ライフサイエンスコーパス: employer

1 limited to the health plans offered by their employer.

2 er 1998 as part of a program sponsored by an employer.

3 nightshifts and length of time with current employer.

4 apitation plan with financial savings by the employer.

5 d for these factors and also for the type of employer.

6 employment due to systemic features of their employer.

7 m the perspective of the new nurse and their employer.

8 elated strategies are reported being used by employers.

9 health insurance paid for by private-sector employers.

10 Americans received health insurance through employers.

11 r essential elements of health care value to employers.

12 easing operating and maintenance expenses of employers.

13 reference pricing by an alliance of private employers.

14 inantly from large insurers and self-insured employers.

15 activity and resilience; qualities valued by employers.

16 letal and mental health conditions and their employers.

17 tages in the eyes of prospective editors and employers.

18 ld yield a positive return on investment for employers.

19 f genetic information by health insurers and employers.

20 m clinicians, family, friends, educators, or employers.

21 program on workplace outcomes, a concern to employers.

22 A total of 69,219 subjects participated (481 employers, 1,481 cities, 64 countries, all populated con

23 ation(1), but current interventions focus on employers(2,3) rather than customers.

24 s: (1) premium quality of care, (2) a single employer, (3) a somewhat uniform practice culture, (4) h

25 health insurance paid for by private-sector employers, 34.2 percent (90 percent confidence interval,

26 y expressing reluctance to permit testing if employers (93/117; 79.5%), health insurers (90/117; 76.9

27 after breast cancer diagnosis, and perceived employer accommodation (odds ratio = 2.3; 95% CI, 1.06 t

28 tio = 0.42; 95% CI, 0.18 to 0.99), perceived employer accommodation for cancer illness and treatment

29 lace mental health program implemented by 66 employers across 40 states from January 1, 2018, to Janu

30 rviews with executives at 609 of the largest employers across 41 US markets between July 2005 and Mar

31 rthritis-related LPT and offer employees and employers an effective return on health care use.

32 epression employed in the previous week cost employers an estimated 44 billion dollars per year in LP

33 ranking based on an aggregate of Health Plan Employer and Data Information Set (HEDIS) measures after

34 rformance measure as part of the Health Plan Employer and Data Information Set (HEDIS) that appears t

35 utcome was total claims payments (the sum of employer and employee spending for each claim) for labor

36 ance the groups on characteristics including employer and enrollee propensity to have HDHPs.

37 earcher population, and consequent shifts in employer and funding demands.

38 for surgical encounters paid by the insurer/employer and patient OOP expenses were calculated.

39 The financial effect on the employer and the satisfaction of patients and physicians

40 The study involved seven employers and a total of 90,005 adult enrollees.

41 d expenditures for behavioral health care by employers and behavioral health care patients in a large

42 er students to schools, healthier workers to employers and businesses, and a healthier population to

43 claims and administrative data from large US employers and commercial payers.

44 tions seeking to be inclusive and challenges employers and educators to acknowledge inequalities and

45 ) but can be perceived as beneficial by both employers and employees (fewer handovers, less overtime,

46 and quality of care, and negative impact on employers and employees.

47 they make workplaces safer at little cost to employers and employees.

48 working part-time discuss what individuals, employers and funders can do to promote and support part

49 We make recommendations to employers and funders to address some of these concerns,

50 rd-party intermediaries for various types of employers and government purchasers who negotiate drug p

51 urance is provided by third parties, such as employers and governments, in the Swiss system, individu

52 rising rapidly for working-aged adults, many employers and health insurance providers have changed be

53 SUDs represent the minimum direct cost that employers and health insurers face because not all peopl

54 Many employers and health plans have adopted 3-tier formulari

55 Many employers and health plans have adopted incentive-based

56 th less financial outlay than is incurred by employers and households paying for health-care premiums

57 Employers and Occupational Health Services need this inf

58 st programs are to occur in ambulatory care, employers and other health care purchasers must be proac

59 employment may be of particular interest to employers and other stakeholders.

60 disability discrimination and apply to some employers and others not regulated by federal law.

61 nurses at different career stages would help employers and policy-makers who want to enhance nurse re

62 ccupation (professionals and managers; small employers and self-employed; or lower clerical, service,

63 rvices, whereas economic savings are made by employers and society.

64 Employers and state policymakers are exploring reference

65 rsonnel and membership records obtained from employers and trade unions.

