VIsIonsVolume 23, Number 1

Fall 2012

The Periodical of the

National Association

of Oc cupa t iona l

Health Professionals

Occupational healthcenters are increas-ingly adding urgent

care services to diversify theirbusiness and improve theirbottom lines. And while therewards can be great, expertssay that there are many pit-falls to avoid and factors tocarefully consider before tak-ing the leap.

The topic is expected to be a hot one at RYANAssociates’ 26th AnnualNational Conference inChicago October 8 - 10. Astar panel will discuss inte-grating occupational healthand urgent care on TuesdayOct. 9 from 1 p.m. to 3 p.m.

“It’s a big trend,” said Dr.David Stern, chief executiveofficer of Practice Velocity, anurgent care electronic medicalrecord and billing servicesprovider in Belvidere, Ill. Dr.Stern is the former owner of achain of urgent care centersin Rockville, Ill., and willspeak at RYAN Associates’annual conference on blend-ing these service lines.

“Urgent care is a rapidlyexpanding aspect of healthcare,” Dr. Stern continued.“Healthcare reform andexpanded insurance coveragewill produce even moredemand.”

Concentra was one of the

first pure-play occupationalhealth providers to enter theurgent care sector. TheAddison, Tex.-based companyformed Concentra UrgentCare in 2004. Concentra waspurchased by Louisville, Ky.-based insurer Humana in2010 for $790 million.

Experts have seen the trendof blending urgent care withoccupational health growover the past five years, withmore occupational healthproviders expanding intourgent care.

Ms. Lou Ellen Horwitz,immediate past president ofthe Urgent Care Associationof America, said that the eco-nomic downturn first drovethe trend. “Occupationalmedicine really struggled dur-ing the recession,” Ms.Horwitz said.

Potential synergyMassive layoffs, a decline in

manufacturing and the hous-ing crisis meant lowerdemand for occupationalhealth services. And in a pooreconomy, workers can be hes-itant to report on-the-jobinjuries for fear of losing theiremployment, said Mr. RoyGerber, senior principal atRYAN Associates.

Even as the economy hasimproved, workplaces inrecent decades have becomesafer, and a shift away frommanufacturing and construc-tion means fewer clients foroccupational healthproviders, Mr. Gerber said.“The market potential foroccupational health in manylocations, it is fair to say, hasshrunk,” he said.

A Sense of Urgency: Blending occupationalhealth with urgent care has rewards, risks

InsIde

2 NAOHP News

4 TrendsettersBridging employee health with occupational medicine

5 Roundtable

8 MarketingInvolving physicians in marketing services

11 In the Numbers

12 Regulatory Agenda

13 Recommended Resources

14 Education

15 Calendar

16 Vendor Program

20 Job Bank

continued on page 10

To: NAOHP membersRe: Summer Quarter 2012

conference callFrom: Stacey Hart,

director of operations

The NAOHPBoard held itsquarterly meet-ing via confer-ence call onAugust 8. BoardMember KarenKosidowski-Bergen wasunable to attend.Executive

Director Frank Leone and staff memberStacey Hart were in attendance.

Opening commentsBoard President Dr. Steven Crawford

thanked all of the board members fortheir participation on the call.

2012 national conferenceMr. Leone reported that registration

for the RYAN Associates’ 26th annualnational conference,http://www.naohp.com/forms/national/26/ October 8-10 at the Drake Hotel inChicago is up substantially from lastyear. He noted that the strong curricu-lum and faculty were key in drawingregistrants. Additionally, the weekendpre-conference course, Core Components

for Profitable Occupational Health

Programs, October 6-7 at The Drake isgaining momentum, as well as the singleday Worksite Wellness: The Healthy

Worker Advantage course on Saturday,October 6, offered by the AmericanCollege of Occupational andEnvironmental Medicine (ACOEM).

Ms. Stacey Hart reported that CNEunits through the American Associationof Occupational Health Nurses(AAOHN) and CME units through theAmerican Academy of FamilyPhysicians (AAFP) have gained appli-

cants. She also noted that the confer-ence website is live with detailed flyersposted for the Illinois Summit, UrgentCare track, Sales and Marketing courseand pre-conference Core Componentscourse.

New member recruitment

and renewals

Board member Mike Schmidt and Ms.Hart reported that NAOHP new mem-bership has increased this summer andthat 2012 membership renewal numberswere strong.

Staff and clinician relationships

Dr. Crawford noted the importance ofthe NAOHP’s continuing relationshipwith ACOEM and was pleased to reportthat ACOEM would be offering a pre-conference course on Worksite Wellness:

The Healthy Worker Advantage

http://www.acoem.org/WorksiteWellness10-06-12.aspx on Saturday, October 6,2012 from 8:30 a.m. to 5 p.m. at TheDrake in Chicago.

Member education and services

Ms. Hart noted that the NAOHP Bi-Annual National Survey data collectionwill start in early October.

Mr. Leone reported that the onlinecoaching and mentoring programsincluding the Operational Excellenceprogram facilitated by Donna LeeGardner and the Occupational HealthSales and Marketing program facilitatedby Mr. Leone were well-received thisyear and will be offered again starting inearly 2013.

Member benchmarking Mr. Leone reported that a joint ven-

ture with Press Ganey to providenational patient satisfaction bench-marking data for occupational healthclinics has been finalized. He noted that

NAOHP member programs can sign upto be survey sites at a 15 percent dis-count off the retail price.

Publications Mr. Leone reported that his new book

Marketing Healthcare Services to

Employers: Strategies and Tactics

http://www.naohp.com/menu/publica-tions/mhse/ (Seal Hill Press, May 2012)is being well-received. The book coversa broad array of tips and strategies formany types of healthcare service lines.

He also noted that the quarterlyNAOHP member publication,VISIONS, is now edited by Ms. RebeccaVesely who is an expert on healthcarereform and will bring a global perspec-tive to the publication.

The next board meeting will be held

following the annual national confer-

ence, on Wednesday October 10.

2

Executive EditorFrank H. Leone

Editor in ChiefRebecca Vesely

Graphic DesignErin Strother • Studio E Design

PrintingCustom Printing

VISIONS is published quarterly by the National Association of

Occupational Health Professionals,226 East Canon Perdido, Suite M

Santa Barbara, CA 93101(800) 666-7926 • Fax: (805) 512-9534

Email: info@naohp.com • www.naohp.com

NAOHP and RYAN Associates are divisions of Santa Barbara Health Care, Inc. © pending VISIONS may not be copied in whole or in

part without written permission from NAOHP.

Volume 23, Number 1Fall 2012

Summer Quarter 2012 Conference Call

3

Members of the NationalAssociation of OccupationalHealth Professionals

(NAOHP) often use the association asa resource for research, performancecomparisons and peer networking,which helps us fulfill our mission:

“The NAOHP supports provider-based occupational health programsand professionals in the achievementof the highest quality services, therebyadvancing the association to the bene-fit of the national workforce and thepublic health of the country. TheNAOHP will seek to assist providers inestablishing partnership relationshipswith employers and their workforcesto ensure genuine health care costmanagement and individual healthmaintenance.”

The following summarizes some of ourongoing activities as part of efforts toelevate the field of occupational healthand better serve our constituents.

BenchmarkingThe association is conducting its bi-

annual survey of provider-based pro-grams and free-standing clinics usingSurvey Monkey as the data collectiontool. Respondents are able to viewresults immediately after completing thesurvey. All entries are confidential; dataare displayed only on a de-identified,aggregate basis. Collective responses areused to establish national benchmarksfor industry comparisons, so the greaterthe number of respondents, the moremeaningful the data. The survey link iswww.surveymonkey.com/s/2LJQJ2Z.

Following lengthy discussion theNAOHP and Press Ganey have agreedto offer special discounted patient serv-ice assessment and benchmarking serv-ices to NAOHP member organizationsat a deeply discounted rate. Thearrangement will feature an occupa-tional health-specific patient serviceassessment tool. Included in the pack-age will be detailed reporting and realtime data access, analytics and bench-marking with other NAOHP programs.For further information please contactPatty Williams, Director of StrategicPartnerships for Press Ganey at

855-849-2023 or pwilliams@pressganey.com and mentionthat you are an NAOHP member.

OperationsThe NAOHP’s Complete Resource

Guide to Occupational Health Program

Management, Version 2.0, on CD-ROMremains a popular resource. The Guide

contains soup-to-nuts descriptions, protocols, policies and procedures in 10 sections:• Introduction to Occupational Health

• Product Lines

• Staffing Plans and Efficiencies

• Internal Employee Health

• Attaining Optimal Clinic Flow

• Standards of Care

• Sales and Marketing

• Ensuring Optimal Patient Service

• Financial Management

• References and Resources

MentoringRYAN Associates (the NAOHP’s sis-

ter organization) offers formalized tele-phonic/online mentoring opportunities.A Sales/Marketing Coaching and

Mentoring Program, led by Frank Leone,president and CEO, is a 10-week sessionfeaturing weekly hour-long conferencecalls, submission of homework assign-ments before each call and an a reviewof each assignment during each session.Donna Lee Gardner, senior principalwith RYAN Associates, leads a similarprogram, Ten Weeks to Operational

Excellence. These programs are limitedto 10 participants and are scheduledperiodically throughout the year. Thementoring programs will next be offeredin early 2013.

Certificate programsThe NAOHP offers individuals and

organizations an opportunity to demon-strate proficiency via a certificateprocess. To be awarded a Certificate ofCompetency in Occupational HealthPractice Management, individuals mustpass a written examination. The exam isheld in conjunction with a course onoccupational health core componentssponsored by RYAN Associates.

However, the course is not a perquisite.The exam will next be offered via proctor in October following RYANAssociates’ National Conference, Oct.8-10 in Chicago. Certificates must berenewed every three years by demon-strating efforts to complete continuingeducation in the field. Opportunities to re-certify will be available at the conference.

