Headlines about "Health plan costs - preventive care"
Gathered from the web by the editors at BenefitsLink.com.
Insurance Discounts for Healthy Habits Spur Debate in Washington
Excerpt: "Safeway says it's a smart incentive: charging lower premiums for people who lose weight, quit smoking or start exercising. Some medical groups say it's a new way to exclude pre-existing conditions." (Los Angeles Times)
These 5 Healthcare Culprits Cost $1 Trillion
Excerpt: "CNNMoney.com spoke to health care experts about hidden health culprits that are adding billions of dollars to our medical bills. We love salt. . . . We love sugar. . . . Dangers of alcohol. . . . Smoking. . . . Pollution." (CNNMoney.com)
[Guidance Overview] Employer Health Risk Assessments & Wellness Programs -- Still Viable?
Excerpt: "The last few months have seen significant inroads into the ability of employers to provide incentives for employees to complete health risk assessments. The recent GINA regulations make clear that rewards (e.g., financial incentives, benefit eligibility) cannot be given for providing 'genetic information' (e.g., family medical history). And EEOC informal discussion letters advise that health risk assessments cannot be a precondition to participation in the employer's group health plans." (Deloitte)
Childhood Obesity Weighs on Benefit Budgets
Excerpt: "Childhood obesity weighs heavily on the financial scales when it leads to increased health care utilization and higher costs for employers. Further, poor child health will decrease employee productivity as working parents often must leave early or be absent to care for their child." (BenefitNews.com)
[Guidance Overview] Health Risk Assessments Face Bias Hurdle
Excerpt: "Under IRS rules associated with the Genetic Information Nondiscrimination Act, employers are prohibited from collecting genetic information -- defined as family medical history -- in health risk assessments if that information will be used for 'underwriting' purposes. That includes offering employees discounts on their monthly premium contributions or lowering deductibles for completing a health risk assessment." (Workforce Management)
[Guidance Overview] Warning to Employers: If Your Health Risk Assessment Violates GINA, You May Have to Tell the IRS (and Pay Excise Taxes)
Excerpt: "[T]he new self-reporting requirement is particularly problematic at this time with respect to the recently issued guidance under GINA because a failure to comply with the new GINA regulations will cause the employer to have to self-report the violation and pay the excise tax. There is already an open question of whether a group health plan that collected genetic information (e.g., family histories) in a health risk assessment prior to the GINA rules becoming effective is violating GINA by providing a reward in 2010. The conservative answer is that providing a reward is a violation, although we are hopeful for transition guidance that says otherwise. Now, however, the transition issue is made more difficult by the self-reporting requirement. If providing a reward in 2010 is a violation of GINA, and if a group health plan provides the reward, the employer will have to self-report the violation and pay the excise tax. In addition, if it is determined that the employer knew of the new regulations and intentionally violated the regulations by providing a reward, the amount of the tax could be unlimited." (Jones Day)
Corporate Wellness Programs: Healthier Employees, Lower Costs
Excerpt: "Studies have shown the [Johnson & Johnson] program - called 'Live for Life' - has resulted in significant improvements in employee health as well as a reduction in company health care costs. Recently, Johnson & Johnson also launched a project to market corporate wellness administration to other companies. Dr. Fikry Isaac, executive director of global health services at Johnson & Johnson, runs the company's wellness program. He spoke recently with KHN's Jenny Gold about Johnson & Johnson's program and how corporate wellness could be incorporated into the current effort to overhaul the nation's health system. We edited the interview." (Kaiser Family Foundation)
Are You Missing Out on 'Wellness' Freebies at Work?
Excerpt: "A job with the Cleveland Clinic comes with some pretty nice perks. Among other things, employees of the Ohio-based medical and research center get to use fitness centers on the clinic's campuses for free, and can take Weight Watchers and yoga classes at no cost. The reward for hitting the gym 10 times a month for 10 months? $100. Ditto for those who lose 10% of their weight." (The Wall Street Journal)
[Guidance Overview] Employer Planning for a Pandemic: The EEOC's Guidance
Excerpt: "Employers must pay careful attention to the legal implications of their actions in implementing flu prevention and containment measures. Recently, the United States Equal Employment Opportunity Commission (EEOC) published guidance for employers on how to handle pandemic influenza without implicating the Americans with Disabilities Act (ADA), which prohibits disability-based discrimination ('EEOC Guidance'). The EEOC also issued a notice reminding employers to avoid national origin discrimination in dealing with H1N1. In addition to the discrimination laws, employers' actions, or inactions, may implicate other laws such as the Occupational Safety and Health Act (OSHA); the Family and Medical Leave Act (FMLA); privacy laws; workers' compensation, and disability benefits laws." (Littler Mendelson P.C.)
