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VISIONSSPRING 2016 / VOLUME 26 / #3
THE PERIODICAL OF THE NATIONAL ASSOCIATION OF OCCUPATIONAL HEALTH PROFESSIONALS
Inside2 NAOHP News
6 Opioid Addiction Epidemic
10 Customer Relationship Management Software
16 Vendor Program
19 Calendar
20 Job Bank
continued on page 5
By Anthony Vecchione The demand for mobile vans in occupational health is on
the rise.Growing concern over lost productivity, liability and
administrative hassles are the forces behind a new interest in mobile vans for delivering the scope of services––from drug testing to routine physicals.
Mobile vans deliver a range of health and safety products and care, including: immunizations, pre-placement exams, drug testing, hearing evaluation, lab work and injury management.
The Occupational Health & Safety Administration (OSHA) regulatory screenings for spirometry and audiology are frequently conducted in mobile vans as well.
The use of mobile vans for corporate health services is not limited to rural areas. Large cities are also prime locations for mobile van utilization. The sight of a mobile van pulling up to a skyscraper where employees can avail themselves of a hearing test or lab work during their lunch hour is not uncommon.
According to the Centers for Disease Control and Preven-tion (CDC), bringing mobile screening services on-site is an effective way to reduce out-of-pocket expenses. The CDC also says that an on-site mobile screening service reduces structural barriers that keep many women from getting regular mammograms.
The CDC reports that on-site interventions such as these vans help reduce access barriers that prevent employees from
receiving other preventive services—including distance to a screening facility, hours of operation and lack of childcare.
Just how valuable are the services provided by mobile vans in terms of cost-effectiveness and efficiency? Industry insid-ers say value is best measured in the time saved when an employee does not need to leave the workplace to get educa-tion, screening, inoculation or other kinds of care. And the further away a company is from its healthcare provider, the more pronounced that value becomes.
Donna Lee Gardner, R.N., M.S., M.B.A., senior principal with RYAN Associates, said that in markets where access is a key problem for wellness services, functional evaluations and primary care, the need for mobile vans is increasing.
“Vans used in occupational health programs are a service delivery option when you want to provide on-site services to employers yet they don’t necessarily need an on-on-site clinic,” said Ms. Gardner.
“The employer doesn’t have to send employees to your clinic. They can process a lot of people in a short amount of time without taking time away from work,” she said.
Mobile Health Vans Keep Employees On-site and Out of Harm’s Way
NAOHP’s Town Halls are complimen-tary 30-minute conference calls for members. There is a new topic every week. The following repre-sents participant questions and selected responses for January 25, February 1 and February 8.
Week #50: January 25 INTEGRATING OCCUPATIONAL HEALTH AND EMPLOYEE HEALTH
Q: What is the best argument for integrating occupational and
employee health?
A: “In our system, it’s been difficult for employee and occupational health to come together. Over the years, we’ve had to point out that we were duplicat-ing services. To me, it’s more efficient to integrate because it saves costs and allows you to stay competitive.”
A: “There are degrees of advisability for integrating. Some reasons are good, others suggest it might not be the best idea. What is integration? It may be staff, software, service...there are many components that may or may not apply in every case. When we talk about integrating, very frequently, one of the services is not stronger than the other.”
Q: How effectively does the leading occupational health software
incorporate employee health?
A: “Many of the occupational health software programs started by looking at hospital-based programs, so they were very agile and adept at putting together regulatory requirements. They were excellent at making sure people were being compliant with regulatory procedures.”
A: “You want to look at three ques-tions: the quality of your software in the first place, the potential savings of
integration and the inherent cost of transferring from a separate system to an integrated system.”
Q: What elements make the most sense to integrate?
A: “We struggled in the olden days with regulatory compliance because it required a great deal of evaluation and looking through manual charts to find out about compliance components. Nowadays, it certainly streamlines work and only requires one clerk vs. four or five. Being able to have types of documentation in a template helps, so information is standardized.”
A: “Centralizing services–-things like scheduling, billing, protocol and maintenance.”
Q: How do you sell integration to the HR administration who wants
to keep control of employee health?
A: “Point out the synergies . . . the reduction in costs, the efficiencies, these are all things that would convince an administrator to get out of their silo and integrate into the system.”
A: “It takes time for both sides to come together and for administration to look outside the box, see the pros and cons.”
Week #51: February 1 INTEGRATING WELLNESS SERVICES
Q: Most of our clients want to “see the data,” but we don’t really
have any data.
A: “We ask who is championing the data; who is responsible for pulling the data together?”
A: “Define information expectations at outset of your relationship with the employer.”
A: “There’s an inherent dilemma here: employers tend to understand the value of wellness programs conceptu-ally, but the bond breaks down when they ask for quantitative justification.”
A: “Data can mean all sorts of things to all sorts people: learn to drill down to what they really want.”
A: “ROI is hard to fit into an equa-tion because many wellness interven-tions have long-term effects.”
NAOHP News
VISIONS Volume 26, Number 3 • Spring 2016Executive Editor: Frank H. Leone, M.P.H., M.B.A.,• Editor: Isabelle T. Walker • Graphic Design: Erin Strother, Studio E DesignContributing Writers: Karen O’Hara, Phyllis Hanlon and Anthony Vecchione • VISIONS is published quarterly by the National Association of Occupational Health Professionals 226 East Canon Perdido, Suite M, Santa Barbara, CA 93101 • (800) 666-7926 • Fax: (805) 512-9534 • Email: [email protected] • www.naohp.com NAOHP and RYAN Associates are divisions of Santa Barbara Health Care, Inc. © pending • VISIONS may not be copied in whole or in part without written permission from NAOHP.
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NAOHP Town Halls Address Critical Issues
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Q: What is the ultimate wellness dashboard?
A: “Find a blend between what you feel is most appropriate and what the buyer feels they need.”
A: “Many tend to use a bottom up strategy, that is bringing in small employers and building from there. But a top-down strategy is better. Begin with an internal program or a program with a model company within the service area and expand from there.”
Q: Do wellness contracts make sense?
A: “We have noticed employers being move savvy in putting their organization at risk.”
A: “Those doing it right coordinate their vendors and [wellness providers]; they should all be sitting at the table and coordinating their activities. All the players need to be held accountable.”
A: “Contracts vary. Written commu-nications and letters of understanding are important. But formal contracts can delay the process and keep employ-ers at a distance from the process.”
Q: How do we charge for wellness programs?
A: “Avoid being a loss leader in order to generate referrals.”
A: “Determine your costs: staff, lab work, administrative buy-in. Do your homework. How much is it going to cost you?”
Q: We are a blended urgent care clinic. Should our approach be any
different than regular occupational health programs?
A: “Having a strategic relationship with an external group that does a good job with health coaching would be very helpful.”
A: “Urgent care centers usually do not have a breadth of personnel or pockets as deep as health systems. You need to sub contract out various ser-vices. You need to overcome the lack of internal expertise. It is too easy to fall back on doing various episodic things.”
Week #52: February 8 OCCUPATIONAL HEALTH SALES AND MARKETING
Q: What should we look for when hiring a new salesperson?
A: “A big question is do we hire a clinical person and teach them sales or vice versa? Generally we lean toward someone with previous sales training and sales experience; the pharmaceuti-cal industry is an example of companies profiting from the use of well-trained healthcare sales professionals.”
A: “They need to be a good fit for your community; match your sales person to market culture.”