Programs and clinics undergoing SiteCertification are evaluated in compari-son to NAOHP standards in six cate-gories: administration and organization;operational framework; staffingresources; clinical services; quality management; and sales and marketing.NAOHP Quality-Certification isawarded for three years following an on-site survey to organizations thatmeet standards.

Vendor programMembers of the NAOHP Vendor

Program are listed in every edition ofVISIONS and on our website toencourage members to utilize theirproducts and services. Many of the ven-dors offer discounts to new customers.

Professional placementThe NAOHP’s Professional

Placement Program is designed to helpmember organizations find suitable can-didates for key positions such as pro-gram directors, medical directors andsales executives. All recruitment is han-dled on a contingency basis, with a feecharged only if a recommended candi-date is hired.

Background checksThe NAOHP has partnered with

Acxiom® Corporation to offer discountrates on background screening servicesfor employers while simultaneouslyearning a 20 percent referral fee onassociated gross revenue.

NAOHP Offers Variety of Resources to Members

To learn more about programs and services,visit www.naohp.com andclick on the NAOHP tab.

VIsIons

4

More hospitals are reaping sub-stantial savings by interfacingemployee health with occu-

pational health. That’s because hospitals and health

systems are in a prime position to betterserve their employees through wellnessprograms, injury treatment and preven-tion screenings. Many of these servicesalready exist on site, experts said.

If these programs prove successfulwith internal workers, there is ampleopportunity to roll them out to localemployers, creating a new and fast-growing revenue stream.

“The more we think about what ishappening today in healthcare – a focuson prevention, wellness and diseasemanagement – there’s a module in thecommunity that has all this, and that isoccupational health,” said Ms. DonnaLee Gardner, senior principal at RYANAssociates.

Ms. Gardner will speak during a special session on this topic at theRYAN Associates’ 26th AnnualNational Conference in Chicago on Oct.8 from 3:30 p.m. to 5 p.m.

The trend has been accelerating andevolving over the past three to fouryears, Ms. Gardner said.

Driving the trend are healthcare costsand a focus on employee health to improveproductivity and reduce absenteeism.

Almost half of all Americans live witha chronic disease related to physicalinactivity, diet and smoking. Meanwhile,workplace risk factors are related toinjuries and illnesses. Hospital settingrisk factors include back injuries fromlifting patients and psychosocial stressorsof working in a fast-paced environment.

Healthier workers cost less, researchshows, and wellness interventions at theworksite can make a difference. Medicalcosts fall, on average, by $3.27 for everydollar spent on wellness programs, and

absentee day costs fall by about $2.73for every dollar spent, according to a2010 study by Harvard researchers pub-lished in Health Affairs.

“This average return on investmentsuggests that the wider adoption of suchprograms could prove beneficial for budg-ets and productivity as well as healthoutcomes,” the study authors wrote.

Hospitals have, in general, beenbehind the curve on workplace wellnessinterventions, Ms. Gardner said. Butthey are starting to catch on. “It’s like weare the last ones at the table,” she said.

Adoption of electronic medicalrecords is accelerating the trend becauseEMRs have built-in privacy safeguardsthat create firewalls between theemployer and the worker, Ms. Gardnersaid. Workers compensation informa-tion and rehabilitation can be includedin EMRs today but with special pass-word protections, she added.

Hospitals already have much of whatthey need to get going at their finger-tips. For decades, they have adhered tofederal worker safety standards such asadministering caregiver vaccines, tuber-culosis skin tests and respiratory surveil-lance with fit tests, Ms. Gardner said.

Now, they can build on this platformby adding wellness coaching, nutritionalcounseling and worker injury management.

Unlike employers in other sectors ofthe economy, hospitals and health serv-ices can build these services internallyinstead of paying outside vendors.

By rolling up existing services, hospi-tals and health systems can service theiremployees within these functions.

In July 2011, the American Collegeof Occupational and EnvironmentalMedicine called on employers to inte-grate their safety initiatives with healthand wellness programs.

“This is the path to creating a health-

ier workforce,” said Dr. Pamela Hymel,the paper’s lead author and a past presi-dent of ACOEM, in a statement.“While we have made great strides increating separate cultures of safety andwellness in the United States in recentdecades, the two have yet to meet andmerge into a truly sustainable culture ofhealth.”

Keeping safety and wellness in separatesilos doesn’t help workers or employers,the ACOEM wrote in the paper.

Creating a so-called culture of well-ness at work seems like a great idea, butputting it into practice, and being suc-cessful, requires resources, energy and asystematic approach, experts agreed.

Keys to success include: organiza-tional leadership, promoting employeeparticipation, finding and using theright tools, ensuring confidentiality,measuring and analyzing results and pro-viding adequate resources, according toMs. Gardner.

Defining provider competencies, cre-ating operational efficiencies and con-ducting financial management also arecritical, she added.

Bridging Employee Health with Occupational Medicine

Hospitals are learning they have the tools to do both successfully

VIsIons

5

VISIONSrecentlycaught up

with the presidents ofthe leading occupa-tional health memberorganizations. Theysat down to talkabout their vision foroccupational health.Participants were Dr. Karl Auerbach,president of theAmerican College ofOccupational and EnvironmentalMedicine (ACOEM); Dr. StevenCrawford, president of the NationalAssociation of Occupational HealthProfessionals (NAOHP); and Ms.Catherine Pepler, president of theAmerican Association of OccupationalHealth Nurses (AAOHN). The conver-sation took place on Sept. 7, 2012.

Q.Dr. Auerbach. Why did you makethe commitment to serve as the

president of ACOEM? Why, in yourmind, is the commitment worth it?

Dr. Auerbach: It is a lot of fun, in acrazy sort of way. My involvement withACOEM over the years had brought meto a point where I had something tooffer and being president seemed to beone of the ways that I could do that.

Q.What was it that you had to offer?

Dr. Auerbach: My perspective ofover 30 years of practicing occupationalhealth and training in business; I felt Icould bring some of that to back to theorganization.

Q.Dr. Crawford, why your commitment to the NAOHP?

Dr. Crawford: The NAOHP com-bined two of my strong interests: clini-cal medicine and business. What reallymade the NAOHP different for me isthat it talked about the business aspectsof occupational health. I realized howimportant it was to combine the two tobe successful and the NAOHP was theonly place I found that really combinedthe two components of occupationalmedicine.

Q.Ms. Pepler, your commit-ment to the AAOHN?

Ms. Pepler: I believe that we have aresponsibility to give back. I havegained so much from my colleagues aswell as from the association over theyears. To be a part of the change youneed to embrace, engage and promoteit. That includes facilitating growth anddevelopment and helping people rise toa higher level of ability and success.

Q.Dr. Auerbach, what do you thinkis the ultimate role of occupa-

tional health in our nation’s health-care system? In a best case scenario,what is your vision for the occupa-tional health world 10 or 20 yearsfrom now?

Dr. Auerbach: I would like everyworking person to have access to anoccupational health provider. There area lot of people who do not have accessto a person trained in occupationalmedicine and that is detrimentalbecause there are specific issues at theworkplace that general physicians don’tunderstand as fully as they need to.There needs to be access.

Q.In the ideal world of tomorrowwhat might the model look like?

Dr. Auerbach: It would be great if wecould adopt the model used by manyEuropean countries where there is amandate that an occupational healthphysician be involved with every work-ing person in their organization. Theproblem is that it is not the way that we do things in the U.S., so to a greatextent it tends to be a voluntary systemwith perhaps some push from the insurance systems. Occupational

physicians have to showtheir worth to the organizations.

Q.How do they do that?

Dr. Auerbach: A lotof it is through the busi-ness of healthcare, byshowing the savings and the benefits to theworkers and the organi-zation. We must getcompanies to understand

the importance of their workers havingaccess to occupational medicine care.

Q.Dr. Crawford, what do you thinkis the role of occupational

health and where is it headed?

Dr. Crawford: I remember sitting inon a lecture maybe 20 years ago andsomebody talked about universal health-care insurance coverage, meaning oneuniversal insurance system for allhealthcare conditions. If you go to yourprivate doctor and you have a heartproblem, he refers you to a cardiologist.When you have a work-related injury,you should see an occupational healthphysician. Today there are two separateinsurance plans for these two scenarios.The problem is that with the employer’sexpanded insurance role post-WorldWar II, these two insurance plansremained separate and distinct. Thebest-case scenario would be to have“universal” insurance coverage withmedical gatekeepers making appropriatereferrals regardless of where the medicalcondition originated.

Q.Ms. Pepler?

Ms. Pepler: Occupational health has acrucial role in shaping the health of citi-zens around the world. Our focus is onthe worker and their family so, in fact,the vast majority of people in the world.I believe the field will be seen as a vitalpart of our health system here in theUnited States. I do not believe that hasalways been the case in the past, but asthe healthcare system evolves, formingcollaborations with all healthcare pro-fessionals and fields, occupational

Roundtable: Occupational Health Now and In the Future

Dr. Karl Auerbach Dr. Steven Crawford Ms. Catherine Pepler

6

health will be essential. Occupationalhealth has and will continue to have avital role for years to come. Employerswill continue to have a role in health-care, no matter what healthcare system isin place, as they clearly will need to rec-ognize the role health has on productiv-ity, and to use that knowledge to remaincompetitive within the global economy.

Twenty years from now I see astronger collaboration between occupa-tional health and business leaders andpulling employees into that realm ofdecision-making.

Q.What do you think is going to drive that?

Ms. Pepler: The cost of healthcare.We are in a prime location within thework. We are right there to see the workpeople are doing, what their challengesare, what their exposures are. We haveface-to-face contact with workers on adaily basis and that provides an oppor-tunity to OHNS to have an impact onpromoting wellness choices as well.