[Guidance Overview] GINA Interim Final Regulations: Impact on Health Risk Assessments
Excerpt: "New rules under the Genetic Information and Non-discrimination Act (GINA) restrict group health plans from offering premium reductions or other economic awards for participating in a health risk assessment (HRA) that asks for genetic information. Employers will need to update their plans to ensure that their HRAs and any associated policies and procedures comply with GINA's prohibition on using genetic information prior to or in connection with enrollment or for underwriting purposes for plan years beginning on or after December 7, 2009." (Sonnenschein Nath & Rosenthal LLP)
[Guidance Overview] EEOC Guidance on Pandemic Preparedness and ADA Compliance (PDF)
4 pages. Excerpt: "The Equal Employment Opportunity Commission (EEOC) recently issued an updated Technical Assistance Document (TAD) to provide employers guidance in balancing their pandemic preparedness plans with their obligations under the Americans with Disabilities Act (ADA). The TAD, entitled Pandemic Preparedness in the Workplace and the Americans with Disabilities Act, provides useful information regarding ADA-compliant employer actions prior to, during and following an influenza pandemic." (Drinker Biddle Reath LLP)
New Study Finds Highest Rate of Smokers Are in Food-Service Industry: What Does That for Mean for Employers?
Excerpt: "A new study by the U.S. Substance Abuse and Mental Health Services Administration reveals that 33.6 million full-time employees ages 18 to 64 -- or 28 percent of workers -- reported they smoked cigarettes in the past month, based on survey data from 2006 to 2008. . . . 'The workplace is an ideal location for programs to educate employees about the risks of smoking and programs to promote smoking cessation to reduce risks of illnesses such as heart disease and cancer,' said the acting administrator at SAMHSA, Eric Broderick, in announcing the findings. 'The study provides important insight and updated information that can be used to assist in the developing or refining of smoking-cessation efforts to specific workplace groups,' he said." (Human Resource Executive Online)
Childhood Obesity: It's Everyone's Business
Excerpt: "[E]mployers cannot afford to ignore the epidemic of childhood obesity and overweight. Today, nearly one third of children are overweight or obese. Two thirds of children and teens do not meet daily exercise guidelines, and 10% do not participate in any physical activity at all. Additionally, 80% fail to meet daily fruit and vegetable consumption guidelines. Why should this matter to employers? An obese teenager has a 70% chance of becoming an obese adult. And with obesity-associated health care costs for employers currently running to at least $45 billion annually, the price tag of this childhood epidemic could become unaffordable if changes are not made. This toolkit, Childhood Obesity: It's Everyone's Business, was prepared in response to these trends . . . ." (National Business Group on Health)
Employers Need to Be Prepared for Influenza Season (PDF)
4 pages. This newsletter outlines policies and issues that require the immediate attention of employers. (Buck Consultants)
[Guidance Overview] Health Risk Assessments Face Bias Hurdle
Excerpt: "Under IRS rules associated with the Genetic Information Nondiscrimination Act, employers are prohibited from collecting genetic information -- defined as family medical history -- in health risk assessments if that information will be used for 'underwriting' purposes. That includes offering employees discounts on their monthly premium contributions or lowering deductibles for completing a health risk assessment." (Workforce Management; free registration required)
EEOC Rejects Second Wellness Questionnaire
Excerpt: "Requiring employees to complete a lengthy wellness questionnaire in order to receive funds from a health reimbursement arrangement would violate the Americans With Disabilities Act (ADA) because many of the 100-plus questions are 'disability-related inquiries,' according to a recent opinion letter from the U.S. Equal Employment Opportunity Commission (EEOC). The EEOC's 'informal discussion letter,' posted Oct. 6, is the second this year to reject a health risk assessment as an impermissible inquiry. In addition to prohibiting disability-based discrimination, the ADA restricts employers' use of 'disability-related inquiries and medical examinations.' For current (as opposed to entering) employees, such inquiries -- which include 'questions likely to elicit information about a disability' -- must be 'job-related and consistent with business necessity.' These rules apply to all employees, whether or not they have an ADA-recognized disability." (Thompson Publishing Group, Inc.)
