“LRW can review a more detailed history and create wellness programs that address specific priorities within a client.” appointments, as outlined in a provider report; takes medications correctly, as reviewed in the refill history; and has regular vision exams, derived from data from a separate carrier. Based on data provided by identifier-redacted information, LRW can review a more detailed history and create wellness programs that address specific priorities within a client. For example, why offer smoking cessation if you don’t have a lot of smokers? Eighty percent of insurance claims are related to five conditions: blood pressure, blood glucose, weight, tobacco usage and cholesterol. LRW explores ways to increase employee participation, advocating community-based rather
than commercially-based programs, and making them enjoyable through competition between branches/units/ divisions. Weight-control programs work best when peer interaction can be a support network. LRW also has information on centers of excellence for many types of injuries/illnesses/conditions and can connect employees with these services. Wellness programs are driven by participation only. Employees are not held accountable for certain test results. They’re only required to participate, have the exams and be part of the program. Non-participants typically pay higher premiums. The rewards of self-insured plans are long term cost control. Employers want to offer comprehensive coverage with a quality carrier at a sustainable price. Employees want to have low out of pocket exposures in terms of premium sharing, co-pays or deductibles. This can be achieved if everyone is willing to work as a team. Contact L.R. Webber Associates’s Booker Moore at (814) 695-8066 or bmoore@lrwebber.com for more information. ■
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First Quarter 2014 | 9