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July 18, 2008
Score GW: Zero, Human rights: 1
The senate and house passed a law averting Medicare cuts and equalizing co-pays for mental health visits last week. Let there be light…I mean life. The law passed by a landslide making the law veto-proof (as GW stated that it was his intention to halt the bill—touting the “seniors must have choices” rhetoric once again). Choices, let see, if you are a Medicare beneficiary (and not allowed by law to pay out of pocket for healthcare) would you choose seeing a doctor…or going without. This is what their “choice” amounts to, why do you ask? Well the truth is that medical practices are closing their doors to Medicare patients. That should make you angry, after all, doctors make too much money as it is…right?
References:
AMA news bulletin 7/17
For more information: health.usnews.com
Robin Stone, M.D.
www.insight-psychiatry.com
13123 Rosedale Hill Ave.
Huntersville, NC 28078
704-948-3810
The Healthcare dollar: getting what you paid for?
In today’s system about 30 cents of every healthcare dollar goes to administration. This is the highest rate for any country examined. The current healthcare system is defended by those who say we need “fiscally responsible” means of care delivery, but it is the system itself that is responsible for most of the excess costs. The system stays in place because it is also the source of profits for those who have absolutely nothing to do with actually providing care, but everything to do with making money off of it. The people developing standards of care are far removed from the day to day care of patients (they are employed by the insurance regime and necessarily concerned about the bottom line). How peculiar and unfortunate that quality standards are not placed directly in the hands of physicians—in a free market economy.
Let’s review the system we currently have–what are the primary goals? Hmmm…there will always be sick people…how can we make a profit off of them? Or, I know, let’s develop a system where the interaction between doctors and their patients is overseen by mid-level managers (with no medical training) Ah, but we better make billing procedures that encourage providers to perform more (possibly unnecessary) procedures so that we can charge both patient and purchasers (businesses that share the cost of health insurance) more. We’ll take a third off the top. Ah-ha the biggest rewards will go to those at the top of the organization…see July 15th blog entry for an idea of what the spoils are.
Robin Stone, M.D.
www.insight-psychiatry.com
13123 Rosedale Hill Ave.
Huntersville, NC 28078
704-948-3810
July 16, 2008
Investing in a mentally healthy workforce is good business
Mental illness and substance abuse cost employers an annual $80 to $100 billion and combined are the number one cause of disability in the United States
• according to the Surgeon General, one in five adults (20%) will experience a diagnosable mental illness in any given year
• among those of working age, it is estimated that the prevalence of mental illness and/or substance abuse in any given year approaches 25%
• more workers are absent from work because of stress and anxiety than because of physical illness or injury
• Depression accounts for $36 billion in lost workdays each year. In addition, more than $15 billion in other costs accrue from decreased productivity as a result of symptoms that sap energy, affect work habits and cause problems with concentration, memory and decision-making.
• Stress and depression increase the risk of cardiovascular disease four-fold
Businesses that have been slow to invest in mental health services for employees appear to have three major stumbling blocks:
• misperceptions about the cost-effectiveness of treatment
• lack of information about the direct and indirect costs of mental illness in the workplace
• AND a general wariness about all things related to mental illness
Treatments for mental disorders are highly effective. Advances in medication and psychotherapy produce very good results, especially when therapies are combined.
An overwhelming majority of employees who are treated for depression report that their work performance improves.
Quality in the treatment of mental illnesses including substance use disorders requires early and accurate diagnosis (including detection of other medical illnesses that cause emotional symptoms). Paramount to optimal care is the well-informed choice of medication, active management of dosing and side effects; and/or skilled psychotherapy.
Brochure from Partnership for Workplace Mental Health - A Mentally Healthy Workforce - It's Good for Business
References:
Greenbert, PE, et al; The Economic Burden of Depression in the United States: How did it Change Between 1990 and 2000? Journal of Clinicial Psychiatry, 2003; 64(12): 1465-1475.
APA Partnership for Workplace Mental Health; www.apa.org
Posted by at 8:49 PM | Permalink | Comments (0) | TrackBacks (0)July 15, 2008
Why is health insurance so expensive?
I came across these numbers for CEO compensation in an AMA newsletter and have to say they seem a bit egregious. Could these companies employ more people in this country for claims review if these salaries were different?
1. H. Edward Hanway, chair, CEO, Cigna
Base pay: $1,110,000
Bonus/Nondeferred incentive pay: $17,999,970
Stock awards: $452,886
Option awards: $4,626,316
Retirement/Pension contributions: $1,618,584
Other compensation: $32,021
Total: $25,839,777
2. Ron Williams, chair, CEO, Aetna
Base pay: $1,095,785
Bonus/Nondeferred incentive pay: $1,900,000
Stock awards: $5,309,197
Option awards: $12,887,276
Retirement/Pension contributions: $1,749,414
Other compensation: $104,162
Total: $23,045,834
3. Dale B. Wolf, CEO, Coventry Health Care
Base pay: $925,000
Bonus/Nondeferred incentive pay: $3,821,226
Stock awards: $1,688,743
Option awards: $7,846,664
Retirement/Pension contributions: $122,860
Other compensation: $465,330
Total: $14,869,823
4. Stephen Hemsley, president, CEO, UnitedHealth Group
Base pay: $1,300,000
Bonus/Nondeferred incentive pay: $3,635,000
Stock awards: $0
Option awards: $8,134,691
Retirement/Pension contributions: $0
Other compensation: $94,838
Total: $13,164,529
5. Mike B. McCallister, president, CEO, Humana
Base pay: $973,558
Bonus/Nondeferred incentive pay: $1,950,000
Stock awards: $0
Option awards: $2,438,685
Retirement/Pension contributions: $4,438,993
Other compensation: $511,321
Total: $10,312,557
6. Angela F. Braly, president, CEO, WellPoint
Base pay: $922,769
Bonus/Nondeferred incentive pay: $588,311
Stock awards: $2,160,159
Option awards: $5,240,149
Retirement/Pension contributions: $3,706
Other compensation: $179,677
Total: $9,094,771
7. Jay M. Gellert, president, CEO,Health Net
Base pay: $1,180,769
Bonus/Nondeferred incentive pay: $0
Stock awards: $1,425,243
Option awards: $949,406
Retirement/Pension contributions: $0
Other compensation: $130,812
Total: $3,686,230
Source: Company filings with the Securities and Exchange Commission
Source: article authored by Emily Berry, AMNews staff. June 23, 2008.
Robin Stone, M.D.
Insight Psychiatry
13123 Rosedale Hill Ave.
Huntersville, NC 28078
704-948-3810