Q.What do you believe is thegreatest obstacle to obtaining

the vision that you just described. Inother words, what can occupationalhealth professionals do to address andovercome these obstacles?

Ms. Pepler: I believe we (the occupa-tional health professionals) need to col-laborate more and speak with a largervoice so that we are heard. Often, thephysicians, industrial hygienists,ergonomics, nurses in varying groupsspeak and many times say the samething but are not heard together. Ibelieve we would be a mighty force bycollectively work together on commonhealth solutions through some sort ofalliance or consortium.

Q.Why are so many voices speaking from so many

different platforms?

Ms. Pepler: Groups get focused onwhat their group is all about, thoughthey are starting to break down thosewalls and more collaboration and part-nerships are developing.

Q.Speaking for AAOHN, what doyou envision as your members’

primary role in the occupationalhealth community moving forward?

Ms. Pepler: Our vision for our mem-bers is to be a vital part of their organi-

zation’s management of workers, inclu-sive of health, productivity and engage-ment. We want them voice their healthknowledge and expertise to improveindividual worker and worker familyhealth while improving the organiza-tional health of the business or entity inwhich they work. The OHN is theleader in health and well-being initia-tives and education. They have theknowledge and expertise to influence asafe and healthful work environment aswell as initiate activities to assist indi-vidual workers and their families inbecoming and staying healthy.

Q.Do you see the number of occupational health nurses

increasing or actually decreasing?

Ms. Pepler: Increasing.

Q.How do you envision occupa-tional health nurses fostering

wellness and preventive medicine?

Ms. Pepler: Occupational healthnurses are in a unique position to helpfoster wellness and preventive health.They see first-hand the work activitiesworkers are performing. Growing part-nerships with business leaders continueto become stronger, allowing for discus-sion affecting the work environment,employee health and safety programs.Wellness promotion is becoming moreof a focal point for business leaders.Occupational health nurses are promot-ing wellness activities, health screeningsand educational offerings. Influences inemployee health benefits are emerging,which is leading to more preventativeactivities. This leads to better healthand wellness outcomes. It’s smart busi-ness because employees are attracted towork environments that engage employ-ees, provide a work-life balance andmake them feel valued.

Q.Dr. Auerbach, speaking forACOEM, what do you envisionas your members’ primary role in theoccupational health community moving forward?

Dr. Auerbach: Increasingly the deliv-ery of occupational health is a teameffort. Members of our organizationmust continue and expand working withthe other professions.

Q.What precipitates that, in your opinion?

Dr. Auerbach: There are changes in

the delivery model. We have variousarrangements within a given employee-employer relationship. We have manydelivery models that lack immediateaccess to the occupational physician. Weneed a system that facilitates such refer-rals and once a referral is made, theoccupational physician needs to be work-ing with other members of the team.

Q.Dr. Crawford, speaking for theNAOHP, what do you envision

as your members’ primary role in theoccupational health community moving forward?

Dr. Crawford: The NAOHP is in aunique position to have positive effectsand a positive role. Our membership isunique because we have nurses, physi-cians, and practice administrators asmembers. You need to combine excel-lence in practice management withexcellence in caregiving and coordinateall of the different components. TheNAOHP is uniquely positioned to helpfacilitate that.

Q.In what way are they or couldthey be doing to facilitate that?

Dr. Crawford: The NAOHP givesthose in the occupational health treat-ment delivery system a voice. Moreimportantly, it allows interactionbetween the different parties involved.Our national conferences are so excitingbecause there are doctors, practiceadministrators, nurses and marketingpeople all sitting in the audience fromall over the country. Those potentiallydivergent points of view get to beshared; that’s what the NAOHP allows.

Q.Dr. Auerbach, as president ofACOEM, you have an opportu-nity to foster change within the worldof occupational health. What changeswould you like to see at ACOEM during your tenure?

Dr. Auerbach: I would like to movethe ball forward on the issue of fundingfor training because that is the majorbarrier to the profession at this point.One of my roles is to get into a conver-sation that improves our funding streamfor training. I personally want to seeoccupational health involved in thecare organization system in the medicalhome and to have a voice in the mean-ingful use of health information systems.Another objective is to continue ourwork on reducing opiate abuse.

7

VIsIons

Q.Dr. Crawford, as president of theNAOHP, what changes would

you like to see during your tenure?

Dr. Crawford: Occupational medi-cine fellowship programs throughout thecountry prepare qualified physicians.They are trained in epidemiology andcome out strong in those fields. We needto develop a program where fellowshiptraining incorporates more of the “breadand butter” occupational medicine typi-cal of the type of medicine that we’repracticing where we’re seeing not onlyinhalations and exposures but muscu-loskeletal cases. The preponderance ofinjuries evaluated in most clinics aremusculoskeletal and I don’t believe thatgraduates of the fellowship are well-trained in musculoskeletal medicine. Iffellowship programs integrate rotationsin this aspect of care it would result inbetter exposure to musculoskeletalinjuries, and this would enhance thedelivery of care to injured workers,reduce referrals and contain costs.

Q.Ms. Pepler, what changes wouldyou like to see happen at

AAOHN during your tenure?

Ms. Pepler: Our organization contin-ues to grow membership. We havebecome financially secure. We haveguided members towards becominghealth leaders as well as advocates intheir profession with colleagues as wellas others outside of our field’s practices.We will continue to become stronger inour pursuit of this path. Our member-ship’s business opportunities are expand-ing globally. We will continue tostrengthen our educational opportuni-ties; with the modalities and the use ofmore technology, stay on the leadingedge of the profession.

Q.Dr. Auerbach, given occupa-tional health’s potential andpaucity of practitioners, leadershipskills become critically important.What do you think constitutes realleadership in your sector?

Dr. Auerbach: Physicians needs tochange their mindset to recognize thatthey are a part of a team; that’s a leader-ship skill that we really need to foster inour practitioners. We need to extendthe reach of occupational medicine wellbeyond the relatively small numbers ofresidency trained providers we have forexperienced occupational physicianswho have learned through the clinicalpractice.

Q.What word would you use todescribe the most outstanding

physician leader in occupational medicine?

Dr. Auerbach: Plays well in the sandbox.

Q.Dr. Crawford, what do you thinkconstitutes real leadership?

Dr. Crawford: The phrase I woulduse is ability to integrate. Patient careand running a business need to be inte-grated. If you could combine clinical,nursing and business administrationwith strong political representation wecan foster change in occupationalhealth. For example, the NAOHPmaintains a continuous dialogue withboth ACOEM and the AAOHN towork collaboratively for the benefit ofthe all aspects of the practices.

Q.Ms. Pepler, what do you thinkconstitutes real leadership in

occupational health nursing?

Ms. Pepler: Leadership is critical toany success and that’s why AAOHN iscreating a leadership institute to pro-mote the skills and knowledge needed torun an organization and have the abilityto become even stronger leaders.Leaders need to be visionary and havethe ability to drive the change needed toreach the vision. We also feel that self-confidence, occupational health expert-ise, communication skills, the ability toinfluence others, and the ability to col-laborate are hallmarks of leaders.

Q.What word or phrase comes tomind when you think of the

true occupational health nurse leader?

Ms. Pepler: Someone who is strategicin their thinking. Someone with a will-ingness to be a part of the change, andnot only just to be out in front but alsojump in when necessary.

Q.What final words of advicewould you have for the people

who will be reading the transcript ofthis roundtable discussion?

Dr. Auerbach: Recognize that occu-pational providers, whatever their train-ing, have a unique skill and ability todeliver care in an arena that definitelyneeds those skills. Recognize that thereare challenges being brought by thechanges in the healthcare system andcontinue to work on the political side tomake sure those skills are brought to

benefit the worker.Dr. Crawford: A thank you (to all in

the field) for keeping the country’sworkers healthy so we can remain a pro-ductive and prosperous nation. We arealways looking to do better but I thinkwe do a pretty good job of keeping peo-ple productive, identifying problems andtreating our workers appropriately to getthem back to work.

Ms. Pepler: It’s not one person or onegroup that creates the change; it iseveryone collectively. Occupationalhealth won’t just be a small entity. Wecan really impact what is happeningglobally as well.

Time to

Order Holiday

Greeting Cards!The NAOHP is once again

offering personalized holidaygreeting cards and envelopes ata discount to member organiza-tions. Cards may be orderedwith a standard verse: “Toanother year as partners inenhancing the health and safetyof our community…” or with acustomized verse.

There are nine card designsfrom which to choose. Each cardis printed with your organiza-tion’s name. Personalized holi-day greeting cards are an excel-lent way to thank your clientsfor their support during theyear. To place your order, call800-666-7926, ext. 0 between 8a.m. and 5 p.m. Pacific time orwrite to info@naohp.com formore information.

8

Excerpted from the bookMarketing Healthcare Services toEmployers by Frank H. Leone (Sea Hill Press, 2012)

When it comes to sales andmarketing, occupational med-icine physicians most usually

are used sporadically for in-person callswith major clients and prospects. Attimes this is an effective strategy, but inother cases it can have a minimal impactor even be counter-productive.

Physician credibilityDeserved or not, physicians tend to

project an image of credibility. A physi-cian is often perceived as havingreached the pinnacle of professionalachievement. Non-physicians, includingthe typical employer contact, tend tohold physicians in high esteem and arelikely to follow their recommendations.

RYAN Associates recently conducteda market research project in which aphysician received exceptionally highpraise from employers. As a result, theorganization where he works— despiteits limitations—benefited from this halo effect.

Why? Dr. X spends an inordinateamount of time with his patients, com-municates with employers frequentlyand in-depth, and writes thorough,informative reports. Although the physician’s productivity is likely to becompromised by this detail-orientedapproach to practice, his contribution tohis organization’s image is off the charts.

