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occupational medicine

Vaccine Hesitancy in the Workforce

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From the June Mercy Occupational Medicine eNewsletter

It may seem counterintuitive for Americans to have concerns about getting vaccinated for COVID-19, a disease that has killed millions worldwide. After all, more than 300 million doses have been distributed as of June 2021, with more than 139 million Americans now fully vaccinated. But vaccine hesitancy in Americans is a real concern for some employers and can affect the productivity, and even overall efficiency, of their workforce.

There is no single factor keeping American workers from getting vaccinated. However, two common reasons have surfaced: First, significant concerns about vaccination, safety and efficacy. And, second, barriers to obtaining vaccines—working long hours, a lack of transportation, or worries about side effects. So what can employers do? Below are some suggestions.

Establish trust, both in the vaccine and in you as their employer. Build trust by transparently and frequently communicating about the vaccine, including organizational policies about vaccination and vaccination rates within your facility.

Remove barriers to make it easy for your staff to find and access vaccines, and consider hosting vaccine drives so that employees can access them conveniently.

Make time to listen and create lots of opportunities for employees to get their questions answered by trusted, local experts. One-on-one conversations between managers and staff who have already gotten vaccinated, and those who are still deciding, are one of the most effective tools available in the vaccination effort.

Offer meaningful incentives like paid time off to get vaccinated and to allow employees to recover from short-term side effects.

Activate trusted messengers who may not be part of your organization’s management or leadership. These can be medical experts, co-workers who have received the vaccines, or even local celebrities who foster trust in the community.

Use effective messages like “more and more employees here are choosing to get the vaccine,” or cite critical milestones for those who want to wait and see, like the fact that more than 139 million Americans are fully vaccinated.

Celebrate as a community, but address fears at the individual level. Remember, reasons employees are hesitant to take the vaccine can be as different and varied as the employees themselves. Take time to answer employees’ concerns on a personal level.

Employers should work to develop strategies and messages for their employees that rely on understanding people’s identities, moral values, and worldviews. How we see the world influences our perception of truth and authenticity. Our identities affect whom we trust, and our moral values affect how we interact with authority. These are key factors in talking with employees and working to affect change in hesitancy rates.

Mercy Urgent Care can assist you in having these types of conversations with your employees and can host provider-led Q&A sessions regarding the efficacy and safety of the COVID-19 vaccine. Contact Jeff Howell, Business Development Manager, to discuss how Mercy can help with vaccination efforts at your business: jhowell@mercyurgentcare.org or 828-337-7675.

Source: Agency for Healthcare Research and Quality. Invest in Trust: A guide for Building COVID-19 Vaccine Trust

New OSHA Requirements for COVID-19 Plans

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From the June Mercy Occupational Medicine eNewsletter

OSHA will now require healthcare employers with more than 10 employees to have written COVID-19 plans. This is an Emergency Temporary Standard (ETS) and requires compliance with most provisions within 14 days after OSHA publication.

The requirements are designed to protect workers facing the highest COVID-19 hazards: those working in healthcare settings where suspected or confirmed COVID-19 patients are treated. This includes employees in hospitals, nursing homes, and assisted living facilities; emergency responders; home healthcare workers; and employees in ambulatory care facilities where suspected or confirmed COVID-19 patients are treated. While required only for those professions listed above, all employers should consider creating a COVID-19 plan.

Mitigating COVID-19 in the workplace requires employers to use multiple overlapping controls in a layered approach to better protect workers. The key requirements of the ETS are:

  • COVID-19 plan: Develop and implement a COVID-19 plan (in writing if more than 10 employees).
  • Patient screening and management: Limit and monitor points of entry to settings where direct patient care is provided.
  • Standard and Transmission-Based Precautions: Develop and implement policies and procedures to adhere to Standard and Transmission-Based precautions based on CDC guidelines.
  • Vaccination: Provide reasonable time and paid leave for vaccinations and vaccine side effects.
  • Training: Ensure all employees receive training so they comprehend COVID-19 transmission, tasks and situations in the workplace that could result in infection, and relevant policies and procedures.
  • Anti-Retaliation: Inform employees of their rights to the protections required by the standard and do not discharge or in any manner discriminate against employees for exercising their rights under the ETS or for engaging in actions required by the standard.
  • Requirements must be implemented at no cost to employees.
  • Recordkeeping: Establish a COVID-19 log (if more than 10 employees) of all employee instances of COVID-19 without regard to occupational exposure, and follow requirements for making records available to employees/representatives.
  • Report work-related COVID-19 fatalities and in-patient hospitalizations to OSHA.