66 insurance overemphasize the role of private employers and underestimate the extent to which governme

67 al socio-economic impacts for workers, their employers and wider society.

68 ividuals from two groups (males and females, employers and workers) would like to form a long-term re

69 bers who receive health insurance from their employer, and 97% overestimated the average union dues r

70 xperience, career inactivity, years with the employer, and responsibilities at work, among other fact

71 ricts access to medical records by insurers, employers, and clinical researchers.

72 alth consequences for individuals, families, employers, and government.

73 Policy makers, employers, and insurers often provide financial incentiv

74 community, act as a credible badge for fair employers, and open a dialogue with partners.

75 Rather, payers, employers, and patients themselves demand evidence that

76 favorably received by patients, physicians, employers, and society as well as payers.

77 cted but also on their families, colleagues, employers, and society.

78 en and men who do the same work for the same employer are rare, and research informing this crucial a

79 Instead, employers are decreasing coverage and creating a market

80 Employers are playing an increasingly influential role i

81 nt insurance such as Medicare, workers whose employers arranged their insurance but contributed nothi

82 Surveyed employers as a whole do not appear to be individually im

83 status, injury characteristics, and offer of employer assistance and associations between follow-up c

84 Participants offered employer assistance in the first 3 months after injury w

85 Employer assistance included sick leave, reduced hours,

86 and associations between follow-up care and employer assistance were investigated.

87 the characteristics of hospitals and patient employers associated with the actions.

88 Findings contribute towards raising employers' awareness of what interventions might work fo

89 e Advantage enrollees with stable, uncapped, employer-based drug coverage throughout the study period

90 ces, including a cap on the tax exclusion of employer-based health insurance, to subsidize health car

91 urance claims database from a large national employer-based health plan was obtained.

92 Patients with private or employer-based insurance (OR 0.88, 95% CI 0.81-0.96), Me

93 Medicare Supplemental Database for men with employer-based insurance (primary commercial or Medicare

94 population-based cohort from a nationwide US employer-based insurance claims database from January 1,

95 esity were substantial for both Medicare and employer-based insurance.

96 Employer-based interventions may be effective in improvi

97 ol risk, so that Americans without access to employer-based or other group insurance could obtain a s

98 Insurance was employer-based or public among 65 (38.5%) and 75 (44.4%)

99 ember 31, 2020, using claims-based data from employer-based private health insurance plans in the US.

100 rs of age who voluntarily participated in an employer-based screening-colonoscopy program.

101 f care at significantly lower costs than the employer-based US system and without the constrained res

102 We examined employer-based wellness program to determine health habi

103 was provided in the real-world setting of an employer-based WMP, compared with the WMP alone.

104 ough such settings are designed to encourage employer behavior in the northwest corner of Homo econom

105 scuss some of the policy context surrounding employer benefits that support parenting, particularly a

106 Policies that target employer bias in hiring and promotion decisions are also

107 That is, employers biased against women are less likely to take i

108 , 957 (41.8%) planned to leave their current employer but remain in nursing, with workloads as the mo

109 in their specialty certificate by at least 1 employer, but only approximately one third of those who

110 ous research awards, publication record, and employer characteristics, we find that black applicants

111 ined in traditional plans (control group) by employer choice during a 24-month period were identified

112 loyment dates) increases callbacks from real employers compared to resumes without employment gaps by

113 er they are due to limited practice support, employer constraints, or other causes remains to be dete

114 Employers could continue to offer employment-based cover

115 rnment agencies, colleges, the military, and employers could improve public health by initiating educ

116 Employers, courts, and the general public judge the cred

117 The Health Employer Data and Information Set (HEDIS) has expanded,

118 The Health Plan Employer Data and Information Set (HEDIS) is described i

119 h professional organizations and is a Health Employer Data and Information Set (HEDIS) performance me

120 easuring patient monitoring: the Health Plan Employer Data and Information Set (HEDIS) quality-of-car

121 ce organizations participating in the Health Employer Data and Information Set (HEDIS), covering 73 m

122 uality-of-care measures from the Health Plan Employer Data and Information Set (HEDIS).

123 alth care performance measures in the Health Employer Data and Information Set (HEDIS).

124 report performance data for the Health Plan Employer Data and Information Set (HEDIS).

125 The Health Plan Employer Data and Information Set and the Council of Sta

126 performed using individual-level Health Plan Employer Data and Information Set data.