A: “They need to be highly moti-vated, to love doing sales and they need to be team players. Always hire posi-tive, happy, optimistic people. ”
A: “Relationship sales is crucial; we are not selling tires, we are selling a relationship.”
A: “A good salesperson has a strong competitive streak.”
Q: What sales and marketing training or educational materials
are available?
A: “Frank’s book is the best. I keep it on my desk; it’s like my bible.”
A: “A five-hour USB drive/DVD filmed at Frank’s last training program just came out.”
A: “We read VISIONS. It usually covers sales and marketing topics.”
A: “Frank and Dan Dunlop are going to be doing a half-day program at next fall’s national conference.”
Q: What is the best way to structure a sales incentive program?
A: “Pay it quarterly. It should be based on gross sales, don’t put a cap on potential compensation.”
A: “Client retention is important and often ignored.”
A: “We concentrate on our top 100 revenue generators.”
A: “There are three different silos: new clients, upselling to our existing client base and minimizing current client attrition.”
Q: As things move to population management, what new sales
strategies may emerge?
A: “When it comes to population health, respect the thoughts of your markets. Let employers take the lead in what they are looking for . . .”
Q: How do we make sure we don’t have salespeople selling what we
can’t deliver?
A: “Salespeople need to be educated in what occupational health is all about.”
A: “Evaluation is crucial here; learn when and where you fall short and clean it up immediately.”
Town Hall Topic Spring and Summer 2016 Schedule
TOWN HALLS 61-72May 2 The program director-medical director interfaceMay 9 Population health: the latest May 16 Building an outstanding program website May 23 Time management and the occupational health professionalMay 30 Memorial Day observance, no Town HallJune 6 Building win-win relationships with senior managementJune 13 Pricing of common occupational health servicesJune 20 Building inter-site consistency June 27 Provider and staff orientation principlesJuly 4 Fourth of July, no Town HallJuly 11 Occupational health sales marketing July 18 Integrating wellness services July 25 Benchmarking and outcome developmentAugust 1 Integrating occupational health and urgent care services
To learn more about programs and services, visit www.naohp.com/menu/naohp/
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Mobile Vans, continued from page 1
Many employers will have the vans come in and do screenings for employ-ees and their family members to decrease the cost for healthcare ser-vices. Typically, the procedures follow program standards and the pricing is market specific with administrative fees for the van plus cost, explained Ms. Gardner.
Jacksonville, FL-based U.S. Mobile Health Exams has been providing hearing and respirator evaluations to employees at Quality Synthetic Rubber (QSR) for the last four years.
Lewis Williams, human resources manager for the Jasper, GA-based company, which produces parts for the automotive industry, said that having a mobile testing service on-site allows the company the flexibility to test around the clock on all shifts, with minimal disruption to its production operation.
“That is obviously an important consideration in a production environ-ment,” said Lewis.
“Sending associates off-site in small groups is not an option for us and would take days to accomplish vs. what a mobile testing service can complete in less than 24 hours.” According to Mr. Lewis, an additional bonus is having all of its employees’ historical records stored electronically and securely, acces-sible via U.S. Mobile Health Exams’ web-based systems.
Paul Hassan, President of U.S. Mobile Health Exams, contends that among the benefits of a mobile van service, the combination of a reduc-tion in loss productivity and a decrease
in liability and exposure when an employee leaves the workplace to receive testing at facility are major. “They could end up in a car accident,” Mr. Hassan said.
Both large and small companies recognize the cost benefit. Take for instance a company with only 20 employees that might typically be sent to a local clinic––most likely one or two at a time. “When you factor in loss of productivity, liability, cost per test and the time the safety profes-sional spends during the project, our half-day rate usually tends to be more cost effective and the time spent on the project is significantly decreased,” said Mr. Hassan.
“We come on-site for two or three hours as opposed to dealing with the project over the course of a month, trying to get 20 people to an off-site facility,” said Mr. Hassan, adding that audio testing is the most frequent request for service followed by respira-tory and fit testing.
Consistency is very important, especially if you have multiple loca-tions, said Mr. Hassan. To have one company handle the hearing tests at all the branches of your company means that all the records are housed with the same provider and reviewed by the same audiologist or medical director. Mr. Hassan said this ensures a consistency that cannot be achieved when each branch is using a different local provider.
“Our business has increased by 35 percent from 2014 to 2015; even
the smaller companies are calling us for quotes. In some cases it’s because they’ve hired more people or because OSHA is being more aggressive in auditing smaller companies.”
U.S. Mobile Health Exams is a mobile occupational health testing company that travels to municipalities and companies throughout the U.S. that are in need of OSHA-mandated and company requested health testing, said Mr. Hassan. This testing includes audiometric testing, respiratory testing, immunizations, physicals and health screenings.
Mike Schmidt, M.S., director of business health & rehabilitation services at Unity Point Health in Sioux City, IA, said his mobile van program’s comprehensive product line is key to the economic advantage it provides its employer clients.
“You need a good mix of hearing, respiratory and drug and alcohol test-ing because employers may need one of those things or they may need all of those things and so you’re full-service whenever you’re out there,” said Mr. Schmidt.
Unity Point Health began with a few local companies and now it provides mobile van service to 150 companies in a 200-mile radius of Sioux City, includ-ing parts of Nebraska, South Dakota and North Dakota.
Self Medical Group Occupational Health Services in Greenwood S.C. began using its community wellness van to address the needs of a few companies in rural areas in July, 2015.
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So far, said Kim Bradberry, director of practice operations for Self Medical Group, the feedback has been positive. “These companies did not
have enough space to set up medical offices. The main advantages are cost effectiveness and access by keeping employees from leaving the job site,” said Ms. Bradberry.
What are some of the economic advantages of utilizing a mobile van?
“Access, access, access and employer productivity,” said Ms. Gardner. “If you have to send 100 employees out one at a time and schedule them at a clinic 15 to 20 minutes away––which is going to take an hour’s worth of productivity for a screening evalua-tion––it’s great to have the van there. It takes the employee 15-20 minutes for most regulatory screenings and they’re back at work.”
Ms. Gardner added many places do volume discounting; when you go into the clinic it might cost $12 to $20 for a screening evaluation, but some vans do them for $9.
STAFFING REQUIREMENTS Staffing at U.S. Mobile Health
Exams depends on the type of services the client needs. “If we are conducting audio testing for a hearing conservation program, we send a CAOHC-certified technician. If we are conducting physicals for a medical surveillance program, we send a physician with another medical technician such as a paramedic, EMT or RN,” said Mr. Hassan.
At Unity Point Health, on-sight nurses do drug tests, blood draws and flu shots. “That gives us two levels of
service to provide either on-site in the mobile unit or on-site in the work-place,” said Mr. Schmidt.
The design of a mobile van staff depends on the market, said Ms. Gardner. “For exams you might want to use a physician or a NP with an MA or an LPN. If you’re just doing drug screening, all you would need on the van is a certified drug screening collector.”
For regulatory screenings like audiol-ogy, Spirometer, DOT substance abuse screening, Ms. Gardner recommends an appropriately trained tech. Cost is a factor with staffing, so the best quali-fied person who has the right compe-tencies for the screenings is essential. For examinations, the use of a NP with a CNA or LPN for the tech roles would be cost effective.
BRIGHT FUTURE“The need for mobile vans is depen-
dent on ease of access to services in the market. It is projected that the decreas-ing number of primary care providers will result in employers seeking care from occupational health programs.
Contracted services via the van model maybe the option,” said Ms. Gardner.
