Corporate Wellness Blog

The corporations with the most cost-efficient medical programs are the ones that streamline the services staff receive for both their physical and psychological health.

As a long-term goal, having your general health plan, worker assistance program (EAP) and health promotion program communicating regularly with one another about employees’ treatments is the single best way to reduce redundant or contradictory treatments, eliminate unnecessary claims and enhance the quality of the plans for which you pay.

Let’s look at the relationship between your wellness program and your EAP to illustrate the importance of attacking health care costs cross a broad front.

You can start a wellness program with a health risk appraisal and then, when appropriate, roll out a use of tobacco cessation program or a weight loss program.

But ultimately you want to make certain that your wellness vendor works joined with your EAP vendor.

Here is why –  It’s very common for an worker to contact the employee assistance program (EAP) because the individuals feels depressed about his or her weight. What you want is for the employee assistance program (EAP) provider to treat the employee’s depression and behavioral issues, plus you want the employee assistance program (EAP) to refer the worker to the wellness program to deal with the root cause of the problem – obesity.

The same thing escorts the relationship your health promotion program and your workers’ comp vendor, STD and LTD vendors, rehab individuals , and/or illness managers. You want all them talking to – and sharing data with – each other. If they’re not, it’s costing you money.

In general, the employers who achieve the greatest cost savings through their health promotion programs are the ones who overlap wellness with behavioral and occupational health issues.