[Guidance Overview] Frequently Asked Employment Law Questions This Flu Season
Excerpt: "In anticipation of higher-than-average absenteeism due to seasonal and H1N1 flu outbreaks, employers should implement specific best practices that protect employees, minimize business disruptions and avoid employment claims. . . . This article offers in depth responses to frequently asked questions, provides resources for more information, and suggests best practices for protecting the health and safety of employees, minimizing disruption to business activities and avoiding employment claims when the flu hits the workplace." (McDermott Will & Emery)
Federal Agencies Challenge Employees to Lead a Healthier Lifestyle
Excerpt: "The president met with industry leaders in May to discuss strategies for improving employee health, and he directed the Office of Personnel Management to develop wellness best practices and a plan for the federal workforce. In response, OPM this summer announced its work-life campus initiative, a joint effort with the Federal Reserve Board, General Services Administration and Interior Department. The four agencies, located within blocks of one another, will develop and share facilities, possibly including green space and a healthy cafeteria." (GovernmentExecutive.com)
Ruling Could Spur Hiring Bias Against Obese Workers
Excerpt: "An Indiana state court's ruling that would require a small business to pay for weight-loss surgery could make employers more cautious when hiring obese people, employment attorneys say." (Workforce Management; free registration required)
Employee Well-Being:Taking Engagement and Performance to the Next Level in the Current Economic Environment (PDF)
Excerpt: "What do we mean by well-being? Towers Perrin defines it as encompassing three interconnected aspects of an individual's 'work life': Physical health -- overall health, energy/stamina; Psychological health -- stress/anxiety, intrinsic satisfaction, accomplishment, optimism, confidence, control, empowerment, safety; Social 'health' -- work relationships, balance in work and personal life, equity, fairness, respect, social connectedness." (Towers Perrin)
Preventing Cold and Flu Outbreaks in the Workplace
Excerpt: "We all know that washing our hands and getting a flu shot are the best defenses in preventing colds and flu. But in all honesty, people need to be reminded, so you need to communicate. So, communication becomes a top priority in defending the company from the cold and flu season. And you know what they say: the best defense is a good offence." (Precept Employee Benefits Blog)
Bridge Employment and Retirees' Health: A Longitudinal Investigation (PDF)
16 pages. Excerpt: "The present study examined the relationship between bridge employment and retirees' health outcomes (i.e., major diseases, functional limitations, and mental health). We used a nationallyrepresentative sample of 12,189 retirees from the first 4 waves of the Health and Retirement Study. Hierarchical regression analyses showed that compared with full retirement, engaging in bridge employment either in a career field or in a different field was associated with fewer majordiseases and functional limitations, whereas engaging in career bridge employment was associated with better mental health. The findings highlight the health benefits of engaging in bridge employment for retirees. The practical implications of this study are discussed at both the individual and policy levels. Limitations of the current findings are also noted in conjunction with future research directions." (American Psychological Association)
[Guidance Overview] Update on the Legal and Workplace Implications of H1N1
Excerpt: "Because experts predict that the virus will likely become more widespread as the current flu season progresses, it is even more important that employers consider the nature and scope of H1N1, identify potential legal liabilities, develop action and communications plans, and identify and address related labor and employee relations issues." (Seyfarth Shaw LLP)
Some Firms Get Tougher on Workers' Health Habits with High-Risk Employees Forced to Pay More for Health Insurance
Excerpt: "While smoking surcharges remain the most popular added premium assessment used, the size has grown significantly from a nominal fee when such surcharges were introduced several years ago to what many consider 'real money,' especially during a recession. A few intrepid employers have gone a step further, relegating employees who decline to take better care of themselves to health plans that provide less coverage. Some benefits law experts are concerned these employers may be pushing the envelope a bit too far, but legislation passed last week by the Senate Finance Committee appears to reinforce employers' aggressive efforts to rein in health care costs through the use of incentives . . . ." (Business Insurance)
Arizona County Orders Flu-Ridden Employees Home, or Else
Excerpt: "Officials of an Arizona county have opted to take their concerns about spread of the swine or regular flu among their employees a step farther with this stern message: stay home if you are sick or risk being fired. An Associated Press news account said supervisors in Pima County, in which Tucson is located, unanimously adopted the policy for their nearly 7,000 employees. Under the rule, sick workers must inform their supervisor who is given the authority to send the person home. The mandate indicates that employees with a temperature of at least 100.4 degrees or who exhibit flu symptoms must remain home for at least 24 hours or until after the fever subsides. Anyone not complying with the instructions to leave work can be discharged or otherwise disciplined under the new rule, which the news account said will likely be lifted next spring." (PLANSPONSOR.com; free registration required)