127 The time devoted to these tasks was employer dependent, and workplaces shaped the scale and

128 o = 2.2; 95% CI, 1.03 to 4.8), and perceived employer discrimination because of a cancer diagnosis (o

129 In addition, perceived employer discrimination because of cancer was negatively

130 part to their condition), costs are borne by employers due to lost productivity, absences, underperfo

131 tary costs and monetary benefits accruing to employers during a 5-year time horizon.

132 rance company (ie, insurance funded by joint employer-employee contributions).

133 Here, using recent linked employer-employee data from 15 countries, we show that t

134 Under reference pricing, the insurer or employer establishes a maximum contribution it will make

135 Employers' evaluations are colored by the candidate's ph

136 Compared with controls, randomly inspected employers experienced a 9.4% decline in injury rates (95

137 A majority of the LPT costs that employers face from employee depression is invisible and

138 Support from employers, family/carers and the state/health services a

139 y turnover predictors will be informative to employers for prioritizing strategies to retain their re

140 In this cohort study, employer-forced switching to an HDHP was associated with

141 Employers frequently ask physicians to conduct medical e

142 strophic plan and in whether the employee or employer funds the MSA.

143 In this context, employers, government payers, and health plans are estab

144 managed care plans and other groups such as employers, government, and professional associations.

145 Motivating effortful behaviour is a problem employers, governments and nonprofits face globally.

146 izations can be made more accountable to the employer groups that hire them.

147 though a small group of the largest national employers has been actively engaged in promoting quality

148 Value-based purchasing by employers has often been portrayed as the lynchpin to qu

149 Employers have increasingly invested in workplace wellne

150 from the Consumer Expenditure Survey, Kaiser Employer Health Benefits Survey, US Census Bureau's Curr

151 dence to suggest that company performance on employer health management scorecards is associated with

152 an insurance claims database of self-insured employer health plans (n=2,285) in the US.

153 the administrative costs of health insurers, employers' health benefit programs, hospitals, practitio

154 However, few employers, health plans, or government programs have att

155 local market constituencies, but to national employers, health plans, provider organizations, and the

156 health insurance paid for by private-sector employers if they had no public insurance coverage and w

157 plan of a large university and health system employer in Florida from January 2015 to June 2019.

158 How many nurses leave their employer in the next year will tell you who was good, wh

159 place wellness recognition program to assist employers in applying the best systems and strategies fo

160 sociation will develop resources that assist employers in meeting these rigorous standards, facilitat

161 l was conducted from 2015 to 2019 at 3 large employers in Philadelphia, Pennsylvania.

162 The financial value of the latter to employers in terms of recovered hiring, training, and sa

163 nsurance was paid for in whole or in part by employers in the private sector and the number receiving

164 Employee records from multiple large employers in the United States were obtained from the Hu

165 ciary obligations of professionals and their employer-institutions to their mutual patients may be at

166 e and presymptomatic genetic test results to employers, insurers, and others.

167 Employer interest in workplace costs of mood disorders s

168 s of the National Health Service (NHS) as an employer internationally.

169 ess trials are needed to study the return on employer investment of coordinated programs for workplac

170 sses the power relations between workers and employers, is a well-established social determinant of h

171 ADA in 1991, the author described respondent employers, issues in dispute, and outcomes of charges.

172 insurance-based discrimination and variable employer leave policies.

173 ndividuals for 1 year before and after their employers mandated a switch from a traditional health ma

174 Employer-mandated addition of a PDL that included asthma

175 Employer-mandated HDHP switches were associated with a r

176 Employer-mandated HDHP switches were associated with dec

177 ple who were self-employed or employed by an employer, married, highly educated, regular attendees of

178 itment and retention of mental health staff, employers may consider implementation of 12 h shifts to

179 Awareness among clinicians, caregivers, and employers may facilitate clinical counseling and occupat

180 al services, education, local government and employers must be involved.

181 r because of pre-established independence or employers not changing policy, 3) Perception of nurse pr

182 t decade, hospitals have increasingly become employers of physicians.

183 t decade, hospitals have increasingly become employers of physicians.

184 of the authors (as either remote postdocs or employers of remote postdocs), we provide a road map to

185 t who had to switch to an HDHP because their employer offered no non-HDHP alternative in that year we

186 was conducted of 199 adults who received an employer-offered BCT program for PTSD symptoms that deli

187 Employers often make payment contingent on performance i

188 Our findings may inform policymakers and employers on designing more effective labour market poli

189 ts report that MOC is required by 1 of their employers, only one third of those who participate in th

190 ng private insurance through a participating employer or government organization.