Physician rolesA physician’s Midas touch can add a

great deal to a program’s image and out-reach capability. Although what workswell for Dr. X may not work as well forDr. Y, physicians can effectively do mostof the following:

1. Be a website presence. Create a series of 30-second video

recordings in which your physicianoffers gems about prevention, soundhealth practices, and other relevant top-ics. Place a new video each month onthe home page of your website. Thiswill spur interest in re- visiting yourwebsite and showcase your physician. Aside benefit is that it will give mostphysicians a morale boost.

2. Send out email blasts.When you send an email blast to

employers, to alert them about a serviceoffering or educational opportunity, it isusually sent by the service line directoror sales professional. Why not send anumber of such blasts under the nameof your medical director? His or hername will add substance to your com-munication and increase the likelihoodthat the message will be read.

3. Project a pleasant demeanor. Most service websites provide a dry

and unimaginative overview of theirproviders. The provider’s facial expres-sion often looks like he or she learnedtheir pet rabbit has died. Take care topersonalize the physician’s biographyand use a confident, congenial head-shot. (Remember, a photo is worth athousand words.)

4. Set the stage for a sales call.Imagine how valuable it would be to

have your two most important initialsales calls each week preceded by a callfrom a physician. A physician’s time onthe phone need not be lengthy; even avoice mail will do. The physicianshould state something akin to, �“As theMedical Director for Work Well, I find ituseful to learn a little about the challenges acompany faces before they meet with oursales professional . . . ” �Just two credibil-ity-building calls a week from a physi-cian help position you for a successfulsales call.

5. Be available during clinic tours.Clinic tours should include a brief

face-to-face encounter with a physician.Even if the encounter is in the hallway,the physician can show a genuine inter-est in the prospect or client by asking afew simple questions germane to theirworkplace: �“We take pride in our commu-

nication effectively with our employer

clients. When it comes to communication,

what is important to you?” �“We find that

workplace-specific knowledge helps us cus-

tomize our services. Are there any unique

aspects of your workplace that I should

know about?”

6. Script voice mail messages.Send periodic voice mail blasts from a

physician (e.g., “I am calling to adviseyou we are expanding our clinic hoursas of July 1”) offers considerable value.It takes little time for the physician toleave such a message.

7. Write letters.I advocate using multiple modalities

(email, voice mail, regular mail) to “stayin the face” of your prospects andclients. Send a letter to all companieson your mailing list once a quarter. Oneof those four letters should be sentannually from your Medical Director.

8. Be a public health advocate.If your physician is passionate about

the public health aspects of his responsi-bilities, he or she is likely to want tospeak periodically on related topics atcommunity forums and employer gatherings.

9. Alternatively, if he or she does

not enjoy public speaking, a cogent

written advocacy piece can be an

effective alternative.Letters to the editor of your local

newspaper have a good chance of beingpublished, as do more lengthy pieces forin-house and local employer publica-

Involving Physicians in Marketing Healthcare Services to Employers

9

VIsIons

tions. The more your market views yourproviders as the authority the more yourservices ride the credibility wave.

10. Obtain referrals from both

internal and external sources.The credibility factor again. The

committed provider can do wonders for their program by pro- actively reaching out to others for referrals and introductions.

Such referrals may be made throughother internal staff or from virtually any-one else throughout the community.Many people find it hard to turn down aphysician. A physician can query fellowmedical staff members, senior adminis-trators, and department heads by stating:

“You can really help our program if you

can refer us to a contact of yours that may

not be one of our clients. A personal intro-

duction would even be better.”

Use the same approach with contactsin the community. Physicians may knowwell-connected people within theirneighborhood, country club, or variouscivic activities. A personal and credibleintroduction carries as much weight astwenty cold calls.

11. Participate periodically in

high-profile sales calls.Coming full circle, in most cases your

physicians can be helpful participants intargeted sales calls provided he or she:• clearly understand their role

going in;

• does not dominate the sales call; and

• exhibits sincere interest in the com-pany and your ability to customizeservices by taking at least a cursorywalk-through of the workplace.

A physician’s credibility with yourclient and prospect community cannotbe overstated. Service lines are encour-aged to showcase their physicians asmuch as possible.

Managing the physician’s role

To better manage the role of thephysician in sales and marketing, thinkof their contribution as a continuum inwhich their value may range fromextraordinary to counter-productive. In order to find their place on this continuum, you should:

• Know your market.The degree of physician commitment

is related to the nature of your market.

More industrialized markets or oneswith more unique workplace exposuresrequire a greater on-site physician pres-ence. Likewise, a new service or onethat is not the market leader should useits physician more often as a vehicle forwinning market share and playingcatch-up. Many smaller markets remainhigh touch, person-to-person markets.Physician visibility is more critical in acommunity like Pocatello, Idaho,(where everybody knows everybody)than in a metropolitan market likeChicago.

• Evaluate sales strengths.The effectiveness of your sales team is

an important variable in the role yourphysicians will play in sales and market-ing. If your service has a strong, experi-enced sales team or exceptional salesprofessional you may find there is lessneed to use a physician in a sales role.

• Consider the personality factor.Physicians, like other professionals,

tend to run the gamut of personalitytypes. If a physician is outgoing and aneffective communicator, encourage fre-quent trips to the workplace. Manyphysicians are technically gifted butmay be shy or otherwise lacking in peo-ple skills. In this instance, promote theirtechnical expertise, but keep their salesand marketing activities to a minimum.

• Define the physician’s time

commitment. The degree of the physician’s involve-

ment should be spelled out in advance.The physician might be expected toparticipate in two worksite visits everyWednesday afternoon for the first yearand one visit per week thereafter. A typ-ical dilemma for many programs with astrong physician is that they want to usehim or her more often for sales and mar-

keting activities without simultaneouslyeroding the physician’s finite time avail-ability. Even the most successful pro-grams find it difficult to make the bestuse of a physician’s time.

• Establish parameters for

participation. Most physicians have little or no

training in sales and marketing and arelikely to know little about handlingobjections, discerning between featuresand benefits, or how to close. Physicianshave a tendency to go too far ratherthan not far enough in these areas,potentially jeopardizing a virtually com-pleted sale. The breadth of the physi-cian’s role in any given type of activityshould be clearly defined. The physicianvisits a workplace to learn about work-ing conditions and offer preliminary rec-ommendations, not to sell. The physi-cian should be prepared to ask questionsabout current working conditions andlong-term plans and provide ad hocadvice. A physician is a physician, andshould be able to recognize his or herown limits on the sales side.

• Hand pick prospects. When a physician participates in a

sales call, target employers with high-injury incidence rates, hazardous condi-tions, complex or unusual job functions,and a large workforce. A targeted salesapproach is based on market researchand part of the program’s overall mar-keting and sales plan.

• Plan ahead. The service line director should call

or visit a company prior to the physi-cian’s visit. The purpose of the call is toobtain a preliminary sketch of specialproblems, critical job tasks, and currenthealth and safety practices. The site-visit team should develop a game planbefore meeting at the company.Preparing for a specially planned visittends to enhance the physician’s valuein the eyes of the employer.

• Match the physician with senior

management.The most effective long-term rela-

tionship between providers and employ-ers invariably involves a commitmentfrom the company’s senior managers.Physician presence at the worksite pro-vides an excellent opportunity to meetsenior company management—if onlybriefly. Such a meeting may go a long

continued on page 11

10

There’s potential synergybetween occupational healthand urgent care, Mr. Gerbersaid. Employees can be treatedfor on-the-job injuries and ill-nesses and can return for theirurgent care needs.

In addition, urgent care cancreate a steady stream of busi-ness because occupationalhealth centers are typicallybusier during warmer months– when the constructionindustry is in full swing –while urgent care centers tendto see more traffic during coldand flu seasons, Mr. Gerbersaid.

There are approximately9,000 urgent care centersnationwide, with between 71and 160 million patient visits annually. About 300new urgent care centers have openedevery year in the past few years, accord-ing to the Urgent Care Association ofAmerica. About half of urgent care cen-ters are physician-owned, according tothe association.

Ms. Horwitz said pairing urgent carewith occupational health can be verypositive. “In general, I think it’s a goodthing for occupational medicine todiversify and not depend on a certainindustry in their region for all business,”she said. “There’s a natural fit for thoseclinics.”

Factors to considerBut there are a number of factors to

consider before plunging in, expertsagreed.

While occupational health centersare accustomed to walk-in activities,they will need to offer expanded hoursto accommodate urgent care visits.Expectations about clinic work hourswill have to be re-set, and new staffmembers may need to be hired for earlymorning and evening hours.

“Your staff may be used to workingbankers’ hours and now suddenly theyare working on Christmas,” Dr. Sternsaid. Or at the very least medical,administrative and support staff mayhave to work a few extra hours in theevening, he added.

Work flow will probably have to beoverhauled as well. For instance, patientwait times will have to be kept to a

minimum, or providers will risk losingimportant clients or repeat visitors.

“Employers want their workers to havea minimum time away from work,” Mr.Gerber said. “It’s a challenge to run ablended practice. You don’t want patientsto have to wait. The success reallydepends on the planning and execution.”

Providers should find out what theneeds are in the community and amonglocal employers before expanding intourgent care or other service lines, Mr.Gerber advised. “There are employerswho don’t want their workers waiting inline behind a kid who’s getting a schoolphysical,” he said. “The art of theblended practice is being able to focuson the needs of many different clients.”

Another big issue is the skill set ofthe staff. Are occupational healthproviders equipped to diagnose andtreat urgent care patients? In manycases, the answer is no.

“Many physicians practicing in occu-pational medicine haven’t seen thekinds of conditions seen in urgent carein a very long time,” Ms. Horwitz said,citing examples such as women’s healthconditions and pediatric illnesses.

