Mills Healthcare Plan
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If you want to look at the success of a program over time, you need to look at a bunch of things that are not discussed by Mills. What is the health status of people coming into the plan, which relates to a number of facts - their average age, the gender breakdown, their health history and their lifestyles? What the outcomes of the program in terms health improvement, the break out of costs between the company and whether people continue to work their in good health?
If you employ younger employees to begin with, and make an effort to eliminate older employees who have more health issues and hold down your corporate costs, you keep your costs down and your employee's can more easily handle the occasional health issue. Whether intentional, if you punish those who get sick financially to save corporate funds and financially reward those who through no effort of their own are healthier, you fail to understand the purpose of health insurance, to make sure employees with real persistent problems get the care they need.
Encouraging healthy lifestyles is of course a good idea, but you need to be careful how you do it. Some of us get a bad draw genetically. I person knew for 25 years before I got it, that a genetic condition would some day mean I would need a kidney transplant. Nothing I could do would alter that fact - and that treatment was 1) extremely expensive and 2) somewhat toxic, as after effects are the norm. Early death was the only way to avoid the need. Only the very rich could fund this treatment out of their personal funds and all of us face the cost of a chronic illness that will be tremendously expensive, if not soon rather than later.
People don't think of these things, but benefit managers do. When I had the surgery, obviously any smart employer knew my continuing costs would be high. For self funded companies, there is a big temptation to get rid of those with these problems. In fact, it was necessary for Congress to ban genetic discrimination in hiring and firing. This didn't pass without strong Republican opposition. I suspect that if Mills had he been in a position to vote of this law, he would have opposed it, as genetic discrimnation would allow him to cut corporate spending.
So ultimately, for a program like company health insurance, one needs to look at what motivates a company to offer things like wellness programs. If they call on employees doing things that they have some control over, produce better health status and don't discriminate against older, sicker employees, OK. However, if they are designed mostly to lower corporate benefit costs, increasing employee risk of neglecting their care need or experiencing medical bankruptcies, it is not OK. It is never right to weed out those who are less health due to their genetics and the aging process.
It is not clear where this company comes out. However, if worker interests are not served well, then any person who designed such a program should not be rewarded by being allowed to impose their wrong-headed notions on the country. If Mills has designed program that is more beneficial than not, then he should back up his claims with supporting data." Joel S.
"My company just implemented one of these plans and did a terrible job of explaining it. However after studying how it worked I think they are a step in the correct direction. (maybe)
You are correct that as long as the company is paying a large part of the employee's healthcare cost, there is an incentive to employ young healthy people. I was talking with a friend and found that their company's premiums are much lower because their workforce has many young single men in it, whereas my company's employee pool is very diverse.
So exactly how much more should the young single men with excellent lifestyle habits at my firm have to pay each month to subsidize the premium of older peers who make poor lifestyle choices?
How do you think we can encourage the older person to change their life long habits to become healthier?
With obesity and overweight sky rocketing in the USA, we need to do something about it if we truly want to reduce healthcare costs. I think programs like that set up by Mill's is a good start.
By the way, the program I am part of allows employees to get their Doctor to sign a medical waiver if the employee truly has a condition that prevents them from attaining the normal and is under the direct care of a doctor for that issue." G2A