Pandemic Disrupted 30% of Health Care Visits for Patients Aged 50 and Older

Approximately 1 in 3 Americans aged 50 and older canceled health appointments during the COVID-19 pandemic in 2021, according to a recent study from Michigan Medicine’s National Poll on Healthy Aging.

Canceled appointments included those for both medical and dental reasons, such as blood tests or teeth cleanings. As of January 2022, most Americans aged 50 and older had rescheduled their canceled health visits.

However, an alarming number of Americans from this demographic have not yet rescheduled appointments or do not intend to at all:

·         Approximately 37% for dental procedures

·         Approximately 26% for health tests and procedures

·         Approximately 22% for doctor visits

While COVID-19 understandably kept many people out of doctors’ offices initially, the continued postponement of care suggests the pandemic will continue to influence health care decisions in 2022.

In fact, the pandemic already seems to be playing a significant role as individuals choose not to reschedule health appointments. According to the National Poll report, rescheduling was much more likely among vaccinated individuals.

What’s Next?

Delayed health care appointments can lead to serious consequences later in life. Even simple or routine procedures, such as teeth cleaning, can reveal health issues that may otherwise go unnoticed until they worsen. And, ultimately, worsened health conditions can become chronic and extremely costly to manage.

While the National Poll report is specific to Americans aged 50 and older, its findings touch on a universal issue: It can be easy to postpone health care appointments and forget to reschedule them.

That’s why employers should continue to encourage employees to seek preventive health care and keep their appointments. Doing so can help individuals maintain quality health for years to come.

The Impact of Supply Chain Issues and Rising Inflation on Employers

The COVID-19 pandemic tipped off supply chain issues that may take years to reconcile. Due to virus disruptions, global systems that seemed fine for years quickly proved untenable as operations deteriorated. Now, employers are left wondering how they might be able to stay afloat amid unprecedented market uncertainty.

This article outlines key factors contributing to the current crisis and explores how they may affect employers.

Market Overview

When the COVID-19 pandemic first began, business leaders assumed the economy was coming to a halt. As such, manufacturing workers were laid off, and orders were greatly reduced. Many businesses followed suit—computer chip companies lowered output, and shipping organizations reduced service.

While this seemed worthwhile initially, these moves ultimately proved miscalculated and helped contribute to the current market situation. In fact, according to Bloomberg News, spending by consumers in major cities was up more than 15% in December 2021 compared to two years prior. This is because, despite economic withdrawals in the service sector, industries such as technology and home leisure surged during the pandemic. In other words, instead of going out, Americans were staying in and spending money on things they could use at home.

Supply Chain Design Flaws

A major factor contributing to today’s market issues is how supply chain and warehousing models are currently set up. In recent years, due to global connectivity, the world has heavily relied on “just-in-time” (JIT) supply models. These models focus on receiving orders precisely when needed to reduce storage costs for inventory and help increase product turnover.

However, when the JIT model’s precision is disrupted anywhere, the entire system slows down, putting it at risk. During the pandemic, this occurred on a massive scale across virtually every industry.

With challenges creating and shipping goods lingering on today, there is currently more demand than supply. In turn, inflation is soaring and prices are rising at the fastest pace since 1982, according to the New York Times.

Workplace Impact

Employers are concerned about the current market situation. Supply chain disruptions and rising costs rarely lead to beneficial outcomes for anyone. Employers are seeing the confluence of these factors within their own workplaces, with top issues including:

·         Difficulties attracting and retaining workers

·         Struggles with offering competitive compensation amid high inflation

·         Employees’ financial uncertainty

·         Decrease in employee well-being

Employers must now figure out the best way to meet these challenges with creative and meaningful solutions.

Potential Solutions

Only time will tell how the market will endure disrupted supply chains and soaring prices. Many experts believe supply chain issues could potentially linger for several years, contributing to more inflation.

That’s why it’s critical for employers to consider ways to overcome these challenges and stay flexible amid this uncertainty. Below are some solutions some workplaces are exploring:

·         Greater focus on worker well-being—As an increased number of employees are reporting feelings of burnout and financial uncertainty, employers are seeking solutions through voluntary benefits and other methods.  

·         More competitive employment perks—Compensation remains a top employee motivator, and, due to record inflation, some employers are increasing wages and benefits to stay competitive and aid retention.

·         Improved employee flexibility—Workplace flexibility, such as remote working opportunities or flex scheduling, has emerged as a must-have perk for many employees.

While there’s no one clear solution to the issues workplaces face, there are still ways employers can navigate today’s workplace challenges. They will need to think strategically about their most immediate pain points and how to maximize resources.

Conclusion

Overcoming the challenges presented by supply chain issues and rising price inflation will take a concerted effort by employers. These problems may crop up in unique and unforeseen ways, such as diminished employee wellness. That’s why it’s important for employers to think creatively and be ready to adapt to developing situations.

