28
HEALTH
31 May 2017
Corporate
wellness remains
a contributor to
productivity levels
According to a research study conducted
by Occupational Care South Africa, the
leader in workplace health and wellness
in Southern Africa, absenteeism costs the
South African economy around
R12 million to R16 billion per annum.
An estimated 65% of a company’s
health-related costs can be attributed
to absenteeism and ‘presenteeism’; a
strategic wellness workplace programme
can reduce both.
It has become imperative for employers
alongside the healthcare fraternity to
design wellness strategies that create a
culture of well-being to assist employees in
taking charge of their health and lifestyles.
“Corporate wellness programmes
have existed for a while, but have
largely focused on occupational health
aspects and were more oriented to blue
collar industries. We still need to see
great improvement in the white collar
sectors where employee wellness has
deteriorated and lifestyle diseases are
more prevalent than ever, thus resulting
in increasing losses for organisations,”
says Chris Luyt, Bestmed, Executive Head
of Marketing and Distribution.
Lifestyle diseases in the workplace are
mostly attributed to the following factors:
unhealthy lifestyles, such as inactivity,
poor nutrition, poor exercise, poor health
and poor performance. Another element
is tobacco use and frequent alcohol
consumption, which lead to the prevalence
of chronic diseases such as diabetes, heart
disease and chronic pulmonary conditions.
These conditions have become a major
burden as they lead to decreased quality of
life, premature death, disability as well as
increased health care costs.
“We believe that these can be overcome,
when individuals also begin taking
responsibility to ensure healthy living,”
adds Luyt.
It is proven that when employees
are empowered with information and
technology, they tend to make smart
healthcare choices that contribute to
healthier lifestyles. This is where the
employers are encouraged to take strides
in understanding that the well-being of
their employees is not just about physical
health but more about their lifestyle
choices and ensure that suffi cient wellness
programmes are in place.
Great wellness programmes require
teamwork and personalisation and they
should include aspects such as stress
management, nutritional knowledge,
health screenings, safe exercising, disease
management and support groups, to
name a few.
Luyt explains that an increase in
productivity levels are required in order
to curb the upward trend of disengaged
employees in the workplace.
“At Bestmed, preventative healthcare
is a key focus and we roll out numerous
programmes to encourage the adoption of a
healthy lifestyle with our members. All these
initiatives are centred around our wellness
pillars which encompass every aspect of an
individual’s life and are personalised to suit
diff erent needs. They include Be Active, Be
Safe, Be Nutri-wise, Be Happy and Be Fin-fi t”,
says Luyt.
Chris Luyt, Executive
Head of Marketing and
Distribution, Bestmed
Genesis’s
defamation
case against
the CMS
thrown out
G
enesis Medical Scheme’s defamation case
against the Council for Medical Schemes
(CMS) has been thrown out of court.
Furthermore, the medical scheme was rebuked
for engaging in costly litigation.
Genesis recently brought an urgent application
before the Pretoria High Court, asking the
court to order the CMS, to remove, within 24
hours, a number of statements from its website.
Th e statements related to the scheme’s non-
compliance with the Prescribed Minimum
Benefi t (PMB) Regulations following complaints
by its own members. Th e argument raised by
Genesis before the High Court was that the
statements in question were defamatory.
Th e CMS says it’s pleased with the High
Court’s judgment.
“Th e judgment by the High Court bolsters
the CMS’s commitment to protect the interest
of members of medical schemes at all times”,
says Acting Chief Executive & Registrar for the
Council for Medical Schemes Dr Sipho Kabane.
“As a regulator we have a duty to publish
factual information about trends and
developments in the medical scheme industry,
including observations on any conduct that may
have a negative impact on members of medical
schemes, or the industry itself. Th e publication
of information regarding Genesis Medical
Scheme’s
disregard of a
WE HAVE A DUTY TO
judgement by
PUBLISH FACTUAL
the Supreme
Court of
INFORMATION
Appeal (SCA)
ABOUT TRENDS AND
regarding the
DEVELOPMENTS
payment of
PMBs can
therefore never be viewed as defamation,”
Dr Kabane adds.
“Our position is guided by the provisions
of the Medical Schemes Act, No. 131 of 1998,
regarding the payment for claims on medical
conditions which fall within the classifi cation of
PMBs. Our concern remains that members of
Genesis have been left fi nancially exposed and
may in future still be fi nancially unprotected
regarding payment of PMB treatment in private
hospitals by Genesis.”
Th e High Court says in its judgment that the
statement that members of Genesis have been
left fi nancially exposed and may in future still
be fi nancially exposed regarding the payment of
PMB treatment in private hospitals, is correct.
It concludes that the statements published by
the CMS in this regard were true and in the
public interest. Th e scheme’s application was
subsequently dismissed with costs.
Th e dispute regarding the scheme’s selection of
public facilities as designated service providers is
still pending before the Appeals Committee of
the Council.