In July 2011, we issued an action alert highlighting the potential dangers of a growing problem involving prescription drug abuse, which impacts benefit plan costs and administration as well as workplace safety.
More than two years later, this continues to be a major issue for employers. While there has been an overall decline in the share of workers testing positive for drugs, a study by Quest Diagnostics revealed there has been a dramatic spike in the number of employees testing positive for highly-addictive drugs, including:
Despite the threat posed by the abuse of these drugs to workplace safety, up to 80% of these positive tests may be disregarded because the user has a valid prescription. Plan sponsors have valid concerns about the impacts of abuse of opiates and other prescription drugs, and purchase services including medical management programs and drug utilization reviews designed to protect against overuse of prescription drugs. Many assume that their Pharmacy Benefit Managers (PBMs) are successfully utilizing these tools to identify and halt abuse of these dangerous medications. However, these programs are not fully effective in addressing this challenging problem.
The goal of any company’s benefit program should be to manage the underlying conditions while ensuring the delivery of the right care, in the right place, for the right price. Critical to achieving this proposition, a PBM should have processes in place that minimize opportunities for filling addictive prescriptions that could lead to dependency or abuse.
Using the techniques of effective vendor management and engagement to gain transparency on this complex issue, plan sponsors can stem the tide of this problem, mitigating the negative impacts to employee health, workplace safety, and benefit plan performance.
In today’s business environment, employers need to weigh the overall ROI company wellness programs.
Clients need to be diligent in monitoring their vendor relationships to ensure greater transparency.
Regardless of employer, the opportunity to save in excess of $1,000 per employee per year continues.