[Guidance Overview] Requirement that Employees Complete Health Risk Assessments in Order to Receive HRA Reimbursements Violates the ADA
Excerpt: "The broadened scope of the definition of 'disability' under recent amendments to the ADA . . . may cause more inquiries in health risk assessments to be viewed as disability-related and thus subject to scrutiny under the ADA. Formal guidance from the EEOC on the ADA's application to wellness programs is sorely needed. It also bears repeating that in addition to the ADA, wellness programs must also meet applicable HIPAA requirements and comply with GINA." (Employee Benefits Institute of America)
[Guidance Overview] Summary of and Suggested Action Steps to Address the GINA Interim Final Regulations
10 pages. Excerpt: "Employers whose plans include wellness, health risk assessments and/or disease management will be most affected by the new rules. Detailed action steps will depend on the specifics of the employer's health care program, but some general action steps will apply to many group health plans: . . ." (Gallagher Benefit Services)
[Guidance Overview] GINA Impacts Employer Health Plans and Use of HRAs (PDF)
Excerpt: "While consideration may be given to eliminating requests for genetic information from any HRAs entirely, employers may alternatively consider bifurcating the HRA so as to eliminate requests for genetic information where premium rewards or rebates are offered, while offering a separate voluntary HRA that would request genetic information (without any rewards, and after open enrollment). While we understand that any design changes at this time of year may be disruptive to employers' health plan administration as well as the open enrollment process, these changes may nonetheless be necessary when such a significant regulation impacting wellness programs is issued so late in the year." (Aon Consulting)
[Guidance Overview] Regulations on Genetic Information Nondiscrimination Affect Use of Health Risk Assessments, Other Programs (PDF)
Excerpt: "Interim final regulations have the weight of final regulations but are subject to future modification. Unfortunately for plan sponsors, the interim regulations leave little time for coming into compliance." (Buck Consultants)
[Guidance Overview] Does Your Wellness Program Need to Revise Its Health Risk Assessment?
Excerpt: "The new rules clarify that your health risk assessment can still seek genetic information if no reward is provided, completing the HRA is voluntary, and the HRA is not completed until after a new participant is covered under your health plan. But if your plan offers a reward, then the HRA may not directly or indirectly seek genetic information (although you could put questions seeking genetic information into a separate, voluntary HRA for which there is no reward.)" (Warner Norcross & Judd LLP)
[Opinion] Fight Obesity by Taxing Calories
Excerpt: "President Obama set the soft-drink industry fizzing recently when he mentioned the possibility of a 'soda tax' on sweetened beverages as a way of combating America's obesity crisis. 'I actually think it's an idea that we should be exploring,' he told Men's Health magazine. 'There's no doubt that our kids drink way too much soda.' The notion of a soda tax got a lot of people riled up, and in the hullabaloo, the White House downplayed the prospect of any possible legislation. But it might have died too quickly." (USA TODAY)
Employers' Wellness Rewards Now Come with Risks
Excerpt: "Employers seeking to promote wellness in the workplace may have to rethink their rewards programs - or run the risk of breaking new federal rules protecting individuals' genetic information. The recently issued guidelines prohibit health plans and employers from offering any financial rewards to any worker for participating in a health risk assessment that requests information about their family medical history. The rules apply to group health insurance with plan years beginning on or after Dec. 7." (The Wall Street Journal)
H1N1 Flu: Practical and Legal Considerations (PDF)
10 pages. Excerpt: "Editor's Note: Our interview with Eric Hobbs reflects his best advice given what we know at this time, and, thus, as the situation changes, so could some of the counsel offered in this article. Mr. Hobbs' legal practice and experience focuses on Wisconsin and Illinois law; readers are urged to contact their own legal counsel regarding issues that are defined and determined by their respective state laws." (Workforce Communications via Michael Best & Friedrich LLP)
[Guidance Overview] GINA Interim Final Regulations: Wellness and Disease Management Programs Impacted
Excerpt: "Title I of GINA, as interpreted by the interim final regulations, prohibits plans from ? Increasing group premiums or contributions based on genetic information; Requesting or requiring an individual or family member to undergo a genetic test (other than for certain limited exceptions, including a plan's right to condition payment for a medical service on medical appropriateness which may in turn depend on the genetic information of the individual); and Requesting, requiring or purchasing genetic information prior to or in connection with enrollment, or at any time for underwriting purposes. It is also important to note that unlike the other provisions of the HIPAA portability and nondiscrimination rules, GINA does apply to group health plans with fewer than two participants who are current employees. In other words, GINA does apply to a separate retiree medical plan." (Kilpatrick Stockton LLP)
