Comments on: What health vendors aren’t telling you now

By: Natalie

Natalie — Thu, 21 May 2009 18:03:53 +0000

I am sorry but here we go again, this time it’s not goverment but the medical industry of who does what and when and penalize if its not done to their discretion – nothing but a bunch of hog wash, it looks like people in HR will have to become attorneys or hire attorneys in order to protect not only the employee but the employer, and without employers there is no other place to go but the goverment, and looking at how it’s going I think all of us will be headed that way or another.
this is leading to the medical insurance companies or medical care givers to start making decisions on private individual lives and it all comes down to money and who controls who. One made a comment above – about employers doing this – read between the lines they are going to begin to be forced to – one way or another – people the money has to come from some where and eventually the printing press will stop because what it’s printing is not going to be worth anything.

By: Jack

Jack — Sat, 21 Feb 2009 13:38:43 +0000

So … you state: “… The organizations with the most cost-efficient health plans are the ones that streamline the services employees receive for both their physical and mental health. … having your general health plan, employee assistance program (EAP) and wellness program communicating regularly with one another …”

Who is doing this today? What organizations, what vendors? How do you expect this to change once the Mental Health Parity Act and the Americans With Disabilities Act Amendments fully take effect/kick in?

By: Ruth

Ruth — Fri, 20 Feb 2009 15:01:14 +0000

I hope the writer of this author did NOT intend that EAP, wellness vendor, medical carrier, etc. would correspond with each other WITHOUT the employees’ consent. That could indeed constitute HIPAA violations. In that case, I agree with both Randi and Mike R…

If the EAP counselor suggests that the employee work with the wellness vendor, that’s one thing. The ee can even give his consent for EAP to work directly with them (by signing a written release, of course). But like Mike, I would be outraged if I learned that they “consipred” to “help” me without my express written consent!

By: mike R

mike R — Thu, 19 Feb 2009 22:58:22 +0000

On this surface this looks like a POSITIVE thing. In reality this is a NIGHTMARE. Personally, I have seen many times where something that appears beneficial and makes sense turn into a MONSTER. If I use EAP I do so because I am seeking help and don’t want everyone to know. It is my responsibility and choice to do this. I have seen too many instances where someone in the guise of helping exerts pressure to do something (stop smoking, diet, quit drinking, exercise, etc.). It quickly goes from a beneficial program of choice to a NANNY Program.

I can support if I go to EAP and they suggest that they talk to the Health Plan or Wellness Program and I can decide “Yay or Nay.” If my employer tried to get me to implement a program like this without employees having a choice, I would be extremely vocal about my concerns. If the employer insists, then I would have to seriously consider changing employers because I consider this immoral and prone to discrimination, harassment, abuse, and a violation of the trust an employee places in an organization when they share ANY personal information.

By: Randi

Randi — Thu, 19 Feb 2009 22:28:35 +0000

I see some potential HIPAA violations here.