For employee wellness screenings, there are many personal health insur-ance providers that reimburse for a variety of prevention services and many of these vans are paid not by the employee or employer, but by the health plan provider,” added Ms. Gardner.
“I see more occupational health programs going to mobile because it makes them more comprehensive,” said Mr. Schmidt. “I get calls two to three times a year from companies who’ve learned about our mobile service and want to come and look at our unit.”
Kim Bradberry
“If we are conducting audio testing for a hearing conservation program, we send a CAOHC-certified technician.”
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By Karen O’Hara
The workplace has become a battle-ground in the national war against painkiller abuse and addiction. With such high stakes, employers are turning to occupational health professionals for guidance.
On any given day, an employee may be:• functionally impaired by one or more
substances
• taking more than a prescribed dose
• unsafely mixing a prescribed medica-tion with other substances
• replacing a prescription opioid with an illicit drug such as heroin
• battling withdrawal symptoms
In some cases, people taking pain-killers also may be using medicinal or recreational marijuana or abusing alcohol.
SCOPE OF THE PROBLEMAn average of 44 people die each
day in the U.S. from prescription painkiller overdoses. In 2014, the most recent reporting year, more than 47,000 drug overdose deaths occurred, largely attributed to prescription pain medications and heroin, according to the Centers for Disease Control and Prevention.
The front page of the New York Times recently featured two U.S. maps with the title: How America’s Drug Epidemic Spread, 2002 to 2014. The 2002 map is predominantly gray and light blue, representing four to eight deaths per 100,000 people from prescription painkiller or heroin over-doses. The 2014 map is largely red and orange, denoting a death rate of about 125 people a day, or an average of 15 people per 100,000. (Refer to New York Times, Jan. 20, 2016.)
Types of users have changed along with addiction patterns. A study
published in The Journal of the Ameri-can Medical Association found that, unlike past generations of heroin addicts, today’s users are more likely to be employed, older, white, living in affluent suburbs and to have previously abused prescription painkillers. (Refer to JAMA, 2014; 312(2):118-119.) The National Institute on Drug Abuse esti-mates nearly half of people under 30 who inject heroin had initially abused prescription opioids.
A significant percentage of overdose deaths can be traced to chronic pain associated with work-related injuries and disability. For example, the New York Times cited an alarming pattern of overdose deaths among injured blue-collar workers in Appalachian states, where prescription pain medication use spiked in the mid-1990s. Heroin became the lower-cost alternative when legal and regulatory constraints were adopted to make it harder to obtain prescribed opioid medications.
The Substance Abuse and Mental Health Services Administration reports approximately three percent of work-
ers are under the influence of an illicit drug at any given time. Between 2009 and 2013, nearly 60 percent of patients in the general population – many of whom are employed – were legally prescribed potentially dangerous mixtures of opioids and other medica-tions, according to A Nation in Pain, a report released Dec. 9, 2014, by the pharmacy benefit management company Express Scripts. (See http://lab.express-scripts.com/lab/insights/drug-safety-and-abuse/americas-pain-points.) Two-thirds of these patients got their prescriptions from two or more physicians; nearly 40 percent filled them at more than one pharmacy.
A National Governors Association (NGA) monograph further describes the nation’s dilemma: “Reducing the opioid pill supply, for example, can have the unintended consequence of increasing heroin use. Laws aimed at unscrupulous providers can make ethical providers less willing to pre-scribe out of fear of scrutiny from law enforcement. One state’s successful efforts to reduce illicit sources of pre-
Employers Consult Workplace Health Experts in Response to Opioid Addiction Epidemic
7continued on page 8
Gary Franklin, M.D.
scription drugs can shift illegal activi-ties to neighboring states.”
OPIOID EFFECTSOpioid drugs are derived from mor-
phine, codeine and other opium poppy extracts to relieve pain and anxiety. They comprise a class of medications that include oxycodone, methadone, dilaudid, fentanyl and hydrocodone. Heroin is synthesized from morphine, which binds to receptors in the brain.
Over time, the brain develops toler-ance, so more of the drug is needed to achieve the same euphoric effect. This is accompanied by dependence, or an intense craving for the drug to avoid withdrawal symptoms.
Disorders that may co-occur with painkiller addiction including depres-sion, anxiety, bipolar disorder, schizo-phrenia and alcoholism. Symptoms of prescription painkiller abuse vary among individuals based on their genetic makeup, length of addic-tion and frequency of use. Physical symptoms may include nausea and vomiting, pinpoint pupils, slurred speech, flushed skin, slow breathing and seizures. Mood swings, depression, anxiety, social isolation, lying and steal-ing may be observed.
Studies show about 50 percent of patients taking opioids for at least three months are still on opioids five years later, and that there is no substantial evidence to support long-term relief from extended use or improved func-tion without serious health effects.
When appropriately prescribed and taken for a limited time, opioid medications are effective pain relievers. However, the risk of death, overdose, addiction and serious side effects outweigh the benefits in the treatment of chronic, non-cancer conditions––including work-related low-back pain, according to a position paper published Sept. 20, 2014, in Neurology®.
The paper’s author, Gary Frank-lin, M.D., M.P.H., a board-certified neurologist, research professor in the Department of Environmental and Occupational Health Sciences at the University of Washington, Seattle, and
medical director at the Washing-ton State Depart-ment of Labor and Industries (L&I), is widely known for his passion on the subject.
“Prescription drug abuse is the worst man-made epidemic in history. It’s up to us to turn it around,” he told physician-colleagues at an occupational and environmental medicine confer-ence. “How can we treat pain better and prevent the transition from acute and sub-acute pain to chronic pain? Opioids are not the answer; they are part of the problem.”
The human tragedy that plays out in association with opioid misuse and abuse simultaneously creates liability and increases risk for public and private-sector employers. In the workplace, prescription drug abuse is associated with:• higher work-related injury
and illness rates and workers’ compensation costs
• costly emergency room visits and hospitalizations
• long-term disability and lost productivity
• impaired performance and diminished judgment and decision-making capability
• sleep disruption leading to fatigue and inattention
• damage to company brands and business interests
• violent incidents
• motor-vehicle accidents
In addition, according to the National Safety Council (NSC), state courts have found employers and work-ers’ compensation insurers financially responsible when an injured worker fatally overdoses on his or her pre-scribed painkillers.
OPPORTUNITIES FOR INTERVENTION There is a Chinese proverb that says,
“A crisis is an opportunity riding the dangerous wind.” That seems to be true for occupational health profession-als today. Expertise is needed to tackle the painkiller addiction problem on the front lines––from providing education on potential impairment and response, to designing effective injury prevention programs, to recommending non-nar-cotic approaches to pain management.
Here are some examples:
1. Market Differentiator: Employers whose employees use
dedicated occupational medicine clin-ics rather than primary care providers understand the benefits. For example, most employers are aware that an occu-pationally trained clinician is likely to recommend an over-the-counter, non-steroidal anti-inflammatory medication (NSAID) rather than a prescription painkiller. The prescription medication OSHA-recordability requirement is one influencing factor; awareness of addiction risk is another. 2. Expertise:
Industry observers say the demand for expertise on prescription drug effects is becoming so pronounced that occupational medicine specialists are being encouraged to obtain advanced training in functional assessment, addiction medicine and/or pain man-agement. Some physicians are being recruited as consultants to present practical, cost-effective solutions for reducing exposure risk, especially in workplaces with safety-sensitive jobs.