Guidance on Health Insurance Coverage of Swine Flu Vaccinations
Excerpt: "The Employee Benefit Research Institute issued a Q&A fact sheet that highlights information some employers may find helpful about health insurance coverage for H1N1 and seasonal flu shots. On Monday, the Centers for Disease Control and Prevention launched a national campaign to immunize at least half the U.S. population against the new H1N1 virus." (Employee Benefit Adviser; free registration required)
North Carolina to Target Smokers and the Obese with Higher Health Plan Costs
Excerpt: "North Carolina is set to become the second state to charge obese workers more for health insurance, the Charlotte Observer reports. Smokers will face higher costs also, as North Carolina state employees who use tobacco are slated to pay more for health insurance next year. Tobacco users get placed in a more expensive insurance plan starting next July and, for those who qualify as obese, in July 2011, according to the news report. North Carolina officials say they are aiming to improve state workers' health, which saves money in future medical expenses." (PLANSPONSOR.com; free registration required)
Employer Wellness Programs Get Boosted and Blindsided in the Same Week
Excerpt: "Carper/Ensign Amendment # C2 is a provision added to America's Healthy Futures Act, the Senate Finance Committee health reform bill that is scheduled for a vote . . . . The provision would increase wellness program rewards from 20% to 30% of the cost of employee-only coverage under the plan, and it would allow the Secretaries of Health and Human Services, Department of Labor, and Department of the Treasury the discretion to increase the reward up to 50% of employee cost. . . . [And then there is] GINA, the Genetic Information Nondiscrimination Act, for which regulations were issued on October 7. According to these regulations, wellness programs that provide rewards for completing Health risk assessments that request genetic information, including family medical history, violate GINA. This is true even if rewards are not based on the outcome of the assessment, a plan design that is allowed under the 2006 final HIPAA nondiscrimination rules regarding wellness programs." (Wolters Kluwer)
Microsoft Launches Swine Flu Assessment/Response Site
Excerpt: "Microsoft Oct. 7 announced a new Website, the H1N1 Response Center, which provides users with relevant content and allows consumers to gauge symptoms and receive guidance using an H1N1 self-assessment service. The site offers consumers a self-assessment licensed from medical and public health experts at Emory University. The service assists people in deciding whether their symptoms could be caused by the H1N1 flu virus and provides guidance on what they can do next." (eWEEK.com)
[Guidance Overview] Do Your Health and Wellness Plans Violate GINA? (PDF)
4 pages. (Ogletree, Deakins, Nash, Smoak & Stewart, P.C.)
CDC's LEAN Works! A Workplace Obesity Prevention Program
Excerpt: "'CDC's LEAN Works! Leading Employees to Activity and Nutrition' is a FREE web-based resource that offers interactive tools and evidence-based resources to design effective worksite obesity prevention and control programs, including an obesity cost calculator to estimate how much obesity is costing your company and how much savings your company could reap with different workplace interventions." (U.S. Centers for Disease Control and Prevention)
[Guidance Overview] New GINA Regs Curtail Health Risk Assessments
Excerpt: "The regulations impose significant limitations on the use of health risk assessments (HRAs) making many current practices illegal. Congress enacted GINA in response to a concern that employers, insurers, and benefit plans might collect and misuse genetic information. Genetic information is broadly defined to include family medical histories. Because virtually all HRAs request information about an individual's family medical history and are frequently used as part of a wellness feature in an employer's medical plan, most HRAs are subject to GINA's rules." (Nixon Peabody LLP)
Patient Advocates Fear Bias In Wellness Incentives
Excerpt: "On Capitol Hill, lawmakers seem eager to encourage employers to create and expand programs that tie a portion of workers' health insurance premiums to their willingness to change unhealthy behaviors. But there's growing concern that some of those programs represent a new way to discriminate against those in less than perfect health. By a vote of 18-4, the Senate Finance Committee added to its health overhaul bill an amendment offered by Sens. John Ensign (R-NV) and Tom Carper (D-DE) that would expand existing rules that let workplace 'wellness' programs pay bonuses in the way of reduced premiums to workers to lose weight, quit smoking, control their blood pressure or practice other healthy behaviors." (Morning Edition via National Public Radio)
Economic Crisis Exacerbates Nation's Obesity Epidemic
Excerpt: "In the midst of the most vigorous national health care debate in 15 years, more questions have developed about a link between our work life and our weight. Two-thirds of the workforce is overweight. The economic crisis has exacerbated the obesity epidemic: Workers are putting in longer hours, afraid of losing their jobs. With less time to exercise, more than a third of employees report that work drains them of energy, leaving nothing for their personal lives." (The Tribune-Review Publishing Co.)