More information on this new regulation from OSHA can be found at https://www.osha.gov/sites/default/files/publications/OSHA4122.pdf. OR: Read OSHA’s COVID-19 Healthcare ETS Fact Sheet

Ask how Mercy Urgent Care can assist your business in developing a COVID-19 plan or in checking compliance with these new OSHA regulations.

Workplace Concussion: Introducing BrainScope

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From the June Mercy Occupational Medicine  eNewsletter

A head injury can be one of the most dangerous and costly on-the-job accidents employees and their employers face. Concussions and other traumatic brain injuries need prompt diagnosis and treatment, making it incredibly important to receive medical attention for all head injuries, even when the individual seems OK.

Fortunately, Mercy Urgent Care is equipped to help quickly and efficiently diagnose concussions and other brain injuries using BrainScope® technology, an innovative new medical device that helps assess and identify a wide spectrum of brain injuries, from concussions to structural injuries and injuries to brain function. Available at our West Asheville and Weaverville urgent care clinics, BrainScope assessments are fast, accurate and accessible — taking usually only about an hour — saving precious time and money over a lengthy ER visit.

But time isn’t the only thing it helps save. In terms of insurance and workers’ compensation claims, the financial impact of a brain injury can sometimes be felt for years after the initial incident — especially without proper diagnosis and treatment. The sooner an employee with a potential concussion can be examined and treated, the lower the risk of long-term damage.

Brain injuries are not limited to concussions alone. Other types of brain injuries include contusions, in which the brain is literally bruised; a penetrating head wound such as skull fracture; or an anoxic brain injury, where the brain is deprived of oxygen. Concussions, however, remain the most common form of brain injury in the workplace.

Often referred to as “invisible” injuries, concussions do not always result in obvious physical problems. Understanding the symptoms that indicate a concussive brain injury is vital to effective treatment. The sooner an employee with a potential concussion can be examined and treated, the lower the risk of long-term damage.

So, who is susceptible?
Employees working in industries like construction or manufacturing may appear more likely to be exposed to a potential brain injury. However, any employee in any kind of work environment can be susceptible. For example, loose carpeting, a spill in the breakroom, or a rain-soaked staircase could all be potential fall hazards resulting in possible concussion or brain injury.

What should you do if a head injury occurs?
Since a concussion may not be a visible injury, an employee who has sustained any form of head injury should be immediately checked for a possible concussion. They should be taken to an urgent care or emergency room for diagnosis, and then referred to a specialist or neurologist for further treatment, if necessary.

It is important to note that concussion diagnoses can be somewhat subjective. Physicians and providers typically look for certain key symptoms that indicate the possibility of brain injury. Common medical wisdom is to err on the side of caution, since even “mild” concussions can have serious, debilitating effects. The BrainScope technology available at Mercy Urgent Care can save trips to the ER, prevent the need for expensive CT scans, and save the patient from unnecessary radiation exposure.

What can employers do to prevent possible brain injuries?
Below are some tips for creating a safer work environment. Implementing these changes and sharing these suggestions with employees can help prevent potential head injuries.

  • Remove tripping hazards. Keep walkways and workspaces free of clutter, cords, water, or anything that could cause a slip, trip, or fall.
  • Use proper signage to alert employees of wet surfaces.
  • Use handrails when climbing or descending stairs.
  • Avoid standing on chairs, desks, or tables. Use a ladder or step-stool instead.
  • Use caution when working from heights. Never stand on the top two steps of a ladder.
  • If a job requires wearing a helmet, make sure it fits properly and is in good condition.
  • Make sure all vehicles, either warehouse or on-road, are well-maintained and fully operational.
  • Keep heavy or bulky objects stored on lower shelving racks, and avoid maneuvering heavy items above your head.

Remember that brain injuries can be very costly to employers and employees alike. According to the Brain Injury Law Center, the total cost of a serious brain injury can exceed six figures in the first year. Recovering from a serious injury can include speech, occupational, and physical therapy — and treatment can take months, or even years. Treating a severe brain injury can include lengthy hospital stays, extensive rehabilitation and medication costs, occupational retraining, and even assistance from a personal caregiver or nurse.