Reach out to Better Business Planning, Inc. for more workplace resources that can help attract and retain employees.

 

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OSHA Withdraws COVID-19 ETS, but Not the Proposed Permanent Rule

On Jan. 25, 2022, OSHA provided notice that it is withdrawing its COVID-19 vaccination and weekly testing emergency temporary standard (ETS). The withdrawal will be effective once the notice is published in the Federal Register. The expected publication date is Jan. 26, 2022.

The ETS was adopted to protect unvaccinated employees working for employers with 100 or more employees from the risk of contracting COVID-19. This ETS required employers to adopt either a mandatory vaccination policy or a weekly testing and face-covering policy for all employees. When the ETS was published, OSHA also stated it was using the ETS as a proposed rule. OSHA is required by federal law to publish and accept public commentary on proposed rules before promulgating a new permanent occupational safety and health standard.

OSHA’s Withdrawal

On Jan. 13, 2022, the Supreme Court of the United States (SCOTUS) stayed the vaccination and testing ETS. Because of this ruling, OSHA is withdrawing the ETS as an enforceable ETS. However, the agency is not withdrawing the ETS as a proposed permanent rule, and the standard rule-making process will continue.

Impact on State Plans and Employers

States with OSHA-approved plans must implement and enforce workplace standards that are at least as effective as federal standards. However, since there are no new federal vaccination or testing requirements at this time, state plans are not required to take any action.

Similarly, employers are not required to comply with OSHA’s ETS at this time. However, employers are still expected to provide a safe and healthy workplace for their employees and follow other existing OSHA COVID-19 guidance. Employers should also monitor OSHA communications for information about the possible permanent standard.

How Employers Can Move Forward Following the OSHA ETS Block

On Jan. 13, 2022, the Supreme Court of the United States (SCOTUS) ruled to halt OSHA’s COVID-19 vaccination and testing emergency temporary standard (ETS). This means that employers are no longer required to develop COVID-19 vaccination or testing policies for their workplaces. However, employers may still want to take steps to reduce potential COVID-19 exposures for their employees. This article provides more information about the current status of the OSHA ETS and ongoing COVID-19 safety considerations for employers.

OSHA ETS Litigation Overview

OSHA issued the COVID-19 vaccination and testing ETS on Nov. 5, 2021, for private employers with 100 or more employees. Since then, the ETS has been through a series of litigation. First, the 5th U.S. Circuit Court of Appeals granted a stay for the ETS. Then, the 6th U.S. Circuit Court of Appeals removed the stay. Most recently, the SCOTUS decided to reissue the stay, officially halting the ETS for the time being.

Employers have had to deal with much litigation surrounding the implementation of the ETS. For now, since the ETS is not required, employers can decide on their own if they would like to implement a COVID-19 vaccine mandate, conduct weekly testing or do neither. Regardless of the ETS, employers must remember that if OSHA inspects their business and discovers safety or health issues related to COVID-19, the agency can still issue citations under the general duty clause.

OSHA emphasized this after the SCOTUS made its ruling to halt the ETS. The agency released the following statement:

 “Regardless of the ultimate outcome of these proceedings, OSHA will do everything in its existing authority to hold businesses accountable for protecting workers, including under the COVID-19 National Emphasis Program and General Duty Clause.”

Furthermore, although OSHA does not currently mandate the ETS requirements, it is important for employers to determine whether any applicable state or local laws require them to implement COVID-19 vaccination rules.

Can the OSHA ETS Return?

The SCOTUS did not permanently get rid of the OSHA ETS. The stay that has been issued is temporary in nature; OSHA could bring back the ETS through a permanent rule, which the agency has already started to implement and is currently in the comment period. If the permanent rule for the ETS gets finalized, it would likely be met with further litigation. In other words, although the ETS has not been ultimately struck down, the prognosis of future ETS implementation remains uncertain.

Amid this evolving ETS landscape, employers are encouraged to stay updated on their current requirements. They should also continue to utilize health and safety measures to minimize COVID-19 cases in the workplace and prevent potential exposures.

Determining a COVID-19 Vaccination Policy

Considering the current state of the OSHA ETS, employers should determine what their specific policies will be regarding COVID-19 vaccination. In particular, employers need to decide whether they plan to issue vaccine mandates in their workplaces or have policies for preventing and responding to COVID-19 exposures. Employers are able to require all employees who physically enter the workplace to be vaccinated against COVID-19 so long as they provide reasonable accommodations under the Americans with Disabilities Act and Title VII of the Civil Rights Act of 1964. In any case, employers should remember to check their state and local requirements to ensure any policies they adopt are compliant.

Key questions employers should consider when determining whether they should implement a COVID-19 vaccine mandate include:

·         What does the workforce think about the mandate? What are the general concerns employees have with a vaccine mandate?

