Diabetes is a long-lasting health condition that affects how your body converts food to energy. Diabetes patients are unable to make enough of the hormone called insulin or cannot use the insulin that is made in their body efficiently. When this happens, your body can respond in some serious ways that include liver damage, heart disease, vision loss, and kidney disease.
There are two types of diabetes. Type 1 diabetes is an autoimmune disease where the body just stops making insulin. These patients are usually diagnosed as children, teens, or early adults. Type 2 diabetes is a result of your body not using the insulin produced in an efficient manner. About 90% of all diabetic patients are type 2 cases. But, through education and prevention, the effects of diabetes on a person’s body can be lessened. How is food converted to energy?
When you eat food, most of it is converted to sugar (glucose) and released into your bloodstream to provide you with the energy you need to do daily tasks. When your blood sugar levels increase, your pancreas is then activated to release insulin into your body’s cells and use it for energy. Insulin not only helps convert glucose to energy, but it also helps our body store glucose for future energy use. Diabetes = Broken Process
In some people, the conversion process is interrupted and the message to the pancreas to release insulin into the cells to use for energy is done ineffectively. These patients have trouble balancing the correct amount of insulin in their cells and so therefore have a harder time maintaining energy levels. Diabetic patients try to get rid of extra sugar (blood sugar level of 180 +) through the kidneys and therefore have the need to urinate more often. When releasing large amounts of sugar through urine, it means that there is less available to convert to energy and leads to lethargy, loss of appetite, and excess burning of body fat. Education & Prevention is Key
For people with either type 1 or type 2 diabetes, understanding how your body processes sugar and maintains healthy blood sugar levels is paramount. Those with type 1 diabetes require daily insulin shots to keep blood sugar levels even. These patients are unable to reverse this autoimmune disease and solely rely on insulin shots to level out glucose levels. Those with type 2 diabetes can control the progression of this disease by making healthy diet choices and exercising regularly. In some cases, type 2 diabetics also have to include insulin shots or diabetes pills.
November is National Diabetes Month and is a great opportunity to adopt healthy lifestyle habits. Maintaining blood sugar levels through diet and exercise as well as becoming aware of the effects of the eating choices you make is key to understanding this disease. For more information on diabetes and how to make good choices, visit the American Diabetes Association website.
When flu season hits, absenteeism skyrockets and productivity drops. In a recent article, Employee Benefit News points out that the first step is the “ounce of prevention,” the flu vaccine. Providing for vaccination can be a smart benefit to offer employees, and it requires navigating misinformation about the vaccine, motivating employees to act, and contending with supply issues. For employers who want to increase vaccination rates, experts suggest making the process more convenient or incentivizing getting a shot. On-site programs are more effective since they are not only more convenient but also allow employees to be motivated by seeing their coworkers getting the shot. Regardless of approach, careful planning – from scheduling to ordering to addressing employee concerns – can help an office place stay healthier.
Last year’s flu season was the worst on record, per the CDC. Shared spaces and devices make offices and workplaces perfect places for flu germs to spread. As an article in HR Diveshows, 40% of employees with the flu admit to coming to work and 10% attend a social gathering while sick. Should an employee contract the flu, employers need to have policies in place that empower and encourage workers to stay home when sick.
In “Threat of Another Nasty Flu Season Prompts Workplaces to Be Proactive,” Workforce echoes the importance of the flu shot and a no-tolerance policy toward sick employees coming to the office. Policies and a culture that encourage self care over powering through an illness can help foster calling in when needed. The article also reinforces other preventative behaviors like hand washing, staying home while feverish, and coughing into your elbow.
Nancy Spangler, senior consultant at the Center for Workplace Mental Health of the American Psychiatric Foundation, says that one in five adults has a mental health disorder, and one in 10 has a substance abuse problem. In addition, major depression and its associated conditions cost the U.S. over $210 billion every year. Clearly, mental health is an issue we need to investigate both in our offices and across the country.
Many organizations have found that simply by working with employees to recognize depression, build empathy, and find resources, increased EAP utilization while claim dollars did the opposite. In most cases there was no formal program involved—leadership simply began talking about the issue, and the reduced stigma led to better health (and better offices!).
What can we do besides reducing stigma, especially from the top down?At the 2018 Health Benefits and Leadership Conference, experts listed five “buckets” of challenges in addressing mental health: access to care, cost of care, stigma, quality, and integration. Breaking these down into individual components not only helps employees find the support they need and deserve, but it further reduces stigma by refusing to separate mental health from medical coverage or wellness programs. Experts also recommend inviting EAPs to visit offices in person, instead of simply suggesting employees call when they can. Another increasingly popular technique is text-based therapy. This a great fit for many employees because someone is always available and the conversation is always private, even when the client is sitting at a desk in a shared space.
In addition to reducing stigma through transparency and access, employers can also help increase the quality of care available to employees. One key move is simply asking for data. How do vendors evaluate quality, meet standards, and screen for illness? Do health plan members have confidential ways to report their experiences? Mental health care should be seen no differently from other kinds of health care. Employees who have access to quality, destigmatized mental health care build stronger, more functional, and ever-happier workplaces.
Q.For a high deductible health plan (HDHP) to qualify for health savings account (HSA) eligibility, what is the minimum amount that an embedded individual deductible can be? A.For 2018, the embedded individual deductible must be at least $2,700. For an HDHP to qualify for HSA eligibility, an individual with family coverage would need to satisfy the required minimum annual deductible for family HDHP coverage (which is at least $2,700 for 2018) before any amounts are paid from the HDHP.