Concussion assessment with BrainScope

A head injury assessment using the innovative new BrainScope device at Mercy Urgent Care is fast, patient-friendly, accurate, and comprehensive. BrainScope is able to provide objective data on concussion, structural brain injury, and brain function. Whereas most offices use only subjective data, Mercy Urgent Care can provide a more comprehensive evaluation and follow-up to concussive brain injuries. The BrainScope system can even be used to establish a baseline for your employees, which can be helpful in the event of any future injuries that may occur.

Learn more about BrainScope here.

Ask how Mercy Urgent Care can help your organization better manage brain injury protocols

National Safety Month: 5 Tips for a Safer Work Force

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From the June Mercy Occupational Medicine eNewsletter 

Each June, the National Safety Council reminds employers to spend some time reviewing and addressing workplace safety in honor of National Safety Month, drawing special attention to the leading causes of preventable injuries and deaths in the workplace. Below are five safety tips to help employers make the most of National Safety Month and ensure their employees stay safe at work.

  1. Prevent musculoskeletal disorders. Tools designed to work with the body’s natural movements can minimize the risk for developing musculoskeletal disorders such as carpal tunnel syndrome, tendinitis, and trigger finger. Consider investing in ergonomic equipment, and examine work design to help reduce worker fatigue, increase productivity, and avoid injuries and strains.
  2. Respect and prepare for invisible confined space hazards. Atmospheric hazards might not be visible to the human eye, but they are all too common in places like manholes or other confined spaces. Before heading into a manhole or other type of confined or closed workspace, practice OSHA’s “test, purge and ventilate” routine to ensure that the space is free of combustible gases and has ample oxygen.
  3. Be visible on the road. A 2020 U.S. Bureau of Labor Statistics report shows that sales workers who drive and truck drivers incurred 1,005 fatal occupational injuries, the highest since the  data began being collected in 2003. Other road related injuries and deaths can occur from workers in construction and utilities industries. Whether repairing a cable line on the side of a highway or directing traffic around a construction site, high-visibility clothing and equipment can prevent these devastating incidents.
  4. Take ladder safety a step higher. According to the Consumer Products Safety Commission, approximately 65,000 workers go to the hospital every year due to ladder-related accidents. Before using a ladder, inspect it for broken rungs, missing bolts and other broken parts, and make sure it is placed on level ground. When climbing up and down, face the ladder while holding onto the sides. Use a ladder wedge to help keep the ladder steady.
  5. Keep your cool. Take preventative measures when working in the summer heat. High temperatures can be dangerous to people at work and can lead to injuries, illnesses, and even death. According to the U.S. Bureau of Labor Statistics, exposure to environmental heat led to 37 work-related deaths and 2,830 nonfatal occupational injuries and illnesses involving days away from work in 2015. Ensure employees stay hydrated, take regular breaks, and wear lightweight clothing. Tents and umbrellas also can help safeguard workers from the beating sun.

For National Safety Month, we encourage employers in all industries to make the extra effort to examine their current safety initiatives to ensure that they are taking measures to keep their employees safe and productive.

Sources: National Safety Council, U.S. Bureau of Labor Statistics

Talk with Mercy about onsite safety evaluations for your company

May is Blood Pressure Awareness Month

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blod pressure guidelines

From the May 2021 Mercy Occupational Medicine eNewsletter

Hypertension, or high blood pressure, affects nearly half of Americans age 18 and older and is a primary factor in more than 82,000 deaths per year. This makes it the most common primary diagnosis in the United States, responsible for 35 million office visits each year. Hypertension is also one of the 10 most expensive health conditions for U.S. employers. In fact, the American Heart Association’s Statistic Committee estimates direct and indirect costs of high blood pressure for Americans is $76.6 billion annually. So it makes sense that employers are increasingly aware of the effect hypertension can have on their workforces.

High blood pressure is often referred to as the “silent killer,” because it often shows minor or no outward signs. And approximately 15-30% of U.S. adults have a form of the condition called masked hypertension, meaning their high blood pressure readings are normal during health care visits but elevated when measured elsewhere, like their place of business.

A recent study conducted by a Canadian research team found working long hours can significantly affect an employee’s blood pressure as well. Working between 41 and 48 hours each week was linked to a 54% greater likelihood of having masked hypertension and 42% greater likelihood of having sustained hypertension.

