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On Demand Welcomes Kristina Langley as NP

Written by dev on . Posted in Announcements.

On Demand Welcomes Kristina Langley, APRN-CNP

On Demand is excited to welcome Kristina Langley, APRN-CNP to the On Demand Immediate Care team. With nearly 25 years in the healthcare industry, Kristina is an excellent addition to the On Demand medical staff.

Kristina earned her Associate Degree in Nursing in 1998 from West Virginia Northern Community College. Later, she returned to school to earn her BS in Nursing from Penn State University and a Masters Degree of Science in Nursing from Duquesne University in 2020. During her education and career, Kristina became actively involved with both the American Association of Nurse Practitioners and the Ohio Association of Advanced Practice Nurses. Kristina is Board Certified with the American Association of Nurse Practitioners.

Throughout her career, Kristina spent majority of her time in critical care units. Her experience also extends to case management for both inpatient and outpatient care as well as quality management. Kristina is passionate about the work she does and the patients she treats as she assesses and treats ailments of every kind.

All of her time isn’t spent in the office, however. Kristina resides on a farm in Ohio with her husband and two teenage sons. When she isn’t treating patients, she’s on-the-go with her family or enjoying one of her favorite past times like reading, cooking or photography.

“My goal is to improve access to care and health literacy of our patients by promoting a shared decision making model of health care. I want to be the provider that cares for the patient, their families and their friends as if they were my own.” – Kristina Langley, APRN-CNP

Everything Businesses Need to Know About OHSA’s COVID Mandate

Written by dev on . Posted in COVID.

 The newest COVID-19 mandate could seriously affect your workforce

The Occupational Safety and Health Administration (OSHA), in part of the United States Department of Labor, announced its latest COVID-9 mandate in November 2021. OHSA’s COVID mandate comes after almost two years of COVID-related deaths and infection cases. In the national news release, it is reported that “Many of the people killed and infected by this virus were workers whose primary exposures occurred at their jobs,” thus resulting in a nationwide labor force mandate. But what does this mean for employers? Do small, local businesses have to comply? Will employers have to cover the testing costs for unvaccinated employees? Keep reading to find out how your business is affected by OHSA’s COVID mandate.

What exactly is OHSA’s COVID mandate?

It’s important to note that the mandate is defined as “emergency temporary standard,” meaning that the rule could really change at any moment and is not a permanent regulation. The rule states that employers must develop, implement and enforce a mandatory COVID-19 policy, or they can adopt a policy requiring employees to choose to get vaccinated or be tested regularly for COVID while also wearing a face covering at work.

Does this rule apply to my company?

The emergency temporary standard only applies to companies with 100 or more employees. If you operate a businesses where employees are remote and not required to be in-office, you may also be exempt from the rule.

Do I have to cover COVID testing costs?

As an employer, you are not required to pay for COVID testing under OSHA’s COVID mandate. However, other laws and regulations set in place may require you to do so. There are several resources that offer free COVID testing, so employees are still available to be tested for free if the company is not required to pay.

States such as California require employers to pay for all testing-related costs if the employer requires employees to be vaccinated. Under the Fair Labor Standards Act (FLSA), employers are required to pay for time spent out-of-office waiting to get and receiving medical attention, such as COVID testing. If an employer requires employees to get tested off-duty, the employer may or may not be responsible for testing costs. In regards to whether or not the bill falls on the employer or not, the Department of Labor says “the testing is necessary for them to perform their jobs safely and effectively during the pandemic.”

What am I required to do under the mandate?

The OSHA national news release states four requirements under the emergency temporary standard.

  1. Determine the vaccination status of each employee, obtain acceptable proof of vaccination status from vaccinated employees and maintain records and a roster of each employee’s vaccination status.
  2. Require employees to provide prompt notice when they test positive for COVID-19 or receive a COVID-19 diagnosis. Employers must then remove the employee from the workplace, regardless of vaccination status; employers must not allow them to return to work until they meet required criteria.
  3. Ensure each worker who is not fully vaccinated is tested for COVID-19 at least weekly (if the worker is in the workplace at least once a week) or within 7 days before returning to work (if the worker is away from the workplace for a week or longer).
  4. Ensure that, in most circumstances, each employee who has not been fully vaccinated wears a face covering when indoors or when occupying a vehicle with another person for work purposes.

