公司领导说如果不改变员工的习惯,他们无法降低医保费用。他们援引了行为经济学家的研究成果,认为相比奖励这样的预期收益,人们对罚金这样的潜在损失会做出更有效的反应。根据韬睿惠悦咨询公司(Towers Watson)的一项研究,由于美国各公司今年在员工医疗保健方面的花费预计会达到人均12,136美元,处以罚金也许很快会成为大势所趋。
Employers may argue that tough-love measures, such as punishing workers who evade health screenings, benefit their staff and lower health-care costs. But such steps also portend a murky future in which a chronic condition, such as hypertension, could cost workers jobs or promotions─or prevent them from being hired in the first place.
老板们也许会说,诸如处罚逃避体检的职员这种严爱式的措施可以使员工受益,并降低医疗保健费用。不过这些措施对员工而言也预示着一个暗淡的前景,像高血压这样的慢性病可能会让员工失去工作或晋升机会──或者一开始就成为了妨碍他们被录用的障碍。
Until recently, Michelin awarded workers automatic $600 credits toward deductibles, along with extra money for completing health-assessment surveys or participating in a nonbinding 'action plan' for wellness. It adopted its stricter policy after its health costs spiked in 2017.
就在不久前,米其林还一直针对自付费用部分向员工提供600美元的自动奖励金,以及用于健康评估调查或参加非约束性健康“行动计划”的额外资金。2017年公司的医疗保健开支大幅上升之后米其林才采取了更为严格的政策。
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