High blood pressure is defined as a diastolic blood pressure of 80 mm Hg or higher or a systolic pressure of 130 mm Hg or higher. Chronic high blood pressure can cause heart disease, stroke, kidney disease, and blindness. So what can employers do to help relieve the effects of high blood pressure among employees? Consider these tips for your employees:

  1. Lose extra pounds and watch that waistline
  2. Exercise regularly
  3. Eat a healthy diet of more whole grains, fruits, vegetables, and low-fat dairy products
  4. Reduce sodium in your diet
  5. Limit the amount of alcohol consumed
  6. Quit smoking
  7. Cut back on caffeine
  8. Reduce stress
  9. Monitor blood pressure regularly
  10. Get support from family, friends, and coworkers

A great way to help your employees determine whether they currently have or are likely to develop hypertension is to conduct hypertension screenings and introduce high blood pressure monitoring into any employee wellness programs that you currently offer to your workforce. Regular screenings can have a lasting effect on employee health and help eliminate chronic disease associated with high blood pressure.

Sources: CDC.gov, AMA Hypertension, Mayo Clinic

Workplace Wellness: Building a Culture of Health

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Culture of Health

From the May 2021 Mercy Occupational Medicine eNewsletter

Building a culture of health in your company’s workforce can have real and lasting benefits for your organization like improved morale, increased productivity, and lower absenteeism. However, increasing your employees’ overall wellness can take more than simply posting health tips in the breakroom. To be successful, a company’s wellness program should include multiple initiatives that drive better, more meaningful outcomes. Below are some things to consider when thinking about an Employee Wellness Program for your organization.

What is a culture of health, and why do I need one?

In short, it is an internalized pattern of behaviors and policies that support and encourage healthy lifestyles in a company’s workforce. Not only beneficial to employees, an overall healthier workforce can also significantly impact the company’s overall economic health. Consider these benefits:

Improved productivity, lower risk for injury and lower absenteeism
Employees who scored low on “life satisfaction” surveys stayed home from work 1.25 more days per month than those with higher scores, adding up to about 15 additional absent days per year. – source: U.S. Chamber of Commerce, 2016

Lower healthcare costs
Employees who take simple steps to a healthier lifestyle — like walking 30 minutes per day, eating healthier, not smoking, keeping a healthy weight and drinking in moderation — spend 33% to 50% less on healthcare than coworkers who are more sedentary. Programs aimed at healthier lifestyles can even influence lower insurance premiums for the entire organization.

Better morale/employee retention
Satisfied employees are more engaged, boast better morale, and are easier to retain. 67% of employers with wellness programs have reported that their employees are more satisfied. – source: International Foundation of Employee Benefit Plans

How do I get started with an employee wellness program?

Getting started with an employee health and wellness program is easier than you might think. Below are some actionable steps to help you and your company create a successful employee wellness program:

  • Start with the Facts. Successful programs use information about the specific company’s workforce to develop personal and customized programming for the organization. For example, claims information can show ER overutilization, prescription data shows medication adherence, and lab results may show diagnosed or undiagnosed chronic conditions. Knowing historic and current conditions that exist in your workforce, you can develop customized programs that are more effective at reducing risks than a one-size-fits-all strategy.
  • Make a S.M.A.R.T. Goal. Goals for any employee health program should be spelled out early in the planning phase to ensure success. Consider goals that are Specific, Measurable, Attainable,Realistic, and Time-bound.
  • Involve Your Employees. Remember: The reasons employees participate in a wellness program may not be the same reasons your team decided to start the program in the first place. Try to identify and connect with what matters most to your team. You may want to have employees complete a survey about what they want in a wellness program. (Hint: Entering members who complete the survey into a workplace raffle is always a hit.)
  • Drive Engagement. Effective programs take inventory of potential participation barriers and use a multi-point communication strategy to overcome them. Some strategies to engage employees might be clear and ongoing communication, company recognition, incentives that align with company values, and increased culture of health.
  • Share Outcomes. One of the ways to help ensure success of any company-wide program is to communicate progress and outcomes to your employees. This helps to maintain a sense of involvement from those enrolled in the program and illustrates the commitment employers have to a healthy workforce.

Initiate support from the top down:

Offering wellness programs that are encouraged and supported through participation by your company’s leadership demonstrates a lead-by-example culture of health in your organization. The most successful employee wellness programs engage participants with resources and opportunities to be successful in leading a physically, emotionally, spiritually and financially healthy life.

Mercy Occupational Medicine can help you and your leadership team implement strategic plans for health and wellness programming. Please contact us to discuss how we can help support a healthier workforce with wellness initiatives, as well as the benefits they can bring to your company. We can provide employers with a variety of onsite options from annual employee health checks to employee clinics staffed with a provider.

To find out how Mercy Occupational Medicine can support your employee wellness initiatives, contact Jeff Howell.