I still have questions…now what?

OSHA is offering several resources for implementing the mandate. If you have questions regarding OHSA’s COVID mandate, a representative of On Demand will be happy to assist you. On Demand is equipped with workplace health and safety experts who can work with you to establish and implement regulations across your entire company. On Demand will come onsite to provide COVID tests or vaccines. Call today to learn more: 330-270-3660.

5 Scary Ways Working in an Office Affects Your Mental and Physical Health

Written by dev on . Posted in Blog.

Is my office job affecting my mental and physical health?

Did you know over 860,000 people work in offices across the United States?

The common office job is typically 9 a.m. to 5 p.m. Monday through Friday. Eight hours a day, five days a week may not sound like much, but it certainly takes a toll on the body long-term. Both your mental health and physical health are affected by your office job, whether you realize it or not.  Keep reading to learn more about three ways sitting in an office chair all day affects your body and physical health long-term.

Neck and shoulder pain

We’re all guilty of hunching over to stare intently at our computers or to type that lengthy email, but the side effects on your body can be quite harsh and lead to chronic neck and shoulder pain. In fact, the average weight of a human head is about 12 pounds. So when you’re hunched over or tilting your head different ways, imagine a bowling ball weighing down your muscles that are meant to support your head. Pain in the shoulders and neck from staring at digital devices is referred to as “tech neck,” and it certainly doesn’t help that we’re usually looking down at our smart phones throughout the day. The muscles in our necks are working overtime to make sure our head stays up. Sitting in an office chair for several  hours a day can be damaging to your neck muscles if you are not sitting properly. In fact, sitting at 90 degrees isn’t great for your neck either. Try these tips below to relax your neck and shoulders and avoid chronic pain:

  • Use an office chair that allows you the flexibility to lean back or that has a head rest for you to relax your neck
  • Stop and do neck stretches every hour to loosen up the constricted muscles
  • Be cautious of how long you’ve been staring down at something and fix your posture when needed

Depression and social anxiety

According to a workplace design and mental health report by Jennifer Veitch, Ph.D., “People who are employed full-time outside the home spend approximately 33 percent of their waking hours at their workplace.” Being in a small, enclosed space can increase the chances of someone developing depression or social anxiety, or worsening symptoms of someone already suffering with their mental health. Experts say that being in natural environments like parks or lakes are good for mental health while dim, artificial work spaces are not good for someone’s mental health.

Office jobs can also be isolating as face-to-face communication may be limited. Instead, coworkers communicate through direct messaging or email for instant gratification, thus leading to withdrawal from social situations and limiting one’s ability to connect with others. Ways to reduce social anxiety or depression in the workplace include:

  • Placing plants in your office space – if you do not get enough sunlight in your office, fake plants can also work to boost your mood
  • Get up and walk during your lunch breaks to get some fresh air
  • Ask your coworker questions face-to-face rather than emailing them
  • Decorate your office to make it feel like a comfortable, safe space that is your own

Computer Vision Syndrome (Eyestrain)

Staring at a computer several hours a day can be detrimental to your vision. The blue light and high visual demands from digital devices causes the eyes to develop computer vision syndrome (CVS). CVS symptoms can include dry eyes, neck and shoulder problems, eyestrain and headaches. Maintaining an office job most likely requires you to stare at computers for at least half of your work day, and in most cases, about seven hours a day. Experts say to follow the 20-20-20 rule: take 20 seconds to stare at something 20 feet away every 20 minutes. Other ways to reduce the likelihood of CVS include:

  • Purchasing blue light blocking glasses or replace current lenses with blue light blocking ability
  • Make sure your computer is at eye-level and not a lower level where you are bending your neck or hunched over
  • Blink! Blinking frequently prevents the eyes from drying out as quickly

