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Today's employers are looking very closely at both direct healthcare expenditures and indirect costs associated with absenteeism, presenteeism, and disability.
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Children's Healthcare of Atlanta asked its employees to take steps to better health. A billion steps, to be exact.
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As the occupational health expands into the safety arena, tension between the two areas is a predictable result. One way to avoid conflicts is to clearly establish what each program does.
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If employees don't trust you, they probably won't listen to your advice, agree to take a health risk assessment, or participate in your wellness programs.
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At a secondary lead smelter in Pennsylvania, monetary incentives have been effective in improving processes, such as keeping blood lead levels down. "It does work, especially when it is a separate line item on their pay stub and the wife can see that!" says occupational health nurse Laurie Heagy, RN, COHN-S.
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When Washington County Health System (now known as Meritus Health) in Hagerstown, MD, first sought to measure the health status of its employees, the results were startling. Thirty-eight employees had undiagnosed diabetes or high blood pressure. More than 500 had glucose levels that placed them at high risk for developing diabetes. Other employees had high blood pressure, high cholesterol, or other risk factors.
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The 12-hour shift, mainstay of the nursing schedule, may be unhealthy for nurses and their patients.
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"The industry is moving to more on-site care. Nurse practitioners and on-site clinics are increasing,"
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Risk managers continue to report that they experience harassment and retaliation for doing their jobs, with health care executives making them the scapegoat for lapses in policy and quality by the health care institution.
