Jan 19th Larry Boress slides pdf
Jan 19th Larry Boress slides ppt
us-2018-worksite-medical-clinics-survey-report (7)
Optimizing On-Site Employer Clinics: An Insiders Guide
Nowadays, more and more employers are seeing the value of having a medical clinic on site. It not only optimizes employee health and productivity, but it also potentially saves millions in lost productivity costs. But creating an on-site employer health clinic isn’t as simple as setting up a doctor’s office in the building. In a recent NAOHP Town Hall hosted by Donnelly Gardner and distinguished guests Larry Borress, Executive Director of the National Association of Worksite Health Centers, and Mike Schmidt, a President of the NAOHP Board of Directors, they delved into the nuances and challenges of setting up and running on-site clinics.
On-Site Clinics: A Powerful Solution for Employers
Employee health is a significant concern for employers. They are not just responsible for the health and safety of their workforce, but they also bear the cost of lost productivity due to health-related absenteeism. On-site health clinics are an innovative approach to tackling these challenges head-on. They can deliver immediate acute care, ensure long-term chronic condition management, and promote overall wellness. According to data from the CDC, for instance, full-time workers with chronic health issues miss an astonishing 450 million workdays each year – costing over $153 billion in lost productivity.
Forming The Right Team: Beyond Medical Doctors
While having doctors on staff is essential for any clinic, Larry Borress emphasized that in-house clinics are about more than just medical care. Providers must adopt an employer mindset and understand that they are serving a specific population with unique needs. The encouraging trend is a shift towards comprehensive care clinics which include occupational health services, wellness coordinators, dieticians, and even massage therapists amongst others.
Cost Considerations: Understand Your Data First
When it comes to contracting these services to employers, cost considerations are critical. Larry Borress recommends understanding the employer’s motivations and frustrations and working as a true partner. Providers need to know their client, their capabilities, and their cost structure. Having robust data, good analytics, and a clear understanding of the prevailing prices in the local community for services and medications are all crucial to develop effective cost-plus or member-per-month pricing strategies.
Innovative Health Solutions: Beyond the Traditional Clinic
Even though having a physical on-site clinic can be highly beneficial, some employers opt for additional or alternative solutions such as virtual care, telehealth services and if needed, mobile units. Flexibility and adaptability are key to understanding and effectively addressing the unique and evolving needs of different employers. Making these services available to employees 24/7 can contribute to a more convenient and comfortable healthcare experience for employees, which in turn can lead to better health outcomes.
A Win-Win Approach
On-site employer clinics are a win-win: they help employees stay healthier and they help employers stay productive whilst effectively managing healthcare costs. The key is in the implementation – understanding the unique needs of the population, creating a comprehensive care team, being cognizant of cost, and being open to innovative solutions. With due diligence and a proactive approach, occupational health programs can provide a valuable service to employers, creating healthier workplaces, happier employees, and a more robust bottom line.
We had a few more questions after this week’s Town Hall on Employer onsite clinics:
Larry Boress’s responses:
What are onsite programs in offering behavior health programs?
There are a variety of programs, including:
i. EAP representative in center on a regular basis
ii. Tele-behavioral health service
iii. Clinical social worker on site periodically
iv. Mental health apps for self-help
v. Group sessions (prior to COVID-19)
Please address how the onsite clinic charges insurance plans for employees who have different health plan types, i.e. high deductible HSA plans.
- Close to 60% of employer clinics do not charge patients , other than those with HSAs, for any service, lab test or drug provided – the other 40% charge some nominal co-pay for clinic services
- Clinics MUST charge some “fair market value” fee for patients who have an “HSA” even if they don’t charge employees with other types of plans
How do you put a $ amount to the PEPM costs after you have assessed “risk?”
- It is based on your costs, expected level of staffing, overhead, scope of services, administrative costs. Revenue margin etc.
Mike’s responses:
- Mike did not have any experience with BHP,
- Our model were fee for service, no deductibles
- None of the on-sites that I was responsible for dealt with PEPM
Mike Schmidt, NAOHP Board of Directors, President.
Get the NAOHP Guide to developing onsite clinics – your member discount is already applied here:
Thanks To Our Premier Sponsor For Town Hall – UL