Back pain

Not only is back pain a literal pain to deal with, but it can also lead to poor posture. There are many ways to position yourself to get work done in the office. Some people slouch, some may sit up-right and some may even choose to stand at their desk. Not everyone requires the same position, though. For example, office workers should adjust their chairs according to elbow, thigh and calf measurements and resting eye level. Lower back support is also a common way to measure the quality of office chair you are in. It is important to choose a chair with lumbar support. The lumbar spine uses the soft tissues in the back to help hold the body upright and support weight from the upper body. Just like all other muscles, if there is too much stress on the lumbar spine, it will become inflamed and become severely painful. To help aid in back pain, you can:

  • Purchase an office chair or cushion made to support the back
  • Pay close attention to your posture throughout the day and adjust accordingly
  • Stand up and stretch your back by performing these stretches

Metabolic Syndrome

Mayo Clinic describes metabolic syndrome as “a cluster of conditions that occur together, increasing your risk of heart disease, stroke and type 2 diabetes.” Conditions of metabolic syndrome can include high blood pressure, excess body fat around the waist and abnormal cholesterol or triglyceride levels. People working in sedentary office jobs tend to have a slower metabolism, thus leading to weight gain or increased risk of disease. Generally, metabolic syndrome is caused by inactivity or obesity. To avoid metabolic syndrome or weight gain, it’s important to get up and moving as much as you can throughout your workday. You can try:

  • Parking further away from your entrance for a longer walk into work
  • Taking a 10-15 minute walk during your lunch break
  • Getting up and stretching every 30 minutes you are sitting
  • Making sure you are engaging in exercise a few days a week or on weekends

On Demand Occupational Medicine has an in-house immediate and primary care for all of your health needs. Be sure to call to schedule an appointment with one of our medical providers, or simply walk in.

3 Reasons to Care About Employee Health

Written by dev on . Posted in Education.

Knowing the Importance of Employee Health & Wellbeing

If you are an employer who is indifferent to their employees’ health outside of the workplace, it may be time to switch up your mindset.

Chronic health conditions in employees cost US employers roughly $36 billion each year. From healthcare costs to decreased productivity, having unhealthy employees or employees who suffer from preventable chronic diseases can cause a financial crisis at any company.

Financial

If you’re skeptical about just how much companies spend on employee healthcare costs each year, let’s break it down.

Healthy, active employees at General Motors saved employers about $250 in healthcare costs per person, according to a study by Johns Hopkins.  Employees that were less active were costing employers more money and more time for HR departments for filling out healthcare paperwork. The study concluded that if the inactive employees became regularly physically active, healthcare costs could be saved 1.5%.

According to a 2020 study, “the cost of group health insurance averaged $14,563 annually to cover a family and $5,946 of the premium for an individual.” Let’s say your company, like most average companies, has around 500 employees. Half of those employees are taking advantage of the individual coverage, which means 250 people will cost you nearly $1.5 million. Yes, some employers are enrolled in a plan where they are not 100% responsible for employee insurance costs, however the majority of companies do pay at least half. Ensuring these employees are healthy, active and taking care of themselves could save you big when it comes to healthcare costs related to preventable disease and injury treatment.

Working with a workplace health and safety partner like On Demand can help your company lower healthcare costs across the board. Measures such as company-wide trainings and education can decrease the risk of workplace injury, as well as encourage employees to begin taking better care of themselves at home.

Culture

Company culture should be a priority for any business. Company culture can be defined as the happiness level of employees in their work atmosphere and how they view the company they work for. Basically, if your company culture is poor, employees will be sluggish at work, skip out on events or meetings or keep to themselves in order to avoid conflict or socializing with coworkers. If company culture is excellent, employees will most likely engage daily with not only their customers but also their coworkers and daily tasks, exuding consistent positivity and contributing to the workplace in a positive way. 