Excluding pediatric services andwomen’s health from urgent care serv-ices provided by a clinic would severelycurtail potential clientele, said Dr.Stern. “Urgent care without kids justdoesn’t work,” he said. “And it’s themoms who make the decisions in thefamily about where to go for care. Youhave to have their buy-in.”

Doing a blendedpractice the right way

One solution could beto have a dedicatedprovider of occupationalhealth, and others forurgent care working underthe same roof, said Mr.Gerber. Separate waitingrooms for urgent care andoccupational health canalso help to make thepractice run moresmoothly, he said.

Providers should care-fully weigh the types ofsoftware needed to run ablended practice includ-ing electronic medicalrecords and billing soft-ware, both Mr. Gerber

and Dr. Stern said.The most successful blended practices

are blessed with good locations and lotsof foot traffic, Dr. Stern said.

However, many occupational healthcenters are located in industrial, out-of-the-way places that are inconvenientfor the general population, Dr. Sternsaid. “You can put the biggest sign inthe world up and you still won’t get anytraffic,” he said.

“Urgent care is driven by consumers,”he continued. “You need to be in alocation that would be a good place fora Starbucks or a McDonald’s.”

An out-of-the-way location versus acentral location can mean a big differ-ence in revenue once that urgent carecenter shingle goes up, he said. A greatlocation can double or triple revenuesby adding urgent care, said Dr. Stern.

But even getting just a few extrawalk-ins per day can add up over time,experts said.

Adding urgent care to occupationalhealth can tack on between a three per-cent and a 25 percent bump in overallrevenues, Dr. Stern said.

It’s also an opportunity to better serveemployer clients who are hungry tomake health care more convenient fortheir workers, reduce their medical costsand thus increase productivity.

“It’s a chance to meet the total healthneeds of the community,” said Mr.Gerber.

“It’s a good thing for occupational medicine todiversify and not depend ona certain industry in theirregion for all business.” – Ms. Lou Ellen Horwitz,past-president of the UrgentCare Association of America

“Urgent care is driven byconsumers. You need tobe in a location thatwould be a good placefor a Starbucks or aMcDonald’s.” – Dr. David Stern, CEO of Practice Velocity

A Sense of Urgency, continued from page 1

11

VIsIons

way toward establishing a sense of manage-ment commitment toward your program.

• Emphasize planning. The provider-employer relationship is

greatly enhanced if it includes a long-termgame plan for ensuring optimal health status.Physician involvement is an excellent opportunity to gauge the quality of the current plan and offer suggestions for developing a more comprehensive one.

• Offer further contact. Your physician should conclude his or her

visit with an invitation for the employerprospect to contact the physician, as neces-sary. Although most inquiries are likely to bemade through the service line director (orother administrative personnel), the clearlystated availability of physician time is a compelling feature to most employers.

• Remember to follow up. A follow-up letter or email from the

physician should be sent immediately after a site visit. The letter should summarize keyissues and recommendations and project asense of commitment to the employer.

• Hire smart. A service line is often so eager to have a

physician with experience at hand that itoverlooks or minimizes the personality issue.If a physician’s role is to see patients all day,this may work; if you want the physician toassume an active public relations role, thismust be factored into your hiring criteria.Place the personality factor near the top of your physician hiring criteria. �

Advice for the MedicalDirector/Physician �

The physician should:

• Be available. Sales and marketing should be part of a

physician’s description; the physician shouldbe willing to jump in as needed to answerquestions and help retain existing clients.

• Take the lead with internal

marketing. Physician credibility with employers is

no less true within your own organization.Gaining the buy-in and understanding of senior management and related departmentsis an issue that the physician must address.

• Market at the individual patient level. The physician’s bedside manner is a subtle

yet crucial aspect of your service’s image.

• Buy into the plan. Provide input into, understand, and

embrace your service’s marketing plan. �

Marketing, continued from page 9

Obesity in nurses linked to adverse work schedules

For nurses who work long hours or other “adverse work schedules,”the risk of obesity is related to lack of opportunity for exercise andsleep, according to a study in the August issue of the Journal ofOccupational and Environmental Medicine. Alison M. Trinkoff, and colleagues of University of Maryland School of Medicine, Baltimore,analyzed data on more than 1,700 female nurses. The study focused onfactors related to obesity in nurses with adverse work schedules — longhours, high work burden, required on-call or overtime, and/or lack ofrest. Obesity-related factors were compared for approximately 700nurses meeting these criteria versus 1,000 nurses with more favorablework schedules. About 55 percent of nurses in both groups were over-weight or obese. However, the risk factors for overweight or obesity differed between groups. In the group with adverse work schedules,nurses with obesity got less sleep, less restful sleep, and less exercise.They were also more likely to care for children or dependents. In con-trast, for nurses with favorable work schedules, obesity was linked tomore unhealthy behaviors, such as smoking and alcohol use, and morephysical lifting of children or dependents. Factors reflecting job stressalso affected obesity risk. Long hours, shiftwork and other nonstandardwork schedules have been linked to higher rates of obesity. For themany nurses who work such adverse schedules, special attention maybe needed to prevent obesity and protect health. “Adverse work sched-ules may be an overriding work-related factor for nurse obesity,” Dr.Trinkoff and colleagues wrote. They believe that in addition to lack ofopportunities forhealthy behav-iors, nurses withadverse schedulesmay have diffi-culty accessinghealthy foods.These nurses mayneed extra sup-port to preventobesity and itsadverse healtheffects, said Dr.Trinkoff and col-leagues: “In par-ticular, for nurseswith unfavorablework schedules,organizationsshould supportimproving sched-ules and promotethe ability topractice healthybehaviors.”

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Regulatory Agenda is compiled byUL PureSafety, a member of theNAOHP Vendor Program:www.puresafety.com

Change in opioid druglabeling proposed

In an effort to address overutilizationof narcotic medications for non-cancerpain, a coalition of physicians,researchers and public health officialssubmitted a petition to the Food andDrug Administration requesting achange in opioid drug labeling. Thepetitioners want the FDA to drop a reference to “moderate” pain, specify amaximum dose equivalent to 100 mg ofmorphine and establish a limit for duration of use.

Coal mine inspection rule A new Mine Safety and Health

Administration final rule, Examinations

of Work Areas in Underground Coal

Mines for Violations of Mandatory Health

or Safety Standards, became effectiveAug. 6. The rule requires mine opera-

tors to identify and correct hazardousconditions and violations of nine healthand safety standards that pose the great-est risk to miners.

Eight arrested in Floridafraud investigation

Florida officials charged eight individ-uals with workers’ compensation fraudand money laundering in Operation

Dirty Money, an investigation beingconducted by the state’s Workers’Compensation Fraud Task Force. So farthe operation reportedly has netted$140 million in fraudulent transactionsassociated with 12 shell companies.

Family and Medical Leave Act claims

Employees taking intermittent timeoff under the Family and Medical LeaveAct are nearly three times more likelyto file a subsequent short-term disabilityclaim than those who do not take leave,according to a study released by ReedGroup, a member of the NAOHPVendor Program. The most commonreasons for claims were musculoskeletalconditions and behavioral health problems.

ICD-10 compliance date extended

The compliance date for implementa-tion of ICD-10 has been postponedfrom Oct. 1, 2013, to Oct. 1, 2014, bythe Centers for Medicare and MedicaidServices. ICD-9 will be replaced bythe International Classification of

Diseases, 10th Revision. ICD-10 signifi-cantly expands the coding system.The American Medical Association ispushing for a longer delay to give physi-cians more time to implement thechange.

U.S. Inspector Generalinvestigates adverseevents

An estimated 27 percent of Medicarepatients are harmed while hospitalized

at a cost of medical of $4.4 billion ayear, according to a report from theinspector general (IG) of the U.S.Department of Health and HumanServices. About 44 percent of thoseharmful episodes were preventable.While hospitals are required to reportadverse events, the IG staff found 86percent of events were not noted inincident reporting systems.

Lump-sum settlementsmay not impede return to work

Lump-sum settlements in workers’compensation cases do not discouragereturn to work, according to anew Workers’ Compensation ResearchInstitute study. Researchers followed theexperience of 2,138 injured workers inMichigan and found 78 percent whoreceived a lump-sum case settlement didnot change their employment status;those who were employed at the time oftheir settlement remained employed.

‘Near-disaster’ oil refineryfire under investigation

The U.S. Chemical SafetyBoard (CSB) is conducting a thoroughinvestigation to determine the cause ofan Aug. 6 fire at a Chevron oil refineryin Richmond, Calif. The fire startedwhen a combustible hydrocarbon liquidleaked and formed a flammable vaporcloud. The fire was a “near-disaster” forrefinery personnel, CSB Chairman Dr.Rafael Moure-Eraso said.

13

VIsIons

OH&S management sys-tems standard available

The American Industrial HygieneAssociation® (AIHA) announcedavailability of the recently approvedANSI/AIHA Z10 Occupational Healthand Safety Management Systems stan-dard on Aug. 30. The standard containsmanagement principles and systems tohelp organizations continuously improvetheir occupational health and safetyperformance. The standard is compati-ble with relevant OHS, environmentaland quality management standards andapproaches commonly used in the U.S.

Patient safety projectreduces infections

A nationwide patient safety projectfunded by the Agency for HealthcareResearch and Quality (AHRQ) reducedthe rate of central line-associated blood-stream infections (CLABSIs) in inten-sive care units by 40 percent, accordingto preliminary findings. The projectused the Comprehensive Unit-basedSafety Program (CUSP) to achieve itslandmark results that include prevent-ing more than 2,000 infections, savingmore than 500 lives and avoiding morethan $34 million in health care costs.

