Organization Wellness: Bottom Line Strategies For Effective Medical Care Reform,

It is apparent to most Americans (especially those of us in business) that healthcare expenditures 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. Employers have reached the point where the cost of offering health care insurance is almost as burdensome as government regulation. It’s time for some new thinking on healthcare and its influence on business and vice versa. “Corporate wellness” as an operational perspective instead of merely window dressing is one way to deal effectively with rising healthcare expenditures.

The Insurance Problem

The first step in solving the concern is to realize that an employee’s health is their own responsibility. Expecting corporations to offer unlimited health care insurance coverage is simply unrealistic and unreasonable. It’s time for corporations (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, corporations must start to shift the burden of health coverage to those covered. Here’s the approach. Give catastrophic health care insurance as a group benefit to all employees with a sizable enough deductible (say $5000 per employee) to make the cost affordable for the organization. Then, allow employees to buy their own health care insurance policies (based on their own needs) and pay for them through payroll deduction with pre-tax earnings. There are numerous insurance corporations that sell individual plans on this basis. Everybody wins. Staff Members 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 organization offers great insurance benefits aren’t they telling you they’re going to cost you more money in the future?

Organize a “Wellness Culture”

Our current “sickness culture” perpetuates the healthcare crisis and hastens the demise of market-based solutions. By sickness culture, I mean our focus on health problems instead of on having a healthy worksite and performance culture. So, what would a “wellness culture” look like? First, instead of paid sick days, employees 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. Employers would invest in corporate memberships at local health clubs so every employee can take part. Staff Members would be available in-house wellness programs on a variety of problems ranging from ergonomics to stress management. Finally, corporations would commit to hiring and retaining healthy employees. Simply put, healthy employees cost less and are more beneficial than unhealthy ones. Applicants must be screened for health habits and practices that limit their work rate and increase the likelihood of future expense. While this may seem harsh, it rewards those employees whose personal lifestyle and habits be sure the best Return on Investment by the organization committing to hire, train and pay them. Be open to “alternative and complementary” approaches Research studies published in major healthcare journals reveal that people 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 people look for ways to stay healthy without prescriptions and surgery, they end up being a net benefit in terms of attendance and work rate. Old prejudices in this area must be discarded in order for corporations to improve work rate and improve profitability Conclusion Medical Care expenditures are increasing at a staggering pace. Managed care is an abysmal failure. Employers are buckling under the pressure of offering health coverage to their employees. American competitiveness in the market is sagging. These times call for extraordinary solutions. It’s time for American corporations to consider some out-of-the-box solutions to the healthcare crisis. Organization wellness is an approach that is timely, achievable and reasonable given the alternatives. All options must be considered while we still have a chance.