3. Early Intervention: Educational efforts may be combined
with early intervention at injury onset or the first complaint of work-related physical discomfort to encourage safe work during recovery. This practice has been shown to prevent certain types of cases, such as a non-specific low-back pain, from devolving into chronic pain, disability and permanent disability.
4. Comprehensive Approach: There appear to be lots of opportuni-
ties for occupational health programs
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and their strategic partners to develop multiple interventions for employees experiencing the triple whammy of chronic pain from a work-related condition, related psychosocial issues and addiction.
In a Feb. 22, 2016, article on detoxi-fication programs, Roberto Ceniceros of Risk & Insurance reports that effective treatment and recovery
models exist for workers’ compensa-tion cases, but programs that combine detox with pain-management expertise are not available enough to address the scope of the problem. (Refer to www.riskandinsurance.com/rising-use-detox/.)
This suggests a potential niche for occupational health professionals; that is, to create local or regional programs with reimbursement structures com-pliant with workers’ compensation insurance requirements. “An ongoing attitude shift is underway among workers’ comp claims payers,” Mr. Ceniceros said. “More are funding functional restoration programs or biopsychosocial care models, found to work well in combination with detox services.”
Some functional restoration offerings are contained within the occupational health wheelhouse or available through collaborative partnerships. Examples include physical therapy, biofeedback, stress-reduction techniques, nutrition and fitness programs and vocational rehabilitation. Functional restoration may be combined with mental health counseling and personal health coach-ing. Experts say such programs help people cope, especially when they are tapering off opioid painkillers.
There is also the option of moni-
toring prescribing physicians. Mr. Ceniceros reports that Barnabas Health, an integrated healthcare delivery system in New Jersey, checks its workers’ comp claims for early warnings signs of doctors prescribing painkillers for longer than appropri-ate durations. A worker receiving medications may be referred to another physician if a pain-management doctor continues to write scripts after receiv-ing a warning.
BEST PRACTICESThe American College of Occupa-
tional and Environmental Medicine (ACOEM) advises physicians against prescribing opioids for treatment of chronic or acute pain among work-ers who perform safety-sensitive jobs such as operating motor vehicles, forklifts, cranes or other heavy equip-ment. Employees under treatment with opioids should be prohibited from performing safety-sensitive functions, ACOEM says.
John Holland, M.D., medi-cal director of Union Pacific Railroad and a former ACEOM president, has examined numer-ous studies
on drug dose-response relationships among drivers in the transportation industry. He recommends “restricting use of drugs that impair safe work and educating workers, prescribers and employers about alternatives.”
Employers are driven to collaborate with medical professionals because they lack access to validated instru-ments, regulations and guidelines for determining drug-related impairment. See the National Safety Council’s white paper on the Proactive role employers can take: Opioids in the workplace, saving jobs, saving lives and reducing human cost for more information. (www.nsc.org/RxDrugOverdoseDocu-
ments/proactive-role-employers-can-take-opioids-in-the-workplace.pdf.)
The white paper advises employers to:• create partnerships with insurance,
medical, pharmacy benefit manage-ment and employee assistance pro-gram (EAP) providers
• clarify terms and conditions for drug testing and drug-free workplace policies
• invest in management and employee education
• ensure impaired workers have confidential access to support and treatment
• use benefit programs and prescriber interventions to track opioid use and prescribing patterns for workers’ compensation claimants and other employees
Don Teater, M.D., a primary care physician and NSC medical adviser, points to the benefits of working with physicians and other clinicians who understand the gravity of the situation and exercise sound judgment when treating injured workers:
“Medical providers treating work-place injuries have a choice and should be focused on the use of non-opioid pain medications when-ever possible. Non-opioids have been shown to be as effective as opioid medications for most pain. Employ-ers should understand and insist on conservative prescribing guidelines for pain treatment for all participating providers in their medical, work-ers’ comp and occupational health programs.”
The American Academy of Neurol-ogy’s position statement provides prescribing physicians the following suggestions for encouraging safe and effective opioid dispensing practices:• Create a provider-patient opioid
treatment agreement
• Screen for current and past drug abuse
• Screen for depression
• Use random urine drug screening
• Do not prescribe medications such as sedative-hypnotics or benzodiaz-epines with opioids
• Assess pain and function for tolerance and effectiveness
Roberto Ceniceros
John Holland
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• Track daily use with an online dosing calculator.
• Use state prescription drug monitoring programs to track use.
Finally, in 2012, ACOEM published Principles for Ensuring the Safe Management of Pain Medication Prescrip-tions by OEM Physicians–– a go-to guide for occupational health practitioners. (See www.acoem.org/PainMedica-tionPrescriptions.aspx.)
The ACOEM Practice Guidelines recommend treatment primarily focused on aerobic exercise/endurance, active strengthening therapy, and self-management of pain, including techniques such as cognitive behavioral therapy, functional goals and appropriate use of non-opioid medication.
According to the guidelines, physicians should:• Use evidence-based treatment guidelines that address
the appropriate use of prescription medications, includ-ing the use of opioids and other Schedule II medications
• Take advantage of continuing medical education oppor-tunities focusing on the safe prescribing of pain medica-tions as well as other effective approaches for chronic pain management
• Use principles of informed choice with patients before starting opioid therapy
• Help patients establish functional goals and set expecta-tions for discontinuation and limit quantities of prescrip-tions to what is clinically needed
Long-term opioid use should only occur after careful patient evaluation, discussion of risks and benefits and an explanation of rules for safe use, according to the ACOEM. During the course of treatment, prescribing physicians also are advised to consult their state’s prescrip-tion drug monitoring program.
The authors of these ACOEM guidelines recommend additional research on the long-term efficacy of opioids for chronic non-cancer pain to establish an evidence-based foundation to inform public policy.
Karen O’Hara is director of marketing and communications for WorkCare, Inc., and the former senior vice president and editor-in-chief of RYAN Associates and the National Association of Occupational Health Professionals. [email protected]
Governors Respond to Overdose Epidemic
The National Governors Association (NGA) has endorsed the creation of treatment protocols to help reduce the use of opioid painkillers.
Numerical limits on prescriptions, prior autho-rization and other controls such as the expansion of drug monitoring programs are all expected to be part of the package. The NGA has also called on the federal government to support efforts to bolster education for healthcare providers, expand access to treatment and strengthen pub-lic safety programs.
In a joint statement, the NGA and the Ameri-can Medical Association said: “Guidelines are an important tool to prevent over-prescribing and identify the signs of addiction while meeting the needs of patients in pain. We must also ensure patient satisfaction surveys and accreditation standards are not contributing to the problem by encouraging unnecessary opioid prescribing.”
The statement continues: “…the challenge lies in closing the treatment gap that exists because of a lack of resources combined with too few physicians trained to provide medication-assisted treatment. Removing federal barriers to buprenorphine (a prescription drug used to treat people addicted to heroin and other opiates) would go a long way toward closing that gap.
“In addition, we must continue to promote overdose prevention and education efforts. That includes increasing access to naloxone [a drug used] to reverse overdoses and save lives, as well as co-prescribing naloxone to those at risk of overdose. Prescribers have primary responsibility for ensuring patients understand that misuse of opioids can result in addiction, overdose and death.”
“Employers should understand and insist on conservative prescribing guidelines for pain treatment for all participating providers in their medical, workers’ comp and occupational health programs.”
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Customer Relationship Management Software Smooths the Sales Process
By VISIONS staff
The old saw “time is money” has never been as true as it is today for the folks in occupational health sales and marketing departments.
