Identifying families at high risk of cardiovascular disease: alternative work site approaches
Article Abstract:
Cardiovascular disease (CVD) has been identified as the leading cause of premature death in the United States. In addition to the high mortality from CVD, the cost to employers and employees in terms of medical care, lost productivity, and lost income is substantial, currently exceeding $200 billion annually. Health promotion programs have been initiated, many of which are offered at the work site, in order to reduce risk factors for CVD. In this study, four different methods were used to identify workers and their families who are at high risk for CVD among a group of 1,821 employees of an energy company. Based on three of the methods, 18 percent of the employees' families included at least one person with CVD, a related diagnosis, or a major CVD risk factor. The four methods were: a health risk appraisal questionnaire (HRA); an HRA with a brief physical examination; analysis of absenteeism data; and analysis of medical claims data. These four approaches differed in cost and in their ability to cover or screen all employees. The HRA and HRA plus physical exam were much more costly to use than the two methods involving analysis of existing records. Coverage is very important in selecting a screening method; while absenteeism and medical claims data were available on over 90 percent of employees, only 30 percent of employees and 16 percent of their spouses filled out the HRA. The methods also reveal different types of information; the HRA asks about behaviors that may be unhealthy and could be changed to prevent disease, while medical claims data concern existing health problems. Another consideration is whether the method is effective in teaching employees how to lower their health risks and in motivating them to do so; this and other issues are discussed. (Consumer Summary produced by Reliance Medical Information, Inc.)
Publication Name: Journal of Occupational Medicine
Subject: Health care industry
ISSN: 0096-1736
Year: 1990
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Employee assistance program compliance: impact of contrasting insurance coverage
Article Abstract:
Employee Assistance Programs (EAP) have been established by employers to provide their employees with professional assistance in the solution of personal problems. The EAP either provides assistance itself, or refers the employee to agencies and professionals more suited to resolving a particular problem. These programs are usually directed at alcohol and substance abuse issues, or family, financial and personal matters. The success of these programs depends on the employees' compliance with the professional recommendations. This study was conducted to compare the compliance rate between two comparable employee organizations, with different co-payment rates for mental health services. The organizations both operated toll roads in the same state, and both organizations (A and B) contracted with the same medical school for the same services - the Division of Occupational Health in the Department of Environmental and Community Medicine at the Robert Wood Johnson Medical School. Compliance was defined as the number of sessions attended by a referred (or self-referred) employee at an outpatient mental health service. Company B reimbursed up to $1,000 per year, while company A reimbursed up to $2,000 per year. Forty-two employees of company A and 61 from company B were enrolled in the study. Demographic data were collected from each employee; most of the subjects were white, high-school educated, and married. Employees from company A were more compliant than the employees of the other company. Company A offered a higher rate of reimbursement, and their employees initiated treatment more frequently and were in treatment for a longer period of time. (Consumer Summary produced by Reliance Medical Information, Inc.)
Publication Name: Journal of Occupational Medicine
Subject: Health care industry
ISSN: 0096-1736
Year: 1991
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