West Nile Virus casesbreak record

As of Sept. 4, 2012, a record-breaking1,993 cases of West Nile virus disease inpeople, including 87 deaths, have beenreported to the Centers for DiseaseControl and Prevention. Of these,1,069 (54 percent) were classified asneuroinvasive disease (such as meningi-tis or encephalitis) and 924 (46 per-cent) were classified as non-neuroinva-sive disease. About 70 percent of thecases have been reported from six states,45 percent of them in Texas.

OSHA ActionsAlliance Renewed: OSHA and

the National Safety Council renewedtheir alliance to continue efforts aimedat construction hazards, injury and ill-ness prevention, and motor vehiclesafety. They jointly plan to develop factsheets on related topics and prepare acase study on falls from heights.

BP settlement: The OccupationalSafety and Health Administration(OSHA) and BP Products NorthAmerica Inc. resolved 409 of 439 cita-tions issued by the agency in October2009 for willful violations of its processsafety management standard at BP’srefinery in Texas City, Texas. BP willpay more than $13 million in penaltiesand it will abate all violations by theend of the year. In September 2005,OSHA cited BP for a then-record $21million after an explosion killed 15workers. “For the workers at BP’s TexasCity refinery, this settlement will helpestablish a culture of safety,” Secretaryof Labor Hilda L. Solis said.

Construction falls: OSHA-Southeastregion increased enforcementefforts this week to thwart an upwardtrend in construction-related fall fatali-ties. The agency said it would conductunannounced inspections at sites inAlabama, Florida, Georgia andMississippi. Other hazards in plain sightalso will be addressed during the inspec-tions, agency officials said.

Demolition and underground con-

struction: A direct final rule and noticeof proposed rulemaking applies an exist-ing standard on cranes and derricks inconstruction to demolition work andunderground construction to protectworkers from hazards associated withhoisting equipment.

Residential construction: The agencyextended temporary enforcement meas-ures in residential construction to Dec.15, 2012. The measures include free on-site compliance assistance, penaltyreductions, extended abatement datesand increased outreach.

Severe violators: OSHA issued crite-ria for removing employers fromits Severe Violator EnforcementProgram (SVEP). An employer may beconsidered for removal once three yearshave elapsed since final disposition of

an SVEP inspection citation. To qualify,all violations must be abated and penal-ties paid in full. Any additional seriouscitations related to hazards identified inthe SVEP inspection disqualify anemployer from program removal.

Whistleblowers: OSHA and theFederal Railroad Administrationsigned an agreement to facilitateenforcement of the Federal RailroadSafety Act’s whistleblower provision.The act protects railroad employeesfrom retaliation when they report safetyviolations and work-related personalinjuries or illnesses. Between 2007 and2012, OSHA received more than 900whistleblower complaints, 63 percentinvolving allegations that a worker wasretaliated against for reporting an on-the-job injury.

Working women: OSHA DirectorDr. David Michaels joined Secretary ofLabor Hilda Solis for a forumon Working for Women: Your Job, Your

Rights. Michaels discussed OSHA’sefforts to protect women workers andspecifically referred to the agency’s focuson hair and nail salons, healthcare, out-door labor and construction.

RecommendedResources

Telecommuting as a reasonable accommodation

A new video from the federalComputer/Electronic Accommo-dations Program (CAP) providestips on how people with disabili-ties can request telework, or working from home, as a reason-able accommodation under theAmericans with Disabilities Act.The video also describes equip-ment CAP can provide for tele-work accommodations.

Paid sick leave Introducing or expanding paid

sick leave programs might helpbusinesses reduce injury incidencerates, particularly in high-risk sec-tors and occupations, according toa study published by the AmericanJournal of Public Health (onlineahead of print July 19, 2012):Workers with access to paid sickleave were 28 percent less likely to be injured on the job.

14

Next Up: Practical Training in Occupational Health Sales and Marketing

It began rather innocuously in 1988:Frank Leone, then in his third yearas president of RYAN Associates and

Ken Mack, then-president of Cleveland-based DMI, met at a healthcare market-ing conference in New Orleans. Kenknew all about healthcare sales andFrank knew about occupational healthmarketing. A new concept: a three daycourse in occupational health sales andmarketing was instantly born.

The ever-evolving training programhas now been offered more than 50times during the past 24 years producingapproximately 2,000 graduates. Untilabout 2001, the course was co-taught byMr. Leone and Ken Mack, CarolynMerriman or Jack Harms; since 2001,Mr. Leone has served as sole faculty.

The redoubtable coursehttps://naohp.com/forms/sales/ is nowbeing offered every December at theSutton Place Hotel in Chicago.Morning lectures in marketing (dayone), sales (day two) and sales/market-ing administration (day three) are sup-plemented by group workshops, live pre-sentations/critiques. The special holidayseason welcome reception at Carmineson Wednesday night is a perennial pro-gram highlight.

Course participants frequently citetheir bonding and camaraderie withother registrants, learning of new hands-on concepts and increased self-confi-dence as highlights of their participa-tion. Past graduates often return for a“tune up” and non-sales professionalssuch as physicians, program directors and

senior management frequently attend tofamiliarize themselves with this criticalaspect of program management.

For further information or to register,call Tonya Tate at 1-800-666-7926, x0.

Overview Where: Sutton Place Hotel, ChicagoWhen: Wednesday –Friday, December 5-7, 2012Who: Occupational health sales/marketing professionals and otherswho wish to learn more aboutsales/marketingWhy: Because the success of most anyendeavor is contingent on outstandingsales and marketingHow: Through a carefully woven combination of lectures, workshops,presentations/critiques, networkingand old fashioned fun

Survey savingsThe National Association of Occupational Health

Professionals (NAOHP) has entered into a contractual relationship with Press Ganey, the health care industry’s recognized leader in performance improvement.

In collaboration with the NAOHP, Press Ganey is launchinga new occupational health patient satisfaction survey instru-ment. NAOHP members who partner with Press Ganey will beable to benchmark their results against a full national network of fellow NAOHP member programs.

“We view this as an ultimate win-win relationship,” saidFrank Leone, president and CEO of the RYAN Associates.“Our members have the opportunity to work with the mosthighly respected company in performance improvement.Similarly, Press Ganey can tap into the NAOHP management’soccupational health expertise. We are fortunate to have arelationship with a company that provides clinical and business outcome improvement services to more than 10,000healthcare organizations nationwide, including more thanhalf of all U.S. hospitals.”

NAOHP members are eligible for a 15 percent discount offthe retail fee for the new service. Interested parties shouldcontact Patty Williams, Director of Strategic Partnerships, at855-849-2023 or pwilliams@pressganey.com.

It’s not too late to register for RYANAssociates’ 26th AnnualNational Conference!

Visit our conference website http://www.naohp.com/menu/education/national12/ to view all details and to register. Call our conference planners at800-666-7926 x12 or x0 with any questions.

15

To list your event, email Stacey Hart at shart@naohp.com

OCTOct. 8–10 RYAN Associates’ 26th AnnualNational Conference Chicago, Ill. www.naohp.com/forms/national/26/

Oct. 21–24Medical Group ManagementAssociation Annual ConferenceSan Antonio, Tex.www.mgma.org

Oct. 25–27Urgent Care Association ofAmerica Fall ConferenceNew Orleans, La.www.ucaoa.org

Oct. 31–Nov. 2Occupational and Environmentalfactors in neurological diseaseand occupational and environ-mental medicine updateUniversity of California, San Francisco San Francisco, Calif.www.cme.ucsf.edu/cme/CourseDetail.aspx?coursenumber=MDM13N01

NOVDECNov. 10–11Foundations of OccupationalMedicine, ACOEMAtlanta, Ga.www.acoem.org/OMBR_Nov2012.aspx

Nov. 12–14National Business Coalition onHealth Annual ConferenceWashington, DCwww.nbch.org

Nov. 13–16Southeast Mine Safety andHealth ConferenceBirmingham, Ala.www.southeastmineconf.org

Nov. 15–17American Speech LanguageHearing Association ConventionAtlanta, Ga.www.asha.org/events/conven-tion/

Nov. 29–30New England College ofOccupational and EnvironmentalMedicine Annual ConferenceNewton, Mass.www.necoem.org

Dec. 4–7National Ergonomics Conferenceand ExpoLas Vegas, Nev.http://ergoexpo.com

Dec. 5–7Comprehensive Training inOccupational Health Sales andMarketingChicago, Ill.www.naohp.com/forms/sales/

Dec. 9–12National Forum on QualityImprovement in Health CareOrlando, Fla. www.ihi.org

JANJan. 8–10International Congress onChemical, Biological andEnvironmental SciencesTaipei, Taiwan�www.iccbes.org

ASSOCIATIONS

Urgent Care Association of America(UCAOA) UCAOA serves over 9,000 urgent care centers.We provide education and information in clin-ical care and practice management, and pub-lish the Journal of Urgent Care Medicine. Ourtwo national conferences draw hundreds ofurgent care leaders together each year.Lou Ellen Horwitz • Executive DirectorPhone: (813) 657-0508lhorwitz@ucaoa.orgwww.ucaoa.org

BACKGROUND SCREENING SERVICES

Acxiom You can’t afford to take unnecessary risks.That’s where Acxiom can help. We provide thehighest hit rates and most comprehensivecompliance support available–all from anunparalleled, single-source solution. It’s a customer-centric approach to backgroundscreening, giving you the most accurate information available to protect your company and its brand.Michael Briggs • Sales LeaderPhone: (216) 685-7678 • (800) 853-3228Fax: (216) 370-5656michael.briggs@acxiom.comwww.acxiombackgroundscreening.com

CONSULTANTS

Advanced Plan for HealthAdvanced Plan for Health has a plan and aprocess to reduce the rising costs of healthcare. By partnering with APH, you can providecustomized plans to help employees of thecompanies, school systems and governmentoffices in your market. You can show theorganizations how to improve their healthplan, finances and employee productivity.Rich Williams Phone: (888) 600-7566 Fax: (972) 741-0400 richwilliams@aph-online.comwww.aph-online.com

Bill Dunbar and Associates BDA provides revenue growth strategies toclinics and hospitals throughout the U.S.BDA's team of professionals and certifiedcoders increase the reimbursement to itsclients by improving documentation, coding,and billing. BDA offers a comprehensive, cus-tomized, budget-neutral program focusing onimproving compliance along with net revenueper patient encounter. Be sure to contact us tolearn about BDA ClaimCorrect!Terri ScalesPhone: (800) 783-8014 • Fax: (317) 247-0499ts@billdunbar.comwww.billdunbar.com

Refer aVendor— Earn $100

Vendor, individual

and institutional

members of the

NAOHP will receive a

$100 commission for

every referral they

make that results in a

new vendor member-

ship. The commission

will be paid directly to

the referring individual

or their organization.