Policies for Fighting Obesity: What Happens When City Governments Step In?
The three articles are titled: Zoning For Health? The Year-Old Ban On New Fast-Food Restaurants In South LA; New York City's Fight Over Calorie Labeling; Calorie Labeling And Food Choices: A First Look At The Effects On Low-Income People In New York City. (Health Affairs)
Workplace Wellness Seems to Really Work
Excerpt: "Workplace wellness programs are an effective way to reduce major risk factors for heart disease, such as smoking, obesity, high blood pressure and diabetes, says a new American Heart Association policy statement." (US News And World Report)
Senate Finance Gives OK to Raise Limits on Employee Healthy Behavior Rewards
Excerpt: "An amendment permitting health plans to reward healthy behaviors -- one of the few bipartisan amendments introduced during the Senate Finance Committee hearings on healthcare reform -- passed during late evening hours on Wednesday." (healthleadersmedia.com)
When HR Asks About Your Health
Employers want you to answer some personal questions. Should you? (CNNMoney.com)
Cisco Systems Links High Touch With Hi Tech to Engage Employees in Their Own Health
Excerpt: "Imagine attracting nearly 5,000 employees to a health screening in a heated competition to get their biometric numbers, hosting a secure messaging program where employees can conveniently communicate with their doctors via e-mail, or unveiling an on-site health center on YouTube. These are just a few of the many ways Cisco Systems, a leading provider of Internet technology solutions, is engaging its employees in managing and safeguarding their health for the long term." (Towers Perrin)
Budgetary Effects of Prevention Programs Need Clinical Data Over a Long Time Period
Excerpt: "Although preventive health measures will not necessarily save money on health care spending, over the long term, they at least will offset a large part of the costs of the prevention programs, according to a study published in the September 1 online journal Health Affairs. Health care reform proponents often claim that expanding coverage and preventive health measures will lower health care costs. The study researchers, from the University of Chicago's Medical School and the National Opinion Research Center, detail how an 'epidemiological' assessment over a period of 25 years, not the commonly used ten-year period, can more accurately project the actual costs of health care reform measures, because 'the positive effects of improved treatment often take decades to show clinically significant effects.'" (Wolters Kluwer)
Corporate Wellness Program Begins with the Company Culture
Excerpt: "The first step is to assess the current culture. How do you know if a company is ready for a wellness program? You don't, but understanding three things: trust, motivation and commitment, will help drive the process." (Employee Benefit Adviser; free registration required)
Smoking Bans Cut Heart Attacks by a Third, According to Study
Excerpt: "'This study adds to the already strong evidence that secondhand smoke causes heart attacks, and that passing 100 percent smoke-free laws in all workplaces and public places is something we can do to protect the public,' James Lightwood of the University of California-San Francisco, whose study appears in the journal Circulation, said in a statement. The team pooled data from 13 studies of smoking bans in communities in the United States, Canada and Europe. They said heart attack rates fall immediately after smoking bans are put in place, dropping by 17 percent in the first year and by as much as 36 percent after three years." (Reuters)
Flu Outbreak Could Give Momentum to Paid-Sick-Days Bill
Excerpt: "An outline posted at www.flu.gov recommends that employers 'establish policies for employee compensation and sick-leave absences unique to a pandemic.' Preparations for an outbreak of the H1N1 flu virus this fall could give momentum to legislation that would require employers to provide paid sick days. Even with the government urging companies to keep sick workers at home, the measure faces significant legislative obstacles. But advocates are using the flu scare to promote the bill. Titled the Healthy Families Act, it would enable workers to accrue one hour of paid sick leave for every 30 hours they work up to a total of 56 hours, or seven days." (Workforce Management; free registration required)
[Guidance Overview] Homeland Security Says Small Business Should Develop Written Plan to Prepare for H1N1
