Women's health programs at the workplace

Article Abstract:

A study performed in 1982 by the medical and benefits unit of The First National Bank of Chicago revealed that health matters related specifically to women accounted for 25 percent of the self-insured medical plan payments, and that disability leave for pregnancy accounted for 40 percent of the total short-term disability absences. In an attempt to reduce medical costs while maintaining the quality of the care provided, a women's health program was started. The program focused on prenatal education, on-site gynecologic examinations, and requirements for a second medical opinion for cesarean sections, hysterectomy, and mastectomy. The prenatal education program provided seminars and classes on health, nutrition, and exercise during pregnancy. Incentives such as waiving deductibles were used to encourage employee participation in the program. One of the objectives of this program was to reduce the incidence of low birth weight and premature births, since it was estimated that a single low birth weight baby costs the medical plan up to 100,000 dollars. The second aspect of the women's health program involved hiring a gynecologist to perform on-site examinations that included medical history evaluation, physical exam, and laboratory tests such as Pap smears, urinalyses, blood counts, and bacterial cultures. This aspect of the program proved to be a convenient and cost-effective way of providing preventative health care. The use of a mandatory second opinion for surgical procedures reduced the number of surgical procedures and the associated costs. When second opinions became mandator, the percentage of births delivered by cesarean section decreased from 35 percent to 20 percent over a one-year period. It is concluded that specific health programs for women can reduce the medical costs paid by the employer while promoting the health of women employees. (Consumer Summary produced by Reliance Medical Information, Inc.)

Health aspects, Reports, Working women, Wellness programs, First National Bank of Chicago (Chicago, Illinois)

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Occupational outcome after military treatment for alcoholism

Article Abstract:

Because alcoholism and other forms of substance abuse are a major cause of disability in the work force, programs have been established by employers to treat affected employees. The occupational and clinical outcomes of an inpatient alcoholism treatment program were evaluated. The program at the Tri-service Alcoholism Recovery Department was established by the Surgeon General of the Army, Navy and Air Force in 1979. This program was particularly suitable for study because it included a large group of patients undergoing uniform treatment at a common facility. In addition, the personal and occupational rehabilitation of participants was measured by common criteria. These criteria were based on the evaluations of participants by work supervisors and aftercare personnel. Of the study group, 584 patients (81 percent) completed the program successfully. Out of these, 77 percent were reported as being totally successful in continuing to abstain from drinking for up to two years, compared with 63 percent of those who did not complete the program. Ninety percent of the program graduates were considered by their supervisors to be occupationally successful in the two-year period following treatment. Rank and length of service were significant predictors of successful treatment outcome. In addition, it was determined that strict compliance with the aftercare program was the most important factor in successful treatment. The aftercare program consisted of substance abuse counseling, three months of treatment with disulfiram, and 12 months of weekly therapy sessions and attendance at Alcoholics Anonymous meetings. (Consumer Summary produced by Reliance Medical Information, Inc.)

Research, Evaluation, Soldiers, Alcohol use, Medicine, Military, Military medicine, Alcoholism counseling

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"High-cost" employees in an occupational alcoholism program

Article Abstract:

Comparison of characteristics of high-cost and low-cost employees participating in International Harvester program for alcoholics.

HEALTH SERVICES, Human resource management, Agricultural equipment industry, Navistar International Corp., Tractor industry

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