Arthur K. Melkonian

Functional Dyspepsia Impacts Absenteeism and Direct and Indirect Costs

BACKGROUND & AIMS Functional dyspepsia (FD) is a common morbid condition but data are limited on the direct and indirect costs for employees with FD or on its impact on productivity. Few data on absenteeism and no objective information are available. This study aimed to assess the impact of FD on costs and effects on absenteeism and work output (productivity). METHODS We performed a retrospective analysis of payroll data and adjudicated health insurance medical and prescription claims collected over a 4-year study period (January 1, 2001 to December 31, 2004) from more than 300,000 employees. Data from employees with and without (controls) FD were compared using 2-part regression techniques. Outcome measures included medical (total and by place of service) and prescription costs, absenteeism, and objectively measured productivity output. RESULTS Employees with FD (N = 1669) had greater average annual medical and prescription drug costs and indirect costs (owing to sick leave and short- and long-term disability absences) than controls (N = 274,206). Compared with controls, the FD employees incurred costs that were

Burden of fibromyalgia and comparisons with osteoarthritis in the workforce.

5138 greater and had greater costs for each place of service (all P < .0001). The employees with FD had an additional 0.83 absence days per year and produced 12% fewer units per hour than controls (both P < .05). CONCLUSIONS Employees with FD have greater costs at all places of service and lower productivity than employees without FD.

Incremental Employee Health Benefit Costs, Absence Days, and Turnover Among Employees With ADHD and Among Employees With Children With ADHD

Objectives: To calculate the fibromyalgia (FM) burden of illness (BOI) from the employer perspective and to compare annual prevalence, work output, absence, and health benefit costs of employees with FM versus osteoarthritis (OA). Methods: Retrospective regression model analysis comparing objective work output, total health benefit (health care, prescription drug, sick leave, disability, workers’ compensation) costs, and absence days for FM, versus OA and NoFM cohorts, while controlling for differences in patient characteristics. Results: FM prevalence was 0.73%; OA 0.90%. Total health benefit costs for FM were

Metabolic syndrome-related conditions among people with and without gout: prevalence and resource use

8452 versus

The impact of morbid obesity and bariatric surgery on comorbid conditions: a comprehensive examination of comorbidities in an employed population.

11,253 (P < 0.0001) for OA and

Absenteeism and health-benefit costs among employees with MS

4013 (P < 0.0001) for NoFM, with BOI =

M1810 The Impact of Hepatitis-C Viral (HCV) Treatment On Work Absence and Productivity

4439. Total absence days were 16.8 versus 19.8 (P < 0.0001) and 6.4 (P < 0.0001), respectively. FM had significantly lower annual work output than NoFM (19.5%, P = 0.003) but comparable with OA. Conclusion: FM places a significant cost, absence, and productivity burden on employers.

PMC9 THE USE OF QUINTILE ANALYSIS ASA MEASURE OF DISEASE SEVERITY: A COMPARISON WITHIN AND ACROSS DISEASES

Objective: To assess employer economic burden of attention-deficit/hyperactivity disorder (ADHD) for employees with ADHD and employee caregivers of children with ADHD. Methods: A large multi-employer database was used to compare: 1) employees diagnosed with ADHD versus employees without ADHD and 2) employee caregivers of children with ADHD versus employee caregivers of children without ADHD. Regression modeling compared many employer-relevant outcomes. Results: The study found significantly higher annual health benefit costs (

PHP45 COMPARISONS OF EMPLOYEE WORKERS' COMPENSATION COSTS AND ABSENCE DAYS USING A NATIONAL DATABASE

6885 versus

PIH43 HOURLY AND ANNUAL OBJECTIVE PRODUCTIVITY (PRESENTEEISM) ACROSS SEVERAL DISEASES: BIPOLAR DISORDER, OTHER MENTAL DISORDERS, CHRONIC CONSTIPATION, FUNCTIONAL DYSPEPSIA, GERD, GOUT, AND INSOMNIA

4242), absence days (8.86 versus 7.16), and turnover (8.99% versus 5.26%) for employees with ADHD (n = 539) versus employees without ADHD (n = 93,722), respectively (all P < 0.01). Similar results were found for employee caregivers of children with ADHD. Conclusions: Employees with ADHD and those caring for children with ADHD are associated with a significantly higher burden in employer-relevant outcomes such as health benefit costs, absences, and terminations.