191 cian relationships, regardless of changes in employers or in work status.

192 victims often do not report these events to employers or law enforcement, making it challenging to a

193 hort study of patients insured through their employers or the ACA Marketplaces used claims and remitt

194 gender, body mass index, years with current employer, or years in practice.

195 The cost of depression to employers, particularly the cost in lost work days, is a

196 Bottom-up cost analyses from the employer perspective supplied data on inpatient and outp

197 mpared with antidepressant users enrolled in employer plans that had not implemented step therapy.

198 databases, antidepressant users enrolled in employer plans that implemented antidepressant step ther

199 rial participants from several US insurer or employer populations and an academic health system were

200 Government agencies recommend that employers prevent violence against workers by adopting i

201 alf (46%) of respondents reported that their employer provided lifts.

202 ug spending among working-age enrollees with employer-provided drug coverage.

203 n-based study using claims from a nationwide employer-provided health insurance plan in the United St

204 nder 18 years old enrolled in a nation-wide, employer-provided insurance plan.

205 mpact on health care costs of Americans with employer-provided insurance.

206 uding family leave, flexible work hours, and employer-provided or subsidized childcare, to mitigate t

207 that offers screening services as part of an employer-provided wellness program.

208 ed health insurance claims data from a large employer purchaser from July 1, 2014, to June 30, 2019.

209 significantly improve treatment quality, but employer purchasers have been slow to adopt these progra

210 Spurred by demands for data from employer-purchasers and accreditation agencies and the a

211 and women who do the same work for the same employer receive similar pay, so that processes sorting

212 nges in care, increased burden on family and employers, relief in receiving consistent care, immediat

213 Of 1041 companies contacted, 609 employer representatives completed the survey (response

214 Two large employers represented in multiple market areas across th

215 gram participation, it is less clear whether employers' requirements are an equally compelling extern

216 ment in their respective fields, and initial employer response has been favorable.

217 hanging practice patterns as physicians age, employer restrictions, or generational choices.

218 ed with 3-tier formulary implementation by 1 employer resulted in lower total ADHD medication spendin

219 re likely to accept a vaccine and take their employer's advice to do so.

220 , full premium-covered health insurance; and employer's contribution to the worker's health insurance

221 A secondary cost-benefit analysis from the employer's perspective tracked monetary costs and moneta

222 From the employer's perspective, enhanced depression care yields

223 48.1% reported that they would accept their employer's recommendation to do so.

224 and the impact of hospitalist programs on an employer's sense of health care value is predicted to be

225 , 0.21; 95% CI, 0.07 to 0.67; no insurance v employer-/school-sponsored insurance) or quit working di

226 Employers seem to have a pivotal role in breast cancer p

227 Employers should also be allowed to participate in these

228 study included participants eligible for an employer-sponsored behavioral health benefit between Nov

229 this cohort study, every $100 invested in an employer-sponsored behavioral health program with fast a

230 Employer-sponsored benefit programs aim to increase acce

231 eneficiaries; however, many individuals with employer-sponsored coverage and those with higher costs

232 Participants include individuals with employer-sponsored coverage from Aetna, Humana, or Unite

233 (OR, 0.55; 95% CI, 0.34-0.88) vs those with employer-sponsored coverage.

234 rivate insurance, most (117 939 [79.0%]) had employer-sponsored coverage.

235 33 primary members and their dependents with employer-sponsored coverage.

236 loyees lose their jobs, many will lose their employer-sponsored dental insurance (ESDI).

237 prescription drugs compared with those with employer-sponsored drug coverage (7.9% vs 1.7%; adjusted

238 h no drug coverage to 27.4% in patients with employer-sponsored drug coverage (P<.001).

239 amilies, but millions of dependents for whom employer-sponsored family coverage is unaffordable could

240 Data on the effectiveness of employer-sponsored financial incentives for employee wei

241 her these ideas have significantly permeated employer-sponsored health benefit purchasing.

242 Costs of employer-sponsored health care benefits have increased f

243 ics Data Mart database from individuals with employer-sponsored health coverage, adults aged 18 to 64

244 are patients in a large national database of employer-sponsored health insurance claims.

245 of poverty, not covered by current public or employer-sponsored health insurance.

