflation. In fact, since 2000 | | | | containment and non-discriminatory coverage |
| employment-based health insurance premiums | | | | irrespective of pre existing conditions. Within this |
| have increased 78%. These costs are further | | | | health exchange program will be a government |
| compounded by those associated with lost | | | | plan option. I outline specific legislation in another |
| productivity, accidents, medical claims, and | | | | article, H.R. 3590 and Business 2010. |
| absenteeism related to an unhealthy work staff. | | | | There's a problem with this logic however. In |
| If healthcare costs to the employer continue to | | | | order to help make premiums affordable for all, |
| rise they will infringe upon company profits, and in | | | | the bill targets employers with a strong message: |
| some cases put companies out of business. The | | | | "play or pay." If employers do not offer full |
| most efficient way to decrease costs associated | | | | employer-based health insurance coverage; |
| with healthcare insurance premiums and general | | | | contribute to the employee's individual/family |
| illness is to invest in your employees' health and | | | | insurance premiums; or offer a contribution in lieu |
| promote workplace wellness. We address the | | | | of coverage, they will have to "pay" a between |
| current reform law later in this article. | | | | $750 and $3,000 per employee per year fee |
| Considering the uncertain healthcare climate, it is | | | | based on company size and yearly payroll |
| imperative that each company offering health | | | | amount, not to mention your employees' quality |
| insurance to their employees be aware of the | | | | of care could be compromised as a result of long |
| some basic education programs that will mitigate | | | | waits and inadequate resources. Many businesses |
| the rising costs of healthcare. Programs that | | | | may simply choose not to offer insurance, though |
| educate employees about improvements in | | | | we cannot ascertain this will happen conclusively |
| nutrition and increased physical activity can help | | | | at this point. The alternative of course is to |
| prevent up to 80 percent of lifestyle-related | | | | incorporate wellness programs into the workplace |
| chronic diseases such as heart disease, diabetes, | | | | to help fend off potential negative side effects of |
| and cancer. Wellness programs can also help | | | | this bill as it is written today. |
| employees manage stress. According to the | | | | To help enforce this "play or pay" philosophy, |
| American Institute of Stress, stress alone causes | | | | government will have to boost its oversight of |
| businesses nearly $300 billion annually in lost | | | | participating businesses while additionally auditing |
| productivity, absenteeism, accidents, employee | | | | business practices. This plan could place heavy |
| turnover, medical costs, and more. | | | | responsibilities and pressures employers who are |
| For lack of a better pun, stress is something | | | | the main gatekeepers to the insured, |
| employers should "stress" about. In the Watson | | | | underinsured, and uninsured working populations. |
| Wyatt's 2007/2008 Global Strategic Rewards | | | | As an employer it's important to truly examine |
| study of 411 full-time employees with medical | | | | how this reform could affect your employees and |
| benefits, 52% said their employer does not | | | | business systems. Be informed; take a critical look |
| address stress, work/life balance, or mental | | | | at H.R. 3590: |
| behavioral health with employees; while a | | | | 5 Steps to Reduce Healthcare Costs Immediately |
| staggering 40% weren't even aware of what | | | | While you might not be able to control for the |
| mental/behavioral health benefits were offered by | | | | effects of health reform on your company, you |
| their employer. The good news is that 35.7% of | | | | CAN take a proactive approach to containing |
| employees surveyed reported they would be | | | | healthcare costs by improving the health of your |
| more likely to use their mental/behavioral health | | | | employees through workplace wellness initiatives.i) |
| benefits if their employer promoted them thus | | | | Inform employers about their health benefitsii) |
| promoting a productive and profitable work | | | | Provide healthful foods in the workplaceiii) Provide |
| environment. | | | | alcohol-based hand sanitizers to prevent spread of |
| Healthcare Reform Bill 3590 and Employer Costs | | | | the flu and coldsiv) Encourage daily physical |
| With the passing of Healthcare Law 3590, | | | | activity in the workplace (i.e. taking the stairs)v) |
| employer-based health benefits have changed. | | | | Allow for three ten minute breaks throughout the |
| Businesses, if they are not already, will drown in | | | | workday for your employees to move away |
| healthcare costs, and something must be done. | | | | from their desks and stimulate activity. |
| But will healthcare reform keep them afloat or | | | | It is highly suggested that if you are not already |
| further push gasping businesses with bureaucratic | | | | doing so, assign someone in your firm to evaluate |
| paper trails, audits, taxes, oversight leaving them | | | | and improve preventive health and well being |
| with little choice but to ultimately go out of | | | | practices in your workplace. |