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For other articles and previous issues click here. January 10, 2005 Taking
Care of Caregivers Radiology departments and imaging centers are facing an aging workforce just like the rest of the business world. In-house wellness programs help keep employees healthy, happy, productive, and working for your facility. Ultimately, it may help save on healthcare costs, too. Beyond Radiology The throng of baby boomers moving closer to retirement and requiring more healthcare services includes many people who work in radiology. That fact begs the question, “Who is taking care of the caretakers?” While the responsibility ultimately lies with each individual employee, the hectic hospital environment—with its work schedules that often fluctuate from week to week—can hinder an employee from getting the exercise or nutrition that he or she needs to maintain a healthful lifestyle. Hospitals and healthcare systems must also face their own aging population—that of their employees. In response, some healthcare systems are placing a premium on their staff’s health. Working Longer While 53% of those polled by the AARP still expect to retire before the age of 70, this number is declining. Twenty-seven percent said they plan to work into their 70s, but 18% predicted retirement would not come until they were in their 80s or “never.” A report by the Henry J. Kaiser Family Foundation states that one in five companies surveyed intend to bar current workers from future retiree health benefits, and in the past year, one in 10 large U.S. employers have eliminated subsidized health benefits for future retirees in a move to battle rising healthcare costs. Another 20% of survey respondents say they are likely to end health coverage for future retirees within the next three years. And, for people currently retired, 71% of firms hiked retirees’ contributions to health insurance premiums. The Employee Benefit Research Institute has also seen the writing on wall, stating that the continuation of current behaviors would result in an annual shortfall of at least $45 billion by 2030 between the amount retirees need to cover basic expenses and what they have. Healthcare Costs Milner pointed to large companies such as United Airlines that have not only laid off employees but also significantly reduced the amount of money available to a former employee at retirement by getting rid of pensions and other long-term incentives as an example of why more seniors will be forced to work into their later years. “Because of this trend, many healthcare centers have built employee wellness and fitness centers because they recognize the importance of keeping those caregivers healthy and they see more older workers in their facilities,” says Milner. How can aging healthcare workers keep from becoming patients? Milner references several recent studies that support the need for simple exercise. Health Partners, a Minnesota-based HMO, released a report that states that walking just 90 minutes per week in three intervals of 30 minutes can save individuals aged 50 or older as much as $2,200 per year in healthcare costs. Wellness Plan Paul T. Gallese, senior consultant for The Lewin Group, a medical consulting firm located in Falls Church, Va., says recruitment and retention efforts can be significantly helped with a substantial wellness program managed in-house. “Turnover is a constant struggle in healthcare, and when an employer provides more than just a paycheck, there is a better chance the HR [human resources] department won’t always be looking to hire for an unfilled position,” Gallese says. Because of the industry’s nature and the tight
budgets, healthcare workers typically receive, and expect, few fringe
benefits. But a wellness program can be a small “You already have the knowledge in-house, [so] why not share it with your staff or give them opportunities to exercise and practice a healthy lifestyle while at work?” says Gallese. Milner says the ICAA has released a study that shows people who eat at least 42 cups of vegetables and fruits each month save an average of $3,500 per year in healthcare costs compared with people who eat 14 cups or less per month—regardless of age. In addition, obesity is a health concern that costs corporate America as much as $13 billion per year. “Long-term, there will be less claims and you will get an employee who is happier at work when they are healthy. And short-term, a hospital won’t have to spend money on overtime for a replacement when an employee is out sick for an extended period of time,” Milner says. “It doesn’t take a genius CEO to see the benefits.” Milner recommends that hospitals encourage walking groups at lunch time and during breaks and says administration should actually organize a process for these walking groups to thrive. He says these groups can also help build a social network outside of the workplace that can improve employee communication and morale. Small and Large Other hospitals address their employees’ wellness more aggressively. Community Hospital in McCook, Neb., has instituted a Wellness Works program, which stresses how maintaining a healthy lifestyle makes a huge difference. The hospital, which employs many individuals aged 50 or older, offers its workers free testing—from blood chemistry to cancer screenings—and permits them to use physical therapy equipment as a gym when patients are not present. Community Hospital also contributes to an employee’s fitness club membership and has developed a points system that issues credits to those who attend in-house health fairs, visit chiropractors, and use the physical therapy equipment. Points are also awarded for wearing seat belts and donating blood. At the end of the year, employees who have accumulated a minimum of 400 points receive a $100 bonus on their next paycheck. “The program has evolved over the years because we had very high health insurance costs and high workers’ compensation costs for our employees [in the 1990s],” says Community Hospital Personnel Coordinator Sharon Bieber. Bieber says the hospital also distributes health information via brochures, newsletters, group e-mails, and scheduled on-site classes. The topics covered under the Wellness Works program
and the tests that are provided free of charge to employees have
been chosen by staff physicians and include the following: The hospital, which has promoted the Wellness Works program to its employees for five years, brings in guest speakers and serves healthy menus at wellness lunch programs. The guest speakers have covered topics such as medication safety and how to prevent back injuries. Reducing Stress Manager of Public Relations Robyn Zimmerman says the program began after a multidisciplinary committee was formed to review what would help make the job of all system employees less stressful and more health-conscious. As the hospital began extensive renovations that included an addition to the medical center and plans for a multimillion-dollar Health Sciences Research, Education, and Innovation Institute on the Greenville Memorial Medical Campus, a committee determined that a similar commitment should be made to employees to improve their well-being. Safety, Too Greenville also provides health training courses free of charge to employees. Northwest Community Hospital in Chicago was recently
named one of the top 25 places to work in the metro area by Chicago
magazine largely because of its focus on employee wellness. Bruce
Crowther, president and CEO of Northwest Community, says it is an
honor the hospital cherishes as it strives to become a “second
home” to its employees. Milner says caregivers such as nurses and physicians have a stressful job and may mimic the people they are caring for. In addition, being around illness makes it even more important for healthcare workers to be healthy themselves. “If nothing else, if your staff is healthy, you will be portrayed as a place where you can go to get healthy,” he notes. — Mike Scott is a freelance writer who has contributed to more than 70 magazines, newspapers, and Web sites on numerous topics—from business to healthcare to technology. He lives in Waterford, Mich.
“Administrators should recommend slip-resistant footwear that you can buy at virtually any retail store. These are soles that are specifically designed to prevent a person from slipping,” Kendzior says. The maintenance procedure should include how a spill is cleaned up—and mopping the floor is not an acceptable option. “All that does is make a large area damp and doesn’t help prevent a wet surface,” Kendzior says. “Be sure there is a procedure in place where a spill is cleaned up using an absorbent material like a heavy paper towel. Many hospital workers are often in a hurry and they won’t have time to see a wet spot until it is too late.” Whether it’s wellness programs or accident prevention measures, hospital employees must take care of themselves as well as others. |
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