·         How will the mandate be introduced to employees? Will there be an informational session to address any questions or concerns employees may have prior to mandating the vaccine?

·         How will exemption requests for religious concerns or disability issues be handled? Will these issues be addressed consistently and in a timely fashion to prevent any legal issues?

·         Will the mandate create difficulties in retaining employees or motivate employees to seek other employment with businesses that don’t require the vaccine?

·         Will any employees need to be hired to deal exclusively with all COVID-19 related policies, or can the HR team handle any questions, concerns and issues that may arise from such policies?

If employers decide against a vaccine mandate, they should make sure they have effective health and safety policies and procedures in place to protect their unvaccinated employees. Doing so can help create a safer environment for all workers. Some COVID-19 safety precautions to consider include the implementation of physical distancing expectations, face-covering requirements and weekly COVID-19 testing.

If employers decide to require weekly testing, they can use the OSHA ETS as a guide for keeping records as well as developing and implementing such a policy. Some matters employers should examine when requiring COVID-19 testing include:

·         Whether tests are readily available

·         Who will manage testing procedures

·         What recordkeeping processes are required for collecting test results

·         Whether recordkeeping processes are compliant with applicable regulations

·         Whether employees are able to obtain tests in the areas in which they live (if the tests are not provided at work)

These are all important factors for employers to review before introducing COVID-19 testing requirements into the workplace. Employers should carefully weigh the pros and cons of each factor before making a final decision.

Vaccine Incentives

If employers decide to encourage employees to receive the COVID-19 vaccine instead of requiring it, they may want to consider providing vaccine incentives. Some common incentives include monetary bonuses or additional paid time off. According to the Equal Employment Opportunity Commission, employers are permitted to provide these incentives to their employees. Employers are not limited or prevented from doing so, provided that employees voluntarily provide documentation or other confirmation of their vaccination status from a third-party provider.

To clarify, employers are permitted to offer vaccine incentives as long as they are not coercive in nature. Since the vaccination process typically entails employees filling out pre-vaccination questionnaires, providing significant incentives could make employees feel pressured to provide medical information they may not want to share. It’s also important to note that employers cannot offer incentives to employees to have their family members get vaccinated.

Health Insurance Considerations

Apart from implementing COVID-19 vaccine mandates or incentives, employers may want to consider placing a surcharge or higher premium costs on their health insurance plans for employees who choose not to get vaccinated. This practice has been utilized to discourage other activities among employees, such as smoking. However, employers must ensure that any changes in health insurance offerings related to vaccination status are compliant with applicable federal, state and local employment laws. Specifically, employers should be aware of potential violations of the Health Insurance Portability and Accountability Act and the Affordable Care Act. Above all, it’s crucial for employers to do their research on laws and regulations they must follow to prevent violating employee rights.

Conclusion

Regardless of any future developments with the OSHA ETS, there are a range of different measures employers should consider to help prevent or reduce COVID-19 exposures in their workplaces. However, it’s vital for employers to understand the legal implications of each policy they put in place and make sure they are not violating employee rights when doing so.

Contact Better Business Planning, Inc. today for additional COVID-19 updates and workplace resources.

CDC Recommends Pfizer and Moderna as Preferred Vaccines over Johnson & Johnson

On Thursday, Dec. 16, 2021, the Centers for Disease Control and Prevention (CDC) recommended Americans avoid receiving the Johnson & Johnson (J&J) COVID-19 vaccine when others are available, such as the Pfizer-BioNTech and Moderna versions.

The J&J vaccine is linked with the potential to trigger a rare blood clotting issue—the likelihood of which appears to be more prevalent than once believed, according to health experts.

The CDC’s Advisory Committee on Immunization Practices unanimously endorsed the decision to avoid the J&J vaccine, which came after the Food and Drug Administration (FDA) provided updated information on the blood clot risks. The panel also mentioned the J&J vaccine shows evidence of reduced effectiveness compared to other brands and hinted this may have factored into the avoidance recommendation.

Currently, over 50 people have been hospitalized due blood clots believed to be linked to the J&J vaccine, and nine people have died.

The J&J vaccine will still remain on the market. It will continue to be available to those “unable or unwilling” to receive the Pfizer-BioNTech or Moderna COVID-19 vaccines, according to the CDC. The FDA noted that the benefits of vaccination still outweigh the risks.

What’s Next?

Approximately 16 million Americans have received the J&J vaccine so far, according to CDC data. Since the CDC and FDA have already authorized “mix and match” shots, these individuals are encouraged to seek a booster of another brand (e.g., Pfizer-BioNTech or Moderna).

There is still much unknown about the blood clotting issue, although the CDC says women under the age of 50 are at a higher risk.

According to the CDC, COVID-19 vaccines are safe and effective. Anyone seeking to learn more about the blood clotting issue and vaccine guidance can visit the CDC website.