They are unsung heroes in every program, the multi-purpose utility players, always being yanked this way and that with less and less time to do their thing––bring in business. Hence, any tool that can save time and fuel efficiency becomes critical for them. An hour saved is a bonus hour to focus on direct sales.
Two core timesaving principles are to be impeccably organized and have ready access to relevant market information. This is where customer relationship management (CRM) software comes in.
CRM software traditionally offers the following features:• A central database to manage
marketing, sales leads and prospects in process as well as customers
• An enhanced ability to manage individual productivity
• Tracking and forecasting
• Availability of marketing lists segmented by service offering, size, and territory
• Post-sale support
There is a vast array of formal and informal tools to help sales profession-als prioritize their day. In general, these software options can be divided into three groups: generic relationship man-agement support systems such as Act!, GoldMine, Salesforce and others; the use of dedicated occupational health software such as SYSTOC or Agility Plus; or employing such tools such as Microsoft Excel or Word. Each option has strengths and advocates.
GENERIC SALES MANAGEMENT TOOLS
The assortment and versatility of
sales contact management tools is growing. Many have new features like marketing support and email market-ing capabilities. Act! and GoldMine have been the top picks for marketers for years. Salesforce, Sugar, Constant Contact and simpler tools such as You Don’t Need a CRM and Mail Chimp also having loyal followers.
ACT!Historically, Act! has been the
industry’s go-to customer and contact management software system. As the granddaddy of them all (30 years and counting) Act! is popular because it is affordable and user friendly. But marketers also like its calendar and client history functions and its plat-form for email marketing campaigns—up to 500 contacts with the basic system. Plus its mobile apps can now be accessed on smart phones and tablets.
Act! requires a monthly fee of about $10 per user for its most streamlined edition. (The lion’s share of Act! users are individuals or small groups.) Its Premium Cloud option, which includes technical support and video training, runs $35 per month per user.
According to Mr. Greg Davis, Act!’s distribution account manager and pre-sales engineer, “We basically created the industry. We’ve had years to refine the product’s navigation capability and overall usability, while always striv-ing to minimize clicks, which we do particularly well.”
Marilyn Trinkle, Silverton Health’s Director of Business Development and Business Health Services, in Wood-burn, OR, is a long-time user and ardent Act! fan. She particularly likes the way it brings her entire sales team, as well as her client pool, into a com-mon information base. “I find it helps our clients as well as our internal team be connected in a common database
[and yet still] retain all of their own informa-tion as well. We also invite our clinicians to peruse the system; shared information is crucial.”
In terms of special add-on features, Ms. Trinkle values Act!’s ability to segment her database into smaller sub-groups so she can execute highly targeted marketing campaigns. “We import all sorts of lists into Act! and do numerous mail merges and eblasts, matching messages with a host of templates that we have stored in the system. I also like Act!’s ability to track information graphically.”
OVERVIEW: ACT! www.act.com
Act! Essentials (basic product, http://www.act.com/products/act-essen-tials): Subscriptions are $10 per month per user. This version offers only a frac-tion of traditional Act! features but does include an online database and Emarketing capabilities. Tech support and maintenance are not included.
Act! Premium Cloud version: Subscriptions are $35 per month per user. This offers more security, plus upgrades and tech support.
Act! Pro v18: This version provides a variety of options. It’s designed for single users, but the database can be shared with up to ten.
Pricing Options:• Annual subscription includes a per-
petual license, i.e., you can walk away after a year and keep using the last version. The high end is $500 per user with loyalty pricing and volume dis-counts available.
Continued on page 13
Marilyn Trinkle
Call 800.452.5677 or visit www.crlcorp.com
to learn how CRL is dedicated to excellence.
Clinical Reference Laboratory is committed to evolving in ways that help you achieve success with your business. Discover how our commitment to quality, innovation and service excellence create better outcomes for our customers by delivering greater insights.
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12 © 2016 Net Health. All rights reserved.
nethealth.comThe Art of the Right Fit®
Software for Occupational Medicine
A great partner should solve particularly pesky problems. Whenyou pair Urgent Care with your Occupational Medicine services itbrings a new set of complexities. Differences in compliance andbilling make managing documentation messy, but AgilityOM isperfectly fitted to keep workflow, patient data, reimbursement,and practice management spotless while you do both. Not onlydoes specialized EHR software let you run a tidy practice, it’s thebest friend that always has your back. Learn more at Rightfit.nhsinc.com/AboutAgility.
Perfect partners comein all sizes.
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• Annual subscription license is local on your computer and renewable annu-ally. Renewal starts at $250 per user with loyalty pricing and volume dis-counts available.
• Act! Cloud, hosted by Swiftpage, is accessible over the internet with web browsers, and also renewable annually. Renewal is required for con-tinued use of the product and costs approximately $350 annually.
Call: 866-873-2006
Free Trial: Act! Essentials: https://mycloud.act.com/signup/
GOLDMINEIf Act! is Hertz, GoldMine is Avis. In
that context, Act! tends to have more individual users whereas GoldMine is embraced more by corporate custom-ers. Now 25-years-old, this product does an excellent job eliminating redundancies, developing schedules, tracking calls and meetings and managing follow-up activity. Gold-Mine offers real-time reports and analytics, cross-selling leads and lead management.
According to Mr. Paul Petersen, vice president and general manager of GoldMine, the system “does an outstanding job sharing information, creating audit trails and
sharing information across multiple users. GoldMine was designed origi-nally as a team collaboration project.”
GoldMine tends to occupy its own niche, with a greater number of features at a higher cost that the more streamlined Act! but less than the more elaborate Salesforce.
OVERVIEW: GOLDMINE www.GoldMine.com
Base Cost: The one to two user version is $549 one time per user. This includes up to two licenses. Shared licenses for up to three simultaneous users includes
one year of support. There are also volume discounts for more users. Gold-Mine also includes a web for mobile devices as well as a subscription option for $55 per user per month.
Features: It’s designed to interact and merge with Constant Contact, includes customized filters and lists and is espe-cially good with large samples (1,000 or more) and campaign stats (how many were opened or bounced.)
A three-user bundle is $1797.
GoldMine’s motto: “All the CRM you need at a competitive price.”
Call: 800-443-5457
Free Trial: http://info.GoldMine.com/acton/form/7090/0012:d-0001/1/index.htm
SALESFORCE Salesforce is the world’s largest CRM
app, offering a wider array of options than ACT! or GoldMine, albeit at a higher cost.
Ms. Barb Fagan, director of business develop-ment, and Ms. Donna Nash, lead accounts representa-tive for Milwaukee-based Froedtert and the Medical Col-
lege of Wisconsin, are both enthusiastic Salesforce users. Ms. Nash said Sales-force is user friendly once you learn it and adaptable to any sales culture. “It’s as simple and or complex as you want it to be; at the end of the day it depends on the needs of the user,” said Ms. Nash.
Ms. Fagan finds the system intuitive and simple with literally thousands of tutorials to help you master it. “We connect it with Outlook; we can send emails and our team’s calendars can be in synch,” noted Ms. Fagan. Although her program seldom requires customer support, she has found the support
exceptional in the instances it was needed. “I was amazed by how much they knew about us from the start ––the excellent questions they posed to drill down to our needs and their ability to listen.”
OVERVIEW: SALESFORCE www.salesforce.com
Base Cost: Numerous plans and options are available.
Premium Version: Their sales cloud pro-vides charts, alerts and leads and can be customized for auto- marketing and targeted companies.