Let’s say you notice several of your employees acting sluggish or fatigued at work and just going through the motions of their daily tasks. Although there could be several factors contributing to this behavior, the wellbeing and health of these individuals most likely plays a large role. This is where employer initiatives come into play. Offering healthcare contests such as hydration challenges, walking challenges or calorie tracking activities could encourage employees to get fit not only for themselves, but for incentives at work. Rewards such as PTO or gift certificates can incentivize employees to participate in health challenges and show up to work refreshed and ready to go.

Productivity

Productivity relates to both financial and company culture issues when it comes to healthcare. People who work in the U.S. full time spend at least five days a week at work and one third of their day at work. So, when employees come into work sick or injured, that much more productivity decreases. Employers who promote healthy, happy employees receive results such as significant improvements in health outcomes, reduced absenteeism, reductions in sick leave and positive returns on investments. 

Be sure to set realistic goals for your employees to reach weekly, monthly or quarterly, and assess the success with the individual at the end of the term. If you choose to work with a partner like On Demand, we can help coach you to communicate with your employees on a respectful level as well as work with your employees to educate them on why workplace productivity is crucial to maintaining their job and even their mental health.

Addiction in the Workplace: Know the Facts

Written by dev on . Posted in Blog.

While three fifths of Americans aged 18 to 64 are employed full time, millions of people struggling with a substance use disorder (SUD) make up the employed population. Do you have someone with an SUD working at your company? We’re here to help you assess your workforce, implement safety features and educate you on relevant data on addiction in the workplace. 

Surprisingly, about 55% of those with an SUD are employed full time, breaking the stigma that those with addiction do not or can not hold down a job position. Twelve percent of part time employees are also struggling with an SUD, which is why it is even more important for employers to understand how to handle those with an SUD and implement programs such as Employee Assistance Programs (EAP) or bring on Substance Abuse Professionals (SAP).

What programs can help an employee struggling with addiction?

Support is crucial for employees with an addiction in the workplace. While employees’ personal life can be unknown, employers must still take the steps to provide support or treatment options to their workers as they spend at least 20 hours at work a week. EAPs are work-based intervention programs designed to assist employees in resolving personal problems that may be adversely affecting the employee’s performance. Employers can choose to require an employee to opt-in to an EAP or can leave it as an option moving forward. Implementing an EAP can be as simple as providing 24/7 nurse advice lines or assisting financially in legal assistance.Employees enrolled in an EAP can be assessed, treated and followed-up with for any type of aftercare that may be needed, allowing employees to continue working and allowing employers to decrease employee turnover. 

What are the signs of workplace drug abuse and addiction?

The answer to this question can vary largely, and isn’t the same for everyone. However, there are a few common signs among those struggling with an addiction in the workplace. 

  • Employee talks openly about money problems at home

This is an example that can be a bit tricky as it is easy to offend someone by assuming their money problems are a result of an addiction. If paired with other warning signs, it may be beneficial to sit down with an employee and bring in a human resource professional or even an SAP. 

  • Employee hygiene has become a problem at work.

If an employee’s hygiene begins to decrease, such as noticeably not bathing or not maintaining facial hair or appearance, it can be a sign of someone struggling with an SUD. It is likely that someone is focusing more on their addiction than on their appearance, so it can be beneficial to once again bring in an SAP to address the issue.

  • Employee behavior becomes erratic or there is a lack of productivity.

If an employee seems to be slacking off or acting unusual, it’s time to bring in a professional to assess the behavior and provide the appropriate mental health care to the employee. Behavior changes are one of the easiest and most common signs of drug abuse in the workplace and must be addressed right away to avoid potential workplace accidents. Reasonable suspicion drug testing comes in handy here as an employer has the right to require the employee to get tested for substances.

What can happen if an employee with an SUD goes undetected?