There is no limit to the

number of referrals.

In other words, if five

referrals result in five

new memberships, the

referring party will

receive $500.

If you know of a

vendor who would

benefit from joining

the NAOHP Vendor

Program, please contact

Stacey Hart at

800-666-7926 x12.

The following organizations and consultants participate in the vendor program of the NAOHP,including many who offer discounts to members. Please refer to the vendor program sectionof our website at: http://www.naohp.com/menu/naohp/vendor/ for more information.

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We are pleased toannounce the followingcompany has joined theNAOHP Vendor Program:

Press Ganey Associates, Inc.Recognized as a leader in performanceimprovement for more than 25 years,Press Ganey partners with more than10,000 health care organizations world-wide to create and sustain high-per-forming organizations, and, ultimately,improve the overall patient experience.The company offers a comprehensiveportfolio of solutions to help clientsmeasure patient satisfaction, operatemore efficiently, improve quality,increase market share and optimizereimbursement. Press Ganey works withclients from across the continuum ofcare – hospitals, medical practices, homehealth agencies and other providers –including 50 percent of all U.S. hospitals.Patty WilliamsPhone: (855) 849-2023pwilliams@pressganey.comwww.pressganey.com

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Medical Doctor Associates Searching for Occupational MedicineStaffing or Placement? Need excep-tional service and peace of mind?MDA is the only staffing agency with adedicated Occ Med team AND we pro-vide the best coverage in the industry:occurrence form. Call us today.Joe WoddailPhone: (800) 780-3500 x2161Fax: (770) 248-6701woddailj@mdainc.comwww.mdainc.com

Reed Group, Ltd.The ACOEM Utilization ManagementKnowledgebase (UMK) is a state-of-the-art solution providing practiceguidelines information to thoseinvolved in patient care, utilizationmanagement and other facets of theworkers’ compensation delivery system.The American College of Occupationaland Environmental Medicine hasselected Reed Group and The MedicalDisability Advisor as its delivery organ-ization for this easy-to-use resource.The UMK features treatment modelsbased on clinical considerations andfour levels of care. Other featuresinclude Clinical Vignette – a descrip-tion of a typical treatment encounter,and Clinical Pathway – an abbreviateddescription of evaluation, manage-ment, diagnostic and treatment plan-ning associated with a given case. TheUMK is integrated with the MDA for atotal return-to-work solution. Ginny Landes Phone: (303) 407-0692 • Fax: (303)404-6616 glandes@reedgroup.com www.reedgroup.com

RYAN AssociatesServices include feasibility studies,financial analysis, joint venture devel-opment, focus, groups, employer sur-veys, mature program audits, MISanalysis, operational efficiencies, prac-tice acquisition, staffing leadership,conflict resolution and professionalplacement services.Roy GerberPhone: (800) 666-7926x16Fax: (805) 512-9534rgerber@naohp.com • www.naohp.com

ELECTRONIC CLAIMMANAGEMENT SERVICES

Unified Health Services, LLCUnified Health Services provides com-plete electronic work comp revenuecycle management services from“patient registration to cash applica-

tion” for medical groups, clinics, andhospitals across the country. Thisincludes verification and treatmentauthorization systems, electronicbilling, collections, and EOB/denialmanagement. Provider reimburse-ments are guaranteed.Don KilgorePhone: (888) 510-2667Fax: (901) 255-6797dkilgore@uhsweb.comwww.uhsweb.com

WorkCompEDI, Inc.WorkComp EDI is a leading supplier of workers’ compensation EDI clear-inghouse services, bringing togetherPayors, Providers, and Vendors to promote the open exchange of EDI for accelerating revenue cycles, lower-ing costs and increasing operationalefficiencies. Marc MenendezPhone: (800)297-6906Fax: (888) 454-2681MMenendez@WorkCompEDI.comwww.workcompedi.com

LABORATORIES &TESTING FACILITIES

Clinical Reference Laboratory Clinical Reference Laboratory is a pri-vately held reference laboratory withmore than 20 years experience part-nering with corporations in establish-ing employee substance abuse pro-grams and wellness programs. In addi-tion, CRL offers leading-edge testingservices in the areas of Insurance,Clinic Trials and Molecular Diagnostics.At CRL we consistently deliver rapidturnaround times while maintainingthe quality our clients expect.Dan WittmanPhone: (800) 445-6917Fax: (913) 492-0208wittmand@crlcorp.comwww.crlcorp.com

eScreen, Inc. eScreen is committed to delivering innovative products and services whichautomate the employee screeningprocess. eScreen has deployed propri-etary rapid testing technology in over2,500 occupational health clinicsnationwide. This technology creates theonly paperless, web-based, nationwidenetwork of collection sites for employ-ers seeking faster drug test results.Robert ThompsonPhone: (800) 881-0722Fax: (913) 327-8606 marketing@escreen.comwww.escreen.com

MedDirectMedDirect provides drug testing products for point-of-care testing, lab confirmation services and DOTturnkey programs.Don EwingPhone: (479) 649-8614Fax: (479) 648-3246dewing@gomeddirect.comwww.gomeddirect.com

MedTox Scientific, Inc.MEDTOX is committed to providingthe best service/testing quality in theindustry. MEDTOX is a SAMHSA certi-fied lab and manufactures our owninstant drug testing products–the PRO-FILE® line. Our expertise also includeswellness testing, biological monitor-ing, exposure testing and many moreservices needed by the occupationalhealth industry.Jim PedersonPhone: (651) 286-6277Fax: (651) 286-6295jpederson@medtox.comwww.medtox.com

National Jewish HealthNational Jewish Health, world leaderin diagnosis, treatment and preventionof diseases due to workplace and envi-ronmental exposures offers practical,cost effective solutions for workplacehealth and safety. We specialize inberyllium sensitization testing, diagnosis and treatment, exposureassessment, industrial hygiene consultation, medical surveillance and respiratory protection. Visit www.NationalJewish.org. Other metal sensitivity testing is available. Wendy NeubergerPhone: (303) 398-1367800.550.6227 opt. 6neubergerw@njhealth.orgwww.njlabs.org

Oxford ImmunotecTB Screening Just Got Easier withOxford Diagnostic Laboratories, aNational TB Testing Service dedicatedto the T-SPOT.TB test. The T-SPOT.TBtest is an accurate and cost-effectivesolution compared to other methodsof TB screening. Blood specimens areaccepted Monday through Saturdayand results are reported within 36-48 hours.Noelle SneiderPhone: (508) 481-4648Fax: (508) 481-4672nsneider@oxfordimmunotec.comwww.tbtestingservices.com

VIsIons

Vendor program, cont.

Quest Diagnostics Inc.Quest Diagnostics is the nation’s lead-ing provider of diagnostic testing,information and services. OurEmployer Solutions Division provides acomprehensive assortment of programsand services to manage your pre-employment employee drug testing,background checks, health and well-ness services and OSHA requirements.Aaron AtkinsonPhone: (913) 577-1646Fax: (913) 859-6949aaron.j.atkinson@questdiagnostics.comwww.employersolutions.com

MEDICAL EQUIPMENT,PHARMACEUTICALS,SUPPLIES AND SERVICES

Abaxis®

Abaxis® provides the portable PiccoloXpress™ Chemistry Analyzer. The analyzer provides on-the-spot multi chemistry panel results with compara-ble performance to larger systems inabout 12 minutes using 100uL ofwhole blood, serum, or plasma. TheXpress features operator touchscreens, onboard iQC, self calibration,data storage and LIS/EMR transfercapabilities.Joanna AthwalPhone: (510) 675-6619 Fax: (736) 262-6973joannaathwal@abaxis.comwww.abaxis.com/index.asp

AlignMedAlignMed introduces the functional and dynamic S3 Brace (Spine andScapula Stabilizer). This rehabilitationtool improves shoulder and spine func-tion by optimizing spinal and shoulderalignment, scapula stabilization andproprioceptive retraining. The S3 isperfect for pre- and post- operativerehabilitation and compliments physical therapy. Paul JacksonPhone: (800) 916-2544 Fax: (949) 251-5121pjackson@alignmed.comwww.alignmed.com

A-S Medication Solutions LLCASM, official Allscripts partner, intro-duces PedigreeRx Easy Scripts (PRX), aweb-based medication dispensingsolution. Allowing physicians to elec-tronically dispense medications at thepoint-of-care with unique ability tointegrate with EHR or be used stand-alone. PRX will improve patient care,safety and convenience, while gener-

ating additional revenue streams forthe practice.Lauren McElroyPhone: (888) 990-6510info@a-smeds.comwww.a-smeds.com

Automated Health CareSolutionsAHCS is a physician-owned companythat has a fully automated in-office rx-dispensing system for workers’ com-pensation patients. This program is avalue-added service for your workers’compensation patients. It helpsincrease patient compliance with med-ication use and creates an ancillaryservice for the practice. Shaun Jacob, MBAPhone: (312) 823-4080Fax: (786) 594-4645sjacob@ahcs.com