“Leads and Sales cloud” – pipeline anal-ysis, twitter feed
Call: 800-667-6389
Trial/demo: https://www.salesforce.com/form/signup/freetrial-sales.jsp
CONSTANT CONTACT www.constantcontact.com
This program is intended to man-age eMarketing by uploading lists and allowing the customer to create their own campaigns. Another feature is social media interfaces with platforms like Facebook. Considerable online training is available. The base price is $240 per year with a premium version available for $520 a year.Call: 855-783-2308 or 855-797-4708
MAILCHIMP www.mailchimp.com
MailChimp is another eMarketing tool similar to Constant Contact, but less costly. It provides links to Linke-dIn and Twitter. There is no charge for Eblasts of less than 1,000 email addresses. A MailChimp subscription runs $199 a year.
Mr. David Negrete, formerly a sales associate for St. Charles, IL-based Tyler Medical Services, cut his teeth on Con-stant Contact but later transitioned to the less costly MailChimp without losing a beat. “I found that MailChimp was a great way to communicate with a database; it’s simple, clean and user-friendly, yet as versatile as most of the big name products”
Using the contact management capa-bilities of popular occupational health
Continued on page 14
Paul Petersen
Barb Fagan
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program management software is an appealing alternative to using a dedi-cated CRM product. Both SYSTOC (UL) and Agility Plus (Net Health) offer such components.
According to Ms. Meg Kepner, a solutions consultant at UL, SYSTOC imbeds contact management features in their standard software. Although not as sophisticated or broad-based as the leading generic brands, SYSTOC does offer such features as utilization by salesperson, scheduling and contact histories. SYSTOC does not offer marketing capability per se but can facilitate letter generation that can be sent via U.S. mail or fax.
Mr. Kelley Schudy, vice president of sales at Net Health, said that their Agility OM product offers standard access for each sales person. And as such, sales can document and report on productivity (meetings, calls, & presentations), pipelines and follow up activities. Major time savings are
found using a single software when sales personnel can update company, contract, protocol and pricing informa-tion and have it immediately available to practice and clinical staff without duplicate entry.
Renee Vandall, vice president of marketing for Net Health, added that “smaller programs tend to use the templates inherent in Agility OM for private conversations and to segment marketing messages.”
For many occupational health sales professionals, the basic Microsoft products such as Excel or Word do the trick. Basic functions such as schedul-ing, client/prospect histories and email marketing blasts can all be accom-plished fairly easily and customized to the user’s preferences.
A note of caution: too much infor-mation may be as onerous as not enough, for time is money and time spent pouring over interesting but irrelevant data can usually be more
effectively spent elsewhere. A large pro-gram with a robust professional sales/marketing team is advised to invest in a formal contact management system; a single individual, in say a small rural market is likely to be better off using their occupational health program management software or core Micro-soft products.
When it comes to sales and market-ing, the well-organized bird gets the proverbial worm. Programs need to assess their contact information needs and to commit to a system that fits their culture and budget and smooths their sales management process.
After all, time is money.
Note – a downloadable free report reviewing the top 40 CRM’s is available at http://www.crmsoftwarereview.org/top-40-crm-software-vendors-v4.php?-track=2744&traffic=GoogleSearch&keyword=crm&gclid=CKLsxJqEhMsCFQusaQodv3IOLA
773 ENGAGEMENTS IN 49 STATES SINCE 1985
Contact Roy Gerber at [email protected] • 800-666-7926, x16
The Engagements Just Keep on Coming...
Experience Counts!
Ryan Associates’ Consulting Services
Roy K. GerberSenior Principal
Since 1998
Donna Lee GardnerSenior Principal
Since 1997
Frank LeonePresident and CEO
Since 1985
19
urgent care
The following organizations and consultants participate in the NAOHP vendor program, including many who offer discounts to members. Please refer to the vendor program section of our website at: www.naohp.com/menu/naohp/vendor/ for more information.
Refer a Vendor — Earn $100
Vendor, individual and institutional members of the NAOHP will receive a $100 commission for every referral they make that results in a new vendor membership. The commission will be paid directly to the referring individual or their organization. There is no limit to the number of referrals.
In other words, if five referrals result in five new memberships, the referring party will receive $500.
If you know of a vendor who would benefit from joining the NAOHP Vendor Program, please contact RYAN Associates at 800-666-7926 x11.
Vendor Program
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AssociationsUrgent Care Association of America (UCAOA) UCAOA serves over 9,000 urgent care centers. We provide education and information in clinical care and practice management, and publish the Jour-nal of Urgent Care Medicine. Our two national conferences draw hundreds of urgent care leaders together each year.Joanne RayPhone: (331) [email protected]
Background Screening ServicesSterling Back CheckYou can’t afford to take unnecessary risks. That’s where Sterling Back Check can help. We provide the highest hit rates and more comprehensive com-pliance support available-all from an unparalleled, single-source solution. It’s a customer-centric approach to back-ground screening, giving you the most accurate information available to pro-tect your company and its brand.Sterling BackcheckPhone: (331) 472-3747 • (800) 853-3228Fax: (216) 370-5656clientsupport@sterlingbackcheck.comwww.sterlingbackcheck.com
ConsultantsAdvanced Plan for HealthAdvanced Plan for Health has a plan and a process to reduce the rising costs of health care. By partnering with APH, you can provide customized plans to help employees of the companies, school systems and government offices in your market. You can show the organiza-tions how to improve their health plan, finances and employee productivity.Rich Williams Phone: (888) 600-7566 Fax: (972) 741-0400 [email protected]
Bill Dunbar and Associates BDA provides revenue growth strate-gies to clinics and hospitals throughout the U.S. BDA’s team of professionals and certified coders increase the reim-bursement to its clients by improving documentation, coding, and billing. BDA offers a comprehensive, custom-ized, budget-neutral program focusing on improving compliance along with net revenue per patient encounter. Be sure to contact us to learn about BDA ClaimCorrect!Terri ScalesPhone: (800) 783-8014 Fax: (317) [email protected]
Medical Doctor Associates Searching for Occupational Medicine Staffing or Placement? Need excep-tional service and peace of mind? MDA is the only staffing agency with a dedicated Occ Med team AND we pro-vide the best coverage in the industry: occurrence form. Call us today.Joe WoddailPhone: (800) 780-2500Fax: (770) [email protected]
Press Ganey Associates, Inc.Recognized as a leader in performance improvement for more than 25 years, Press Ganey partners with more than 10,000 health care organizations world-wide to create and sustain high-per-forming organizations, and, ultimately, improve the overall patient experience. The company offers a comprehensive portfolio of solutions to help clients measure patient satisfaction, oper-ate more efficiently, improve quality, increase market share and optimize reimbursement. Press Ganey works with clients from across the continuum of care – hospitals, medical practices, home health agencies and other pro-viders – including 50 percent of all U.S. hospitals. Patty WilliamsPhone: (855) [email protected]
