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Employer-Based Health Insurance Continues to Trend Down

Uninsured rate remains elevated at 17.3% in the third quarter of 2011

by Elizabeth Mendes

WASHINGTON, D.C. — The percentage of American adults who get their health insurance from an employer continues to decline, falling to 44.5% in the third quarter of this year. This percentage has been steadily declining since Gallup and Healthways started tracking Americans’ health insurance sources in 2008.

health insurance in the U.S.

At least 45% of Americans got their health insurance from an employer in every month in 2010, compared with more than 46% in 2009 and more than 48% in 2008. Initially, the percentage reporting they have employer-based health insurance seemed to be decreasing as unemployment and underemployment increased. However, it is likely that other factors — including fewer employers offering health insurance — are also contributing to this trend.

READ ENTIRE ARTICLE – Employer-Based Health Insurance Continues to Trend Down.


Quality Supplements Could Cut $100B in Health Care Costs

SCHAUMBURG, Ill.—Supplements save dollars and lives, but evidence is limited by amount of  data, support and incentive to do more analysis, according to Russell Jaffe, MD, Ph.D., CCN, senior fellow,Health Studies Collegium, at the Natural Health Research Institute’s (NHRI) 6th Annual Scientific Symposium, on Oct. 28, 2011. However, he said available data suggests America could save lives and money by correcting nutritional deficiencies among its population.

He said available data suggests $135 billion annually could be saved while improving quality of life and health status for those who suffer from diabetes. Use of evidence-based supplements can also save an additional $50 billion to $100 billion by reducing risks and complications of other diseases.

Supplements could further their benefits if product manufacturers addressed limitations to the benefits from supplements, including undocumented quality procedures, the use of “borrowed science” where the ingredients look alike yet do not work alike and lack of research resources to further document potential benefits. Jaffe said full GMPs (good manufacturing practices) are necessary for every supplement, and he encouraged third-party post production analysis from a reference-quality lab, full-disclosure of ingredients on labels, use of evidence-based and quality ingredients, and participation in community-based randomized control trials or double blind placebo-controlled trial.

SEE FULL ARTICLE…..Quality Supplements Could Cut $100B in Health Care Costs.

IHRSA – Media Center – Health and Fitness Industry Urges C-Suite Executives to Lead America to Wellness by Taking Landmark CEO Pledge

UN Security Council Chamber in New York.

Image via Wikipedia

The International Health, Racquet & Sportsclub Association (IHRSA) is urging America’s business leaders to become personally involved in leading  the United States to wellness by taking the CEO Pledge, a key component of the United State’s first-ever National Physical Activity Plan(Plan). The Plan is a comprehensive set of policies, programs, and initiatives aimed at increasing physical activity in all segments of the American population with the ultimate purpose of improving health, preventing disease and disability, and enhancing quality of life. Chief Executive Officers who take the pledge vow to improve employee health and wellness by producing opportunities and resources for physical activity before, during, or after the workday.

The CEO Pledge was unveiled last week at the HERO Forum, the annual conference of the Health Enhancement Research Organization, by Dave Pickering, a strategy leader for the Plan and CEO of Preventure.

“The CEO Pledge makes clear that business leaders have an influential role to play in addressing our country’s health and health care crises,” said Joe Moore, President and CEO of IHRSA. “With most working adults spending roughly half their waking hours on the job on the days that they work, it is incumbent upon business and industry leaders to become part of the solution. By promoting physical activity and healthy lifestyles within the workplace, CEOs help their company’s bottom line. But they also help society.”

The CEO Pledge is being launched at an extremely significant time—just as world leaders are gathering in New York for the High-level meeting of the United Nations (UN) General Assembly on the Prevention and Control of Non-communicable Diseases. According to the UN, the four main non-communicable diseases—cardiovascular disease, cancer, chronic lung diseases and diabetes—kill three in five people worldwide, and cause great socioeconomic harm. This is only the second time in the history of the UN that the General Assembly has met on a health issue. The last issue was AIDS.

Read entire Article – Health and Fitness Industry Urges C-Suite Executives to Lead America to Wellness by Taking Landmark CEO Pledge.

What Employees Worldwide Have in Common

Regardless of country or region, employee engagement is linked to personal wellbeing, but there are significant variations

by Steve Crabtree

Globally, workplace conditions are strongly tied to personal wellbeing. That’s a key finding from Gallup’s recent study of employees in 116 countries. But does that finding hold up in all corners of the world? Mostly yes, though there are notable variations.

More than 47,000 employed respondents were interviewed for the 2009-2010 study, which included Gallup’s Q12 employee engagement items as well as various indicators of health and wellbeing. Gallup researchers looked at how employees’ overall life evaluations — which are used to classify them as thrivingstruggling, or suffering — varied according to their level of engagement at work. They also paid particular attention to how employees’ engagement levels related to their emotional and physical health, including their likelihood to experience enjoyment and anger the previous day and to have had three or more sick days in the past month.

READ FULL ARTICLE – What Employees Worldwide Have in Common.

Cities: Where Good Jobs Are Created

Fixing major economic problems can only be solved one city at a time, says Gallup’s chairman

by Jim Clifton
Excerpted from The Coming Jobs War (Gallup Press, October 2011)

If you were to ask me, “From all the data you have studied so far, where will the next economic breakthrough come from?” my answer would be: From the combination of the forces within big cities, great universities, and powerful local leaders. Those three compose the most reliable, controllable solution. Their combined effect is the most predictable solution to America‘s biggest current problem, which is winning the global war for good jobs.

Economic booms originate in the souls of individuals and great cities.

The cornerstone of these three is cities, especially America’s top cities. All cities count and can contribute. But so goes the leadership of the top 100 American cities, so goes the country’s economic future.

Of course cities, like organizations and workplaces, exhibit wide variation in economic outcomes. Austin has flourished, while Albany has declined. Sioux Falls is booming, while Sioux City is not. Think how different Detroit’s outcomes are from San Francisco’s. Detroit went from being one of the most bustling economic cities in the world to one of the most spectacularly failed. One could even argue that citizens in San Francisco saved the republic and national job creation by leading the technology boom. One city is a drain on America, and the other continues to save it.

READ ENTIRE ARTICLE – Cities: Where Good Jobs Are Created.

Making Loyalty Programs Work

Telltale markers are everywhere: the sliver of plastic clipped to a key chain, the colorful card positioned deep inside a purse, the frequent email reminders about a “special” deal available only to members of a maybe not-so-exclusive club. These are just a few of the loyalty and rewards program vehicles that companies use to tether themselves to their customers.

Making Loyalty Programs Work.

Importance of Multi-faceted Well-Being Approach as Key to Improve Presenteeism and Productivity

Findings from a new study published in the Journal of Occupational and Environmental Medicine suggest that organizations may want to review their approaches to managing presenteeism – productivity loss from employees who are physically present at work, yet perform sub-optimally due to health problems or other barriers such as personal problems or worries. Rather than focusing exclusively on physical health, employers can more effectively influence productivity by holistically measuring presenteeism and providing actionable information focused on physical, social, and emotional health and well-being.

Presenteeism is currently estimated to cost the United States more than $150 billion annually, accounting for 71% of the total costs of lost productivity.1 This collaborative study, conducted by Pro-Change Behavior Systems, Inc. and Healthways, developed and evaluated the Well-Being Assessment for Productivity (WBA-P) as an assessment of job performance loss due to well-being related barriers.

SEE FULL ARTICLE – Pro-Change Behavior Systems, Inc – News.