Dispensing SolutionsDispensing Solutions offers a conven-ient, proven method for supplyingyour patients with the medicationsthey need at the time of their officevisit. For nearly 20 years, DispensingSolutions has been a trusted supplierof pre-packaged medications to physi-cian offices and clinics throughout theUnited States. Bernie TalleyPhone: (800) 999-9378Fax: (800) 874-3784 btalley@dispensingsolutions.com www.dispensingsolutions.com

Keltman Pharmaceuticals, Inc. Keltman is a medical practice serviceprovider that focuses on bringinginnovative practice solutions toenhance patient care, creating alterna-tive revenue sources for physicians.Keltman’s core service is a customiz-able point of care dispensing system.This program allows physicians to setup an in-office dispensing systembased on a formulary of pre-packagedmedications selected by the physician.Wyatt WaltmanPhone: (601) 936-7533Fax: (601) 936-7787wwaltman@keltman.comwww.keltman.com

Lake Erie Medical & SurgicalSupply, Inc./QCP For 24 years Lake Erie Medical hasserved as a full-line medical supply,medication, orthopedic and equip-ment company. Representing morethan 1,000 manufacturers, includingGeneral Motors, Ford and Daimler-Chrysler, our bio-medical inspectionand repair department allows us to

offer cradle-to-grave service for yourmedical equipment and instruments. Michael HolmesPhone: (734) 847-3847Fax: (734) 847-7921Mikeh@LakeErieMedical.com www.LakeErieMedical.com

Med-Tek, LLCCMAP Pro™ Version 2.0 provides physicians, patients, insurance compa-nies, corporate self-insured, and otheraffiliates the ability to obtain objec-tive, clinically-useful data on soft tis-sue injuries. CMAP Pro™ manages thisthrough the deployment of a full suiteof proprietary technologies.David SchwedelPhone: 786-439-2408dschwedel@med-tek.comwww.med-tek.com

Sleep HealthCentersAs the country’s recognized experts insleep medicine services, SleepHealthCenters offers occupationalhealth providers a comprehensivesleep health management programcomprised of education, treatment,compliance management, centralizedcare coordination, reporting andbilling. Sleep HealthCenters’ goal is tosimplify the process of identifying andmanaging sleep disorders for providersand companies who embrace sleep asan essential element to a healthy lifestyle and workforce. Allison EganPhone: (617) 610-4286Fax: (781) 430-5838Allison_Egan@sleephealth.comwww.sleephealth.com

PD-Rx PD-Rx offers NAOHP members a com-plete line of prepackaged medicationsfor all Point of Care and Urgent CareCenters. So if it’s Orals Medications,Unit Dose, Unit of Use, Injectables, IV,Creams, and Ointments or SurgicalSupplies that you need, let PD-Rx fillyour orders. 100% Pedigreed. Jack McCallPhone: (800) 299-7379 Fax: (405) 942-5471jlm@pdrx.comwww.pdrx.com

PROVIDERS

Methodist Occupational Health CentersMethodist Occupational HealthCenters (MOHC) is an Indiana basedprovider of clinic based occupationalhealthcare and a national provider of

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VIsIons

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workplace health services for employ-ers looking to reduce overall employeehealthcare costs. In addition, MOHCIprovides revenue cycle services nation-ally to other occupational health programs and health systems.Thomas BrinkPhone: (317) 216-2526 Fax: (317) 216-2839tbrink@clarian.orgwww.mohci.com

New England Baptist HospitalOccupational Medicine CenterNew England’s largest hospital based occupational health network offers a full continuum of care. Areas ofexpertise include biotechnology,orthopedics, drug and alcohol testing,immunizations, medical surveillanceand physical examinations.Irene AndersonPhone: (617) 754-6786 Fax: (617) 754-6453Ianderso@caregroup.harvard.edu

PUBLICATIONS

Center for Drug TestInformationWe are here to help you find theanswers to your questions about alcohol and drug testing and the State Laws that apply. We provide specific state information and court cases youcan use to protect your organizationand save money by knowing yourstate’s incentives and workers’ compensation rules.Keith DevinePhone: (877) 423-8422Fax: (415) 383-5031info@centerfordrugtestinformation.comwww.centerfordrugtestinformation.com

SOFTWARE PROVIDERS

Axion Health, Inc.Axion Health provides software, sup-port and consultation services foremployee health, occupational health,medical surveillance, and emergencypreparedness for health systems, hos-pitals, government agencies, as well as Fortune 500 companies. Designedwith the latest technology, our Web-based solutions are easy to use, secure,100% paperless, quick to launch, andaffordable. Jacques DevaudPhone: 303-886-2603jdevaud@axionhealth.comwww.axionhealth.com

Integritas, Inc. Integritas, Inc. provides the onlynationally-certified EHR for OccMed/Urgent Care and hospitalemployee health. Stix PracticeManagement tackles all scheduling,protocols, billing, A/R and Collectionsfunctions, while Agility EHR adds atrue EHR. Agility delivers speedycharting for UC, completes Compforms and drops charges directly fromcharting, and offers incomparableworkflow efficiencies. Fast, affordablesolutions you can trust from a vendorknown to NAOHP for more than 20years. See what’s new in our latestrelease! Phone: (800) 458-24862012sales@integritas.comwww.integritas.com

MediTraxMediTrax provides affordable, user-friendly information management foroccupational health. Optimize yourefficiency with point-and-click schedul-ing, user-defined clinical protocols,automated surveillance tracking, inte-

grated EMR, one-click billing andadministrative reporting, and muchmore. With free on-site training, andno per-user fees or annual lease costs,it’s the Gold Standard for affordabilityand ease of use!Joe Fanucchi, MDPhone: (925) 820-7758Fax: (925) 820-7650drjoe@meditrax.com www.meditrax.com

Practice VelocityWith over 600 clinics using our soft-ware solutions, Practice Velocity offersthe VelociDoc™—tablet PC EMR forurgent care and occupational medi-cine. Integrated practice managementsoftware automates the entire rev-enue cycle with corporate protocols,automated code entry, and automatedcorporate invoicing.David Stern, MDPhone: (815) 544-7480Fax: (815) 544-7485info@practicevelocity.comwww.practicevelocity.com

PureSafety’s OccupationalHealth Manager® (OHM®) & SYSTOC®

PureSafety’s powerful, yet easy-to-usesoftware helps you manage all aspectsof occupational health and safety witha full suite of solutions for bothemployers and providers – powered byindustry-leading OHM and SYSTOCsoftware platforms. Now you have thepower of the industry’s best tools formedical surveillance; case manage-ment; billing; flexible reporting andmuch more at your fingertips – from asingle company.Kelley Maier, VP, MarketingPhone: (888) 202-3016Fax: (615) 367-3887marketing@puresafety.comwww.puresafety.com

PRoFeSSional PlaCement SeRviCe

Successfully placing physicians and other occupational health professionals since 2001

• Contingency based (no risk)

• Credible

• Well connected

• 25+ years of industry experience

For more information, visit www.naohp.com/menu/pro-placement/ or call Roy Gerber, Senior Principal, at 1-800-666-7926, x16

Medical Director/ Staff Physicians

• Western Pennsylvania (Medical Director) – NEW OPENING

• Central New Jersey (Staff Physician)

• Colorado (Staff Physician)

• California - San Joaquin Valley (Staff Physician)

• Las Vegas (Medical Director)

Non-Physician Openings

• Georgia (Program Director) – NEW OPENING

• Southern California (Sales Rep)

• Florida (Nurse Practitioner)

• New Mexico (Practice Administrator)

• Miami (Occupational Health Sales Representative)

For details, visit www.naohp.com/menu/pro-placement.

The NAOHP/RYAN Associates Professional Placement Service is seeking qualified candidates for the following positions:

226 East Canon PerdidoSuite M

Santa Barbara, CA 93101

1-800-666-7926www.naohp.com

NAOHP Regional BoardRepresentatives and

Territories

Board Roster

PresidentDr. Steven CrawfordCorporate Medical DirectorMeridian Occupational HealthWest Long Branch, NJ732-263-7950 scrawford@meridianhealth.com

Northeast – DE, MD, New England states, NJ, NY, PA, Washington D.C., WVPatrick McIntyreOccupational Health Business DirectorReliant Medical GroupWorcester, MA508-425-5518 Patrick.McIntyre@reliantmedicalgroup.org

Southeast – AL, FL, GA, MS, NC, SC, TN, VATrena Williams, RN, COHNDirector of Clinical ServicesSpartanburg Regional Healthcare System,Corporate Health Division, Greer, SC864-849-9132; tswilliams@srhs.com

Great Lakes - KY, MI, OH, WIKaren Kosidowski-Bergen, RNStevens Point, WI715-966-5468kosidowskibergenk@yahoo.com

Midwest - IL, INTom Brink, President and CEOMethodist Occupational Health CentersIndianapolis, IN317-216-2520; tbrink@clarian.org

Heartland – AR, IA, KS, LA, MN, MO, MT, NE, ND, OK, SD, TXMike Schmidt, Director of OperationsSt. Luke’s Occupational Health ServicesSioux City, IA 712-279-3470; schmidMS@stlukes.org

West – AK, AZ, CA, CO, HI, ID, NM, NV, OR, UT, WA, WYDr. John Braddock, CEO & Medical DirectorCascade Occupational MedicineLake Oswego, OR503-635-1960; braddockj@cascadeoccmed.com

At LargeTroy Overholt, DirectorSt. Luke’s Work Well SolutionsSt. Luke’s HospitalCedar Rapids, IA319-369-8749; OverholTL@crstlukes.com

At LargeTim Ross,Regional Administrative DirectorWorkingwellMichigan City, IN(866) 552-9355; tim.ross@franciscanalliance.org