Reed Group, Ltd.The ACOEM Utilization Management Knowledgebase (UMK) is a state-of-the-art solution providing practice guide-lines information to those involved in patient care, utilization management and other facets of the workers’ com-pensation delivery system. The Ameri-can College of Occupational and Envi-ronmental Medicine has selected Reed Group and The Medical Disability Advi-sor as its delivery organization for this
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easy-to-use resource. The UMK features treatment models based on clinical considerations and four levels of care. Other features include Clinical Vignette – a description of a typical treatment encounter, and Clinical Pathway – an abbreviated description of evaluation, management, diagnostic and treatment planning associated with a given case. The UMK is integrated with the MDA for a total return-to-work solution. Justin FernMarketing Coordinator Phone: (800) 347-7443www.reedgroup.com
RYAN AssociatesServices include feasibility studies, finan-cial analysis, joint venture development, focus, groups, employer surveys, mature program audits, MIS analysis, opera-tional efficiencies, practice acquisition, staffing leadership, conflict resolution and professional placement services.Roy GerberPhone: (800) 666-7926x16Fax: (805) [email protected]
Electronic Claim Management Services
Jopari Solutions, Inc.Jopari is changing the way provid-ers and payers manage their billing and payment processing needs for the workers’ compensation, property & casualty, and group health indus-tries. With Jopari products, provid-ers streamline billing operations, improve payment cycles and reduce the frictional costs of billing and payment status updates.Don St. JacquesPhone: (925) [email protected]
Unified Health Services, LLCUnified Health Services provides com-plete electronic work comp revenue cycle management services from “patient reg-istration to cash application” for medical groups, clinics, and hospitals across the country. This includes verification and treatment authorization systems, elec-tronic billing, collections, and EOB/denial management. Provider reimbursements are guaranteed.Don KilgorePhone: (888) 510-2667Fax: (901) [email protected]
WorkCompEDI, Inc.WorkComp EDI is a leading supplier of workers’ compensation EDI clearing-house services, bringing together Pay-ors, Providers, and Vendors to promote the open exchange of EDI for accelerat-ing revenue cycles, lowering costs and increasing operational efficiencies. Marc MenendezPhone: (800)297-6906Fax: (888) [email protected]
Laboratories & Testing Facilities
Clinical Reference Laboratory Clinical Reference Laboratory is a pri-vately held reference laboratory with more than 20 years experience partner-ing with corporations in establishing employee substance abuse programs and wellness programs. In addition, CRL offers leading edge testing services in the areas of Insurance, Clinic Trials and Molecular Diagnostics. At CRL we consistently deliver rapid turnaround times while maintaining the quality our clients expect.Dan WittmanPhone: (800) 445-6917Fax: (913) [email protected] eScreen, an Alere Company eScreen is committed to delivering innovative products and services which automate the employee screening pro-cess. eScreen has deployed proprietary rapid testing technology in over 2,500 occupational health clinics nationwide. This technology creates the only paper-less, web-based, nationwide network of collection sites for employers seeking faster drug test results.Brian LynchDirector of MarketingPhone: (800) [email protected]
MedDirectMedDirect provides drug testing products for point-of-care testing, lab confirmation services and DOT turnkey programs.Don EwingPhone: (479) 649-8614Fax: (479) [email protected]
Oxford ImmunotecTB Screening Just Got Easier with Oxford Diagnostic Laboratories, a National TB Testing Service dedicated to the T-SPOT.TB test. The T-SPOT.TB test is an accurate and cost-effective solution compared to other methods of TB screening. Blood specimens are accepted Monday through Saturday and results are reported within 36-48 hours.Noelle SneiderPhone: (508) 481-4648Fax: (508) [email protected]
Quest Diagnostics Inc.Quest Diagnostics is the nation’s leading provider of diagnostic testing, informa-tion and services. Our Employer Solu-tions Division provides a comprehensive assortment of programs and services to manage your pre-employment employee drug testing, background checks, health and wellness services and OSHA requirements.Aaron AtkinsonPhone: (913) 577-1646Fax: (913) 859-6949aaron.j.atkinson@questdiagnostics.comwww.employersolutions.com
Medical Equipment, Pharmaceuticals, Supplies and ServicesAbaxis® Abaxis® provides the portable Piccolo Xpress™ Chemistry Analyzer. The analyzer provides on-the-spot multi chemistry panel results with comparable performance to larger systems in about 12 minutes using 100uL of whole blood, serum, or plasma. The Xpress features operator touch screens, onboard iQC, self calibration, data storage and LIS/EMR transfer capabilities.Joanna AthwalPhone: (510) 675-6619 Fax: (736) [email protected]/index.asp
AlignMedAlignMed introduces the functional and dynamic S3 Brace (Spine and Scapula Stabilizer). This rehabilitation tool improves shoulder and spine function by optimizing spinal and shoulder align-ment, scapula stabilization and proprio-ceptive retraining. The S3 is perfect for pre- and post- operative rehabilitation and compliments physical therapy. Paul JacksonPhone: (800) 916-2544 Fax: (949) [email protected]
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A-S Medication Solutions LLCASM, official Allscripts partner, intro-duces PedigreeRx Easy Scripts (PRX), a web-based medication dispensing solu-tion. Allowing physicians to electroni-cally dispense medications at the point-of-care with unique ability to integrate with EHR or be used stand-alone. PRX will improve patient care, safety and convenience, while generating addi-tional revenue streams for the practice.Lauren McElroyPhone: (888) [email protected] www.a-smeds.com
Automated Health Care SolutionsAHCS is a physician-owned company that has a fully automated in-office rx-dispensing system for workers’ com-pensation patients. This program is a value-added service for your workers’ compensation patients. It helps increase patient compliance with medication use and creates an ancillary service for the practice. Shaun Jacob, MBAPhone: (312) 823-4080Fax: (786) [email protected]
Keltman Pharmaceuticals, Inc. Keltman is a medical practice service provider that focuses on bringing inno-vative practice solutions to enhance patient care, creating alternative rev-enue sources for physicians. Keltman’s core service is a customizable point-of- care dispensing system. This program allows physicians to set up an in-office dispensing system based on a formulary of pre-packaged medications selected by the physician.Wyatt WaltmanPhone: (601) 936-7533Fax: (601) [email protected]
Lake Erie Medical & Surgical Supply, Inc./QCP For 24 years Lake Erie Medical has served as a full-line medical supply, medication, orthopedic and equipment company. Representing more than 1,000 manufacturers, including General Motors, Ford and Daimler-Chrysler, our bio-medical inspection and repair department allows us to offer cradle-to-grave service for your medical equip-ment and instruments. Michael HolmesPhone: (734) 847-3847Fax: (734) [email protected]
Med-Tek, LLCCMAP Pro™ Version 2.0 provides physicians, patients, insurance compa-nies, corporate self-insured, and other affiliates the ability to obtain objective, clinically-useful data on soft tissue injuries. CMAP Pro™ manages this through the deployment of a full suite of proprietary technologies.David SchwedelPhone: (786) [email protected]
PD-Rx PD-Rx offers more than 8,000 prepack-aged medications for your in-office dispensing needs. Our FREE, easy-to-use web-based dispensing software enhances the in-office dispensing expe-rience, from managing your inventory and facilitating online ordering, to ensuring state regulatory compliance. PDRxNet software also provides the opportunity to ePrescribe directly from your Electronic Medical Record (EMR) to our web-based dispensing product. PD-Rx is fully pedigree compliant and is licensed in all 50 states. Jack McCall & Bernie TalleyPhone: (800) 299-7379Fax: (405) [email protected]
