Employers must rethink their healthcare priorities for the 21st century, focusing on prevention programs that will reduce the cost associated with critical illnesses, according to speakers at the Toronto Chapter of the International Society of Certified Employee Benefit Specialists 2010 keynote session in Toronto on November 18
Cancer is the third highest cause for long-term disability and has the longest duration of short-term disability claims in the workplace, according to Dr. Alain Sotto, chief physician at the Ontario Power Generation (OPG) and occupational medical consultant for the Toronto Transit Commission (TTC).
He added that 30% of all new cancers and 18% of cancer deaths will occur in working-age Canadians (ages 20 to 59). Plus, 90% of Canadians believe the employer has a role to play in cancer prevention, according to the 2008 sanofi-aventis Healthcare Survey.
Sotto said that workplace programs enhance morale, loyalty and employee engagement and reduce mortality and morbidity. He pointed out that many companies have weight loss programs and smoking cessation programs, but “where are you for cancer prevention?” he asked. “That’s the biggest bang for your buck.”
Cancer affects all employers, he said, but prevention programs are well received in the workplace—and at a low cost.
Sotto initiated colon cancer screening programs at the TTC and OPG. Engaging the unions and using newsletters, face-to-face presentations and DVDs, Sotto and the teams at OPG and TTC integrated the programs.
“Workplace screening is ideal,” he said. “You have a captive audience.”
Medical decision-making
Trends that concern medical decision-makers include the impact of the baby boomers and old age, as well as the economy, said Maureen McTeer, a lawyer and health advocate, also speaking at the conference.
Other trends include the financial impact on the healthcare system of using in vitro fertilization (IVF) and related reproductive methods, the reform of public pension plans, the change in public drugs plans and pharmaceutical/reimbursement policies, individual debt and judicial interpretations, she added.
Right now, employers can reduce or eliminate employee benefits when the employee reaches age 65. But McTeer asked, what happens when the employee reaches 65 and decides to continue working?
Reproductive technologies such as IVF not only raise questions about donor anonymity, there’s also the question of payment. Currently, IVF is offered only in private clinics. But could this eventually come round to employers? If a couple is socially infertile (that is, a same-sex couple), will the employer be willing to extend the same benefits as it would to a heterosexual couple? she asked. “Your employees may be coming to you to see if this can be a benefit.”