Employer Cohort on Opioid Misuse and Pain Begins Six-Month Journey

Until about seven months ago, “cohort” was not a word that was included in my day-to-day vocabulary. Now, it’s in rotation about as much as “hi,” “please,” “thank you,” and “I need more coffee.” This changed was spurred by the KHC’s employer-based initiative to form a cohort of their peers to partner in addressing the opioid crisis. The “Opioids and the Workplace” toolkit provided theoretical recommendations for employers to begin doing this. Next, our goal was to take these recommendations into action.

Our problem was clear: with an unprecedented rise in opioid misuse and opioid-related overdoses in the United States and Kentucky, employers are experiencing challenges related to productivity, absenteeism, hiring, retention, healthcare costs, workplace culture, and employee health. Our objective was action-driven: collectively prepare employers throughout Kentucky to leverage their positions as healthcare purchasers and employee support systems to improve access to evidence-based prevention, treatment, and recovery services for opioid use disorder and to maintain a healthy, loyal, and productive workforce.

On November 1, the KHC convened the first meeting of this cohort, “Addressing Opioid Misuse and Pain: A Six-Month Employer Journey.” In the room, we had 22 employers who have committed to working collectively to address Kentucky’s Opioid Crisis. These 22 employers represented 10% of Kentuckians, 11% of Kentucky workers, and 23% of Kentuckians with employer-sponsored insurance.

The first meeting’s focus was on the prevention of opioid use disorder through benefit design. To kick off the conversation, employers learned the basics of the opioid crisis, its impact on the workplace, and the basics of addiction as a chronic brain disease – all critical pieces of information as they move forward in this learning experience. Next, the group learned of tangible ways that they could change health benefits to support prevention, including the coverage of alternative pain management modalities, employee assistance programs (EAPS), site-of-use disposal technologies, and Screening, Brief Intervention, and Referral to Treatment (SBIRT).

There to share their workplace’s successes, challenges, and next steps in this area, was Jason Parrot, Senior Manager of Global Healthcare and Wellbeing at The Boeing Company. The Boeing Company has been taking significant strides over the past five years to curb risks related to opioid misuse and educate their employees. Boeing leveraged a data-driven and collaborative approach by working with their pharmacy benefit manager (PBM), dental administrator, behavioral health administrator, and medical plan administrator to reduce unnecessary opioid prescribing. To complement these efforts, the company launching an educational pilot among their employees and providers who are prescribing opioids.

Jason’s presentation kicked off a dialogue. A keystone of the employer cohort was the opportunity for employers to have a candid discussion on what they were experiencing related to substance and opioid misuse. Often, the employer/employee experience is shrouded by stigma and privacy. In this meeting, employers challenged this notion and had an engaging discussion on what prevention looked like in their workforce. They explored topics such as the availability of non-opioid pain management alternatives in their health plan and whether cost-sharing, prior authorization, or coverage limitations impeded their health plan members’ ability to access them. The efficacy of EAPs was explored and what challenges were being faced in ensuring that they met the substance use-related needs of workforces. The workplace availability of Naloxone (Narcan) was also discussed. Employers inquired about the training and safety of the life-saving drug’s administration and provided solutions to one another on how access can be expanded in their workforce.

The next meeting will convene on January 17, 2020 and focus on how treatment and recovery services can be supported through benefit design. In the meantime, cohort members are taking information back to their workforce and examining how it can be applied. They are staying engaged with the KHC and each through interactive dialogue and networking. Additionally, the group is participating in supplementary webinars to maximize their learning experience.

My vocabulary isn’t the only area I foresee evolving over this journey. The employer members of this cohort recognize the role they must play in supporting their employees and their loved ones as they face opioid-related challenges. Together, we will identify how benefit design, workplace policies, culture, and ultimately lives can be changed for the better.

Seeking Employers to Partner in Addressing Kentucky’s Opioid Crisis

Kentucky businesses are collaborating in a cohort to help combat the opioid epidemic. We invite HR managers, benefits managers, occupational health managers, multi-employer trust fund administrators, or other individuals responsible for their company’s health and/or healthcare to join the KHC in this six-month journey to become partners in fighting our state’s greatest healthcare crisis.

WHAT CAN EMPLOYERS EXPECT TO GAIN?

Together, employers will learn from experts and one another how to optimize their healthcare benefits, data analytics, and workplace policies to address the prevention, treatment, and recovery from opioid misuse and disorder, and the diagnosis, treatment, and management of acute and chronic pain.

  • Best Practices | Learn from national experts and peers on benefit design and workplace policies
  • Benchmark Data | Learn the impact of the opioid and pain crisis on your business with custom reports available from the Integrated Benefits Institute (IBI) and other benchmarks
  • Expert Speakers | Learn more about relevant laws and appropriate care for opioid misuse and pain
  • Expert Tools | Use tools designed specifically for you to fight the opioid epidemic
  • Cohort Portal | Access exclusively for cohort members
  • Member Networking | Collaborate closely with KHC and other employers

WHAT ARE EMPLOYERS EXPECTED TO DO?

WHAT DOES THE COHORT INVOLVE?

The KHC’s Opioids and the Workplace toolkit will serve as the guide. The cohort will dive deeper into how the toolkit’s recommendations can be implemented by national and local employers.

  • IN PERSON-MEETINGS | November 1, 2019, January 17, 2020, February 28, 2020, and April 2020
  • WEBINARS | To supplement the in-person cohort meetings, there will be a series of webinars. Participating employers will determine webinar topics and dates by interest and availability.

HOW CAN AN EMPLOYER GET INVOLVED?

Participation in the cohort comes at no cost. Contact Natalie Middaugh, KHC Community Health Program Manager, at nmiddaugh@khcollaborative.org to join.

Tackling Opioids in the Workplace

(Note: This guest piece was written by Tiffany Cardwell, Human Resources Consulting Principal, Mountjoy Chilton Medley and Director of Wellness, Louisville Society of Human Resources Management)

Tiffany Cardwell is a member of the KHC’s Worksite Addiction Group.

Opioids in the workplace is a topic that often gives pause for human resource professionals. The pause occurs since there are so many taboos and unknowns surrounding this issue for employers—no matter the size and no matter the industry. For the past year, I’ve had the wonderful opportunity to work with a talented team of experts through the KHC to create a toolkit for employers for supporting opioid prevention, treatment and recovery. Monthly meetings were held to focus on creating a tool for employers and their managers to assist with addressing opioids in the workplace. The toolkit was released last month at a half-day event where area employers explored the toolkit’s application and other relevant topics.

As an HR practitioner, I wasn’t quite sure what I would be able to add to the many experts who were involved with this initiative. What I quickly discovered is that everyone is in a continuous learning process with the subject matter of opioids. Although we had expert clinicians who have been practicing in the field for years, I was able to provide some insights from an HR professional consulting with managers daily who are doing their best to combat this issue. Although I do not have a clinical background, it was great to be able to share how we can create tools that employers will find easy to use and helpful as they address concerns with their direct reports.

Out of all of our discussions, I found it most helpful to become more educated about the definitions surrounding opioids. Using common language to speak with managers and employees provides clarity for this complicated workplace issue. Open communication is also key to successfully tackling opioids in the workplace. The more employees and employers are comfortable discussing this issue with each other, the quicker resolutions can be made to assist the employee to return back to work and effectively assist them through recovery.

If you have not downloaded your copy of the employer toolkit or reviewed it online, I encourage you to do so. Even if you’re not running into this issue now, it is helpful to proactively gain understanding about what you may run into in the future.