Software Providers3bExam3bExam is the COMPLETE exam solution to streamline and manage your DOT physical forms and medical certificates. Our browser based application guides you through the physical exam process with separate screens/tabs for each sec-tion of the form; and also includes error checking and validation, drop-down lists of medications and frequently used comments, and electronic signa-tures. Medical Certificates are created automatically and results of completed exams electronically reported to the NRCME on your behalf with the press of a button! Additional features like document management, client access portal, reporting, driver notifications and bill-ing make 3bExam the total DOT Exam Management solution.Richard FryePhone: (844) 222-3926 [email protected]
Axion Health, Inc.Axion Health provides employee health, occupational health, medical surveillance, and emergency prepared-ness software. Axion’s ReadySet 4 is a 100% paperless mobile-friendly, Web-based solution that is easy to use, Internet-accessible, HIPAA and NIST-compliant. The solution also offers robust integrations with clinical, HR, and regulatory systems.Scott MeierPhone: [email protected]
DocuTAPDocuTAP is a cloud-based, integrated EHR and PM software made spe-cifically—and only––for urgent care. Meaningful use certified, DocuTAP has customizable provider templates to streamline patient workflow to down to the second, including occupational medicine and work comp. Save time with employer-specific protocols, fee schedules, and auto form population. Dusty Schroeder Phone: (877) 697-4696 [email protected] www.docutap.com
Net HealthNet Health is the leading provider of clinical solutions for outpatient spe-cialty care. Our certified Electronic Health Record (EHR) is utilized by over 20,000 healthcare professionals in more than 1,100 healthcare facilities. Provid-ers throughout the care continuum use Net Health’s fully integrated plat-form to record clinical procedures and drive financial results while improving patient care and outcomes.Renee VandallPhone: (412) [email protected]
MediTraxMediTrax provides affordable, user-friendly information management for occupational health. Optimize your efficiency with point-and-click sched-uling, user-defined clinical protocols, automated surveillance tracking, integrated EMR, one-click billing and administrative reporting, and much more. With free on-site training, and no per-user fees or annual lease costs, it’s the Gold Standard for affordability and ease of use!Joe Fanucchi, MDPhone: (925) 820-7758Fax: (925) [email protected]
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Calendar
To list your event, email Isabelle Walker at [email protected]
AprilAPRIL 7-9, 2016Safety in Action: World Class Safety & ExpertiseGaylord Opryland Resort & Convention CenterDEKRA Insight Nashville, TNwww.safetyinaction.com
APRIL 10-13, 2016American College of Occupational and Environmental Medicine (ACOEM)American Occupational Health ConferenceSheraton Chicago Hotel and Towers • Chicago, ILhttp://www.acoem.org/AOHC.aspx
APRIL 11-14, 2016 American Association of Occupational Health NursesJacksonville Riverfront Jacksonville, FLhttp://www.aaohn.org/about-us.html
MayMAY 2–6, 2016 Leadership Strategies for Information Technology in Healthcare (Part 2)T.H. Chan School of Public HealthHarvard University • Boston, MA https://ecpe.sph.harvard.edu/
MAY 16-27, 2016International Leadership Develop-ment Program for PhysiciansT.H. Chan School of Public HealthHarvard UniversityBoston, MA https://ecpe.sph.harvard.edu/
JuneJUNE 9–10, 2016 International Occupational Ergonomics and Safety 28th Annual International ConferenceRadisson Hotel • Chicago, ILhttp://www.isoes.info/conference.html
JUNE 26-29, 2016 American Society of Safety Engineers Annual Professional Development Conference and Exposition Atlanta, GAwww.safety.asse.org
JUNE 27-29, 201641st Annual National Wellness Institute ConferenceSpotlight on SustainabilityNational Wellness InstituteSt. Paul River Center • St. Paul, MNwww.nationalwellness.org/
Practice VelocityWith over 600 clinics using our software solutions, Practice Velocity offers the VelociDoc™—tablet PC EMR for urgent care and occupational medicine. Inte-grated practice management software automates the entire revenue cycle with corporate protocols, automated code entry, and automated corporate invoicing. David Stern, MDPhone: (815) 544-7480Fax: (815) [email protected]
UL Workplace Health and Safety (formerly UL PureSafety)Occupational Health Manager® (OHM) is a results-driven software solution for occupational health and safety pro-fessionals. It has helped thousands of customers – from small onsite occupa-tional health clinics, to employee health departments in hospitals and health
systems, to Fortune 500 companies – increase efficiency and productivity, reduce workplace injuries and illnesses, and improve health and safety aware-ness. Features include: medical surveil-lance, tracking and analysis, case and return-to-work management, immu-nization monitoring, and workforce safety and education modules.
SYSTOC® is a powerful information management software solution for hospital-affiliated occupational health programs, freestanding occupational health clinics, urgent care and mixed-use clinics. Our innovative tap2chart® technology generates transcription with a single click. Interfaces enable the exchange of information for drug and alcohol, lab and radiology diagnostic test results. Additional features include: support of electronic and/or paper-based recordkeeping and sophisticated insurance authorization and billing options.
Lauren HoffmanPhone: (615) 567-0316Fax: (615) [email protected]
Xpress Technologies Inc.Xpress Technologies, offers complete Urgent Care and Occupational medi-cine solutions. Improve your ROI with our intuitive touch screen, integrated (iPad/Windows PC) paper or electronic templates; SureScripts-certified ePre-scribing; complete Practice Manage-ment; Cloud based secure data access, compatible Dragon Medical dictation. Free 24/7 support, 29 years experience, committed to your success! Meaningful Use compliant.Ms. Lisa WardPhone: (904) [email protected]
PRESIDENTMike Schmidt 2015-2017Director of OperationsSt. Luke’s Occupational Health ServicesSioux City, IA 720-490-4306 • [email protected]
NORTHEAST – DE, MD, ME, NH, VT, MA, RI, CT, NJ, NY, PA, DC, WVDr. Stewart Levy 2016-2018President, Health Promotion SolutionsPrinceton, NJ • [email protected]
SOUTHEAST – AL, FL, GA, MS, NC, SC, TN, VABrenda Jacobsen, MBA, CPA 2015-2017Chief Executive OfficerLakeside Occupational Medical CentersLakeland, FL727-532-7645 • [email protected]
GREAT LAKES - KY, MI, OH, WIRandy Van Straten 2016-2018Vice President, Business HealthBellin Health SystemGreen Bay, WI920-436-8681 • [email protected]
MIDWEST - IL, INTim Ross 2014-2016Regional Administrative DirectorWorkingWellMichigan City, IN866-552-9355 • [email protected] HEARTLAND – AR, IA, KS, LA, MN, MO, MT, NE, ND, OK, SD, TXJackie Burt 2016-2017Program Director, Occupational Health PartnersSalinas, KS 785-823-8381 • [email protected] WEST – AK, AZ, CA, CO, HI, ID, NM, NV, OR, UT, WA, WYMarilyn Trinkle 2014-2016Director - Business Development / Business Health Services • Silverton HealthWoodburn, OR971-983-5256 • [email protected] AT LARGERick Schneider 2015-2016Executive Director of Occupational Health Services Froedtert & The Medical College Milwaukee, WI414-777-1967 • [email protected]
AT LARGEMary Alice Ehrlich 2016-2017Executive Vice President, MED-1Grand Rapids, MI616-459-1560 • [email protected]
NAOHP REGIONAL BOARD REPRESENTATIVES AND TERRITORIES
The NAOHP/RYAN Associates Professional Placement Service is seeking qualified candidates for the following positions:
Board Roster
MEDICAL DIRECTOR/ STAFF PHYSICIANS
• Indiana (Medical Director)
NON-PHYSICIAN OPENINGS
• Ohio (Program Director)
For details, visit www.naohp.com/menu/pro-placement or contact Roy Gerber at [email protected] • 800-666-7926, x16
226 East Canon PerdidoSuite MSanta Barbara, CA 93101
1-800-666-7926www.naohp.com
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