Unfortunately, workplace accidents are common in those with an SUD, resulting in injury to themselves or others, and in severe cases, death. The U.S. Department of Labor claims that 65% of on-the-job accidents are related to drug and alcohol abuse in the workplace. When workplace accidents occur, companies are likely to face thousands, if not millions, of dollars in workers compensation and healthcare costs. In fact, drug abuse in the workplace costs American companies about $81 billion a year. Some of these costs are attributed to healthcare costs while other debts are attributed to a decrease in productivity and absenteeism among employees with an SUD. No matter the company size, it is highly likely that at least one person with an SUD is employed there, and healthcare costs are likely to skyrocket despite employees being ‘high functioning.” 

Most employed people with an SUD are binge drinkers, which can result in higher healthcare costs due to decreased bodily functions or adverse health issues from alcohol. According to the Addiction Center, “drinking on the job can also lead to aggravated assault and sexual battery charges,” resulting in higher healthcare costs for any employees affected second handedly. Not only is your company going to face financial issues, but company employees become at-risk and experience a lower level of safety at work. 

The bottom-line

Employers must take the time to educate themselves on recognizing the signs of addiction in the workplace and have the necessary protocols put into place ahead of time. Recognizing an employee with an SUD can save a life, save company time and money and provide a healthier and happier work environment for all.

On Demand Welcomes Nurse Practitioner Alicia Warrick

Written by dev on . Posted in Blog.

On Demand’s Newest Addition: Family Nurse Practitioner Alicia Warrick

On Demand is excited to welcome Alicia Warrick, FNP-BC as a family nurse practitioner practicing in On Demand’s primary care office. Alicia brings with her over 26 years of experience in the medical field and a passion to listen and assess patients’ needs.

Alicia started practicing as a nurse practitioner in 2018 after completing her bachelor’s degree at Waynesburg University and graduating from Franciscan University with a master’s in 2017. Alicia worked as an RN in the ICCU and ER for 26 years before going back to school to pursue her passion of becoming an NP.

Getting into the medical field was an easy decision for Alicia as she had always wanted to be someone who could help other people feel better about themselves and their health. “I feel I am a good listener which is always a positive thing when treating patients. Sometimes it is what they are not saying that is the clue to what is truly important in getting them on the right track to healthy outcomes,” says Alicia.

Alicia is married with two kids ages 27 and 25, and she is awaiting a grandbaby in June 2021. Alicia also lives with her “fur baby” that she loves very much.  Aside from practicing medicine, she enjoys the outdoors.

To schedule an appointment with Alicia, please call 330-623-6661 or visit our clinic in Austintown located at 5760 Patriot Blvd.

On Demand Welcomes Sara Pease as Chief Nurse Practitioner

Written by dev on . Posted in Blog.

On Demand is proud to welcome Sara Pease, CNP, FNP-BC to the On Demand team as Chief Nurse Practitioner. Sara will be working to incorporate high quality immediate and primary care services for all ages into On Demand’s pre-existing adult immediate care.

Sara is active in the her community and the medical field. Currently, she serves as Secretary for the Ohio Association of Advanced Practice Nurses and is a member of AANP, ASAM and the National Nurse Led Consortium. Sara also recently created the Steubenville Chapter for OAAPN.

Sara graduated from Youngstown State University prior to  obtaining her Master of Science in Nursing from Malone University and completng a Fellowship in Academic Medical Education from Northeast Ohio Medical University. Sara is also passionate about the opiate addiction crisis in Ohio, and has completed her DATA waiver training which allows medical professionals to dispense or prescribe narcotic medications in settings other than an opioid treatment program.

During her 16-year career, Sara initiated many health and wellness programs such as a Vaccine for Children Program, a Breast and Cervical Quality Improvement Program and an Integrated Physical and Mental Health Treatment Program. Aside from being a part of the On Demand team, Sara practices primary care in an underserved population in East Liverpool, Ohio and also works in drug and alcohol treatment.

She has been recognized with the OAAPN Leadership Award in 2014, Outstanding Alumni Award Malone University in 2009, and the Superhero Health Center Award in 2008.

Sara resides in East Liverpool, Ohio with her husband Brian and their two children Parker and Sophia. In her free time, she enjoys spending time with her family and traveling.