Orriant is changing the way the nation’s healthcare system operates. Orriant introduces their “Wellness Healthcare Reform” plan. Orriant’s Wellness plan is a powerful way to help companies and their trusted employees manage the ever increasing costs of health care.Orriant is a ground-breaking approach that enables companies to engage in living stronger, more active, healthier lives. It is an innovative program that provides organizations with a personal coach for every employee and spouse along with the tools to help them meet their individual goals for healthier living. Employees will better understand individual health-risks and what they can do to control them with the voluntary opt-in program.
Those employees who change their lifestyles and live healthy lives contribute to declines in insurance claims. Each individual with health risks will set goals with the help of a coach to live more active and eat healthier. Those who don’t opt in contribute more for their insurance which effectively subsidizes the entire cost of the program. It’s a solution that pays for itself.
The powerful back-end dashboard allows all participants to track their goals with HIPAA compliant privacy. This convenient tool gives a quick snapshot of successes, failures, and areas where they need help and encouragement.
As employees work to meet their individual goals based on their own specific circumstances, they will see significant change, adaptation to healthier behaviors, productivity will likely increase and premiums will be less.
Orriant’s Wellness Reform plan follows a basic six step approach:
1. Invest in a self-funding, results-proven wellness program
2. Employee Injury Prevention Screening
3. Utilization of the Direct Access Law
4. Reverse the Role of the Health Insurance Broker
5. Redesign the Insurance Payment System
Orriant’s Wellness Program benefits both employers and employees in various ways:
Employer:
-$4 to $1 ROI (increases to $18 to $1 with preinjury screening component)
-68.2% reduction in work injuries (with preinjury screening component)
-Self funded wellness program for your workforce
-Healthier more productive workers
-Decreased total paid claims
-Decreased absenteeism
-Decreased workman’s compensation claims
-HIPPA compliance
Employee:
-10% savings in health care premium monthly (increases with addition of spouse)
-Own personal 4 year degreed health coach with monthly communication and support
-Personalized health plan with small, reasonable/attainable goals
-Decreased insurance costs (i.e. copayments, coinsurance, etc.)
-Preinjury musculoskeletal screenings/functional assessments
-Post injury conservative treatment
-Decreased risk of injury
-Personalized injury prevention plan