246 a from a national sample of individuals with employer-sponsored health insurance.

247 poisoning in adults aged 18 to 64 years with employer-sponsored health insurance.

248 data for US adults with diabetes enrolled in employer-sponsored health plans between January 1, 2010,

249 utilization of and spending on drugs in two employer-sponsored health plans that implemented changes

250 sted for SARS-CoV-2 IgG as part of an annual employer-sponsored health screening program conducted in

251 ncluded patients with kidney failure who had employer-sponsored insurance for 12 months following dia

252 ngitudinal cohort of patients with gout with employer-sponsored insurance from 2007 through 2019.

253 individuals younger than 65 years covered by employer-sponsored insurance from 2013 to 2017.

254 e insurance (OR, 0.37; 95% CI, 0.23-0.60) vs employer-sponsored insurance less often sought assistanc

255 -dose trazodone dispensing among adults with employer-sponsored insurance or Medicare supplemental pl

256 National employer-sponsored insurance population estimates were o

257 nditures in the study cohort to the national employer-sponsored insurance population.

258 ex couples were more likely to be insured by employer-sponsored insurance than their counterparts in

259 retrospective cohort study of patients with employer-sponsored insurance undergoing common outpatien

260 those covered by Medicare, individuals with employer-sponsored insurance were less likely to report

261 those covered by Medicare, individuals with employer-sponsored insurance were less satisfied with th

262 individuals covered by Medicaid, those with employer-sponsored insurance were more likely to report

263 f age (10,654 adults and 2617 children) with employer-sponsored insurance who obtained health care th

264 Overall, adults with employer-sponsored insurance with a weight loss of 5% we

265 tenance organization, $5492 among those with employer-sponsored insurance, $5670 among those with Med

266 for medical interventions usually covered by employer-sponsored insurance.

267 .87-1.06) was found between individuals with employer-sponsored private health insurance and those wi

268 llions of patients and dependents covered by employer-sponsored private health insurance in the US) t

269 ), covered by Medicaid (2723), or covered by employer-sponsored private insurance (4256) for 1 full y

270 Los Angeles County, and ease of access from employer-sponsored vaccine distribution.

271 efits (pension or other retirement benefits; employer-sponsored, full premium-covered health insuranc

272 eline year of enrollment in a non-HDHP whose employers subsequently forced a switch to an HDHP were c

273 hose drug benefits were unlimited because of employer supplements.

274 Enrollees covered by the employer that implemented more dramatic changes experien

275 The enrollees covered by the employer that implemented more moderate changes were mor

276 ing and resource use by a large self-insured employer that reduced statin copayments for patients wit

277 Working for an employer that sustained fatalities also increased risk.

278 tive impact of employee health care costs on employers, the government budgetary problems caused by r

279 Managed care embodies an effort by employers, the insurance industry, and some elements of

280 n the minds of depositing researchers, their employers, their funders, and other researchers who seek

281 Patients whose employers then mandated a switch to an HDHP were assigne

282 (3) Involve employers to promote health in the workplace and provide

283 with patients with mTBI and coordinate with employers to promote successful return to work.

284 ck-leave coverage from mandates that require employers to provide benefits to qualified workers, incl

285 espondents; 16% [95% CI, 9%-23%]) or used by employers to reward performance (8 respondents; 2% [95%

286 The probable perspective of large employers toward the phenomenon of hospitalists can be d

287 core was significantly associated with using employer training (odds ratio, 1.41; 95% CI, 1.18-1.67)

288 Hourly low-wage worker members of an employer union health fund age 18 years or older with ne

289 al pay when doing the same work for the same employer versus labour market processes that sort immigr

290 he study period, and 87% reported that their employer was accommodating to their cancer illness and t

291 in a pattern detection hiring task when the employer was biased against minorities but not when majo

292 18 months after implementation, spending for employers was $1.34 million lower and the amount of copa

293 nt and radiation monitoring data supplied by employers was linked to each pregnancy.

294 xed "basket" of asthma medications across 37 employers, we estimated multivariate models of asthma me

295 Using the Dun & Bradstreet database of US employers, we identified the 26 largest firms in each ma

296 covered by insurance from a non-governmental employer who paid all or part of their premiums.

297 who were insured in the United States by 18 employers who provided a price transparency platform to

298 Employers will have to offer flexible working practices

299 Employers with severely restricted daily life exhibited

300 raining, and salary costs suggests that many employers would experience a positive return on investme