Excerpt: "The federal Department of Homeland Security, in conjunction with the Center for Disease Control (CDC) and the Small Business Administration (SBA), provides this advice to small businesses in its recently released, Planning for H1N1 Influenza: A Preparedness Guide for Small Business. The Guide suggests a seven step process for developing your written plan: Identify a workplace coordinator; Examine policies for leave, telework, and employee compensation; Determine who will be responsible for assisting workers who become sick at the workplace; Identify essential employees, essential business functions, and other critical inputs required to maintain business operations should there be disruptions during the 2009 H1N1 flu outbreak; Share your pandemic plans with employees and clearly communicate expectations. Prepare business continuity plans in case the H1N1 flu outbreak causes widespread absenteeism or other operations changes; Establish an emergency communications plan." (Porter Wright Morris & Arthur LLP)
Health Plans Develop Outreach Programs, New Benefit Design to Promote New H1N1 Flu Vaccine
Excerpt: "Health plans say they will conduct outreach to promote the H1N1 vaccine, and some also have changed benefit designs to ensure more enrollees have coverage for flu treatments. But while insurers will pay for most health plan members to get the H1N1 or 'swine flu' vaccine, shots likely will be available only in a limited supply starting in October." (AISHealth.com)
Community-Based Health Prevention Programs Promote Long-Term Savings
Excerpt: "A new compendium of community based prevention programs released Monday by the Trust for America's Health and The New York Academy of Medicine is designed to help show how certain types of preventive services can yield substantial net savings -- 'largely because the initial costs are low and the long-term benefits are large,' said Jeff Levi, PhD, the Trust's executive director in New York." (HealthLeaders Media)
Florida County Targets Smokers and Unhealthy Workers in Health Plan
Excerpt: "Broward County, Florida, projected that its spending on health insurance would increase 7% next year, but the cost will now remain flat after county commissioners last month approved premium surcharges for certain workers. The South Florida Sun Sentinel reports that county workers who smoke will pay higher health-insurance premiums if they do not quit by the end of the year, and employees also will pay more if they refuse to participate in an annual health assessment and a blood test that screens for conditions from high cholesterol to diabetes. Each surcharge will add $520 a year to the premiums deducted from an employee's paycheck, according to the news report." (PLANSPONSOR.com; free registration required)
LightenUp: A Worksite Approach to Promoting Healthy Weight Management
Excerpt: "LightenUP is a groundbreaking five-year health study funded by the National Heart, Lung and Blood Institute to identify innovations. The Dow Chemical Company employees were provided greater access to healthy foods, health education materials, leadership training, physical activity and weight-management programs, health assessments and individual consultations, and online behavioral change programs." (National Business Group on Health)
Special Report on Health Care Benefits: Dealing with Obesity in the Workplace
Excerpt: "[O]bese workers and obesity experts say that employers' activism often occurs with little understanding of what it's like to be an obese person in the workplace. They don't grasp the prejudice these workers face and the impact their experiences may have on their ability to lose weight or lead healthier lives. Weight-related health care and workplace policy can end up punishing workers for their obesity rather than helping them overcome a condition that has been linked to -- though is not always synonymous with -- higher health care costs." (Workforce Management; free registration required)
[Guidance Overview] The Employer's Guide to the Legal and Workplace Implications of a Swine Flu Outbreak (PDF)
6 pages. Excerpt: "There are several employment and other laws which may be directly involved with this disease and must be considered by employers. [The article reviews each such law and offers recommendations for steps the employer could take to preplan for such a hazard.]" (Seyfarth Shaw LLP)
Unum Group Officials May Be Seeing Healthier Employees Because of Its On-Site Fitness Center
Excerpt: "Providing a place where employees can pump iron, take a Zumba dance class or just spin on a stationary bike is a way some companies are helping meet employee wellness needs. Open 24 hours a day, Unum's 3,000-square-foot center in downtown Chattanooga is similar to ones offered at the insurer's other major offices, said Michael Booth, the company's health programs manager. 'We definitely see good positive returns for those folks using the facilities,' he said." (Chattanooga Times Free Press)
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