Employees spend a lot of time at work.
Thus, it’s only natural that they turn to
their employers, their source of health insurance, for health care information.
Because of this, employers should offer
workers related information and resources.
Progressive companies are helping employees get the answers they want and the services they need, right at the workplace.
“It should be the obligation of every organization to make information, programs and
services accessible,” says Doug Ribley, vice
president of health and wellness services at
Akron General Health System.
Smart Business spoke with Ribley about
ways you can provide your employees with
the information and assistance they need.
Isn’t health care information usually a function of human resources?
Typically, employee health initiatives fall
under the HR umbrella. HR professionals
work tirelessly to recruit, retain and maximize productivity within the work force.
Employee health initiatives play an important role in the realization of these goals.
Development and delivery of a comprehensive employee health menu of services
requires a unique and specific skill set. For
this reason, third-party employee health and
wellness venders are often contracted to
assist organizations in achieving their
employee health objectives.
With a clear understanding of an organizational health profile and outcome expectations, a service provider can present a
defined list of deliverables and meet this
commitment in an efficient, effective and
cost-effective manner. It is common for
organizations to realize a $4 to $5 return on
every $1 invested with this approach.
What sorts of resource materials should HR
have at hand?
With any successful program, the promotion and communication related to an
employee health initiative directly correlates
to program success. Resource materials provide information on lifestyle-related disease,
including risk factor, prevention and treatment practices. Distribution of this information should take many forms, including Web-based platforms. Organizational information
centers serve as distribution points for flyers,
brochures and pamphlets and typically use
bulletin boards with information dispensers
to create an attractive and user-friendly information location. A broad range of information should be made readily available and
should include materials on health screenings, health education, nutritional recommendations and programs, clinical support
services, and occupational medicine.
Is it legal for employers to get involved in
employee health issues?
Typically, organizations introduce an
employee health initiative by issuing a health
risk appraisal (HRA) and offering incentives
to maximize employee participation. This
information is gathered by a third-party
employee health vender in most cases, who
analyzes individual data and assembles
aggregate data that represents health trends
related to the entire organization.
Once complete, a specific program is developed to address areas that need improvement. The trend is to offer specific services
that directly address the needs of each individual employee. On-site clinics, pharmacies,
fitness centers, etc., are becoming more prevalent in the workplace and include the
gathering of personal health information
(PHI) from the participating employee.
It is legal to acquire this information as long
as the employee grants permission and the
organization follows HIPAA regulations for
use and storage of this information. Any program that requires employee PHI must present the employee with a document titled,
‘Notice of Privacy Practices.’
What other on-site resources do companies
provide?
As employers continue to bear the majority
of the burden related to growing health insurance premiums, more organizations are
expanding their employee health initiative to
include a broad range of health, wellness and
clinical services. The objective is to identify
employees at risk, establish programs and
services that prevent and/or treat chronic disease and reduce identified risk factors, make
adherence and/or access to health services
quick and convenient, and offer a comprehensive menu of health services that improve
the quality of life for participating employees.
This directly contributes to organizational
success by reducing health care costs, absenteeism and workers’ comp injuries, while
increasing employee morale, productivity
and retention. On-site physicians, clinics and
pharmacies are becoming more commonplace as they have a direct positive impact on
time away from work and on convenience.
Should a firm push health information to
workers?
Providing information and program/service
options to prevent and treat disease, illness
and injury is the right thing to do. Employers
who take a proactive approach are seen as an
organization that cares. Pushing health information on employees may create some push-back, however, making information readily
accessible is the right thing to do. In addition
to elevating awareness and positively impacting work force health, the very real opportunity to save lives makes this a meaningful,
important and worthwhile area of focus for
all organizations.
DOUG RIBLEY is vice president of health and wellness services at Akron General Health System. Reach him at [email protected].
