Prescription Painkiller Addiction – A Public Health Issue

According to the Centers for Disease Control and Prevention (CDC), the prevalence of overdoses on prescription painkillers (opioids) – drugs available to us through our doctors’ offices and pharmacies – is a “public health epidemic” in the United States.  The CDC reports some alarming statistics:

• In 2010, 12 million Americans (age 12 or older) reported nonmedical use of prescription painkillers in the past year
• Nearly 15,000 people die every year due to overdosing on prescription painkillers
• Between 1999 and 2010, painkiller prescriptions increased by 300%

Everyday Health, a provider of health information, notes that the problem is worsening.  In 2009, more than 475,000 people were admitted to emergency rooms due to painkiller abuse – reportedly five times the number of people admitted for the same reason five years earlier.  Moreover, opioids are now much stronger and dependence is more likely.

“The question is whether we’re in more pain over that period,” notes Nicholas Kardaras, Ph.D., an addiction specialist.  “But I really don’t think we are,” he adds. 

We’ve written about chronic pain before, as it’s a significant player in absenteeism and other workplace issues.  This prescribing trend could certainly compound pain-related worker issues.  But what’s being done to curb the trend?  Several measures have been suggested, including

• Devoting more time to training in opioid addiction issues in medical school
• Extra vigilance from prescribing doctors in evaluating patients for the possibility of addiction
• Prescription Monitoring Programs for physicians and pharmacists

Tell us what you think - how do you see this phenomenon as affecting workers?  Is it just those with chronic pain who are susceptible to opioid addiction?  Are the recommendations listed above realistic and/or sufficient for fixing the problem?

Educational Effort: How Employers Can Benefit

Why are some individuals more capable than others?  One reason, according to the Federal Reserve Bank of Minneapolis, is that the achievement gap between individuals begins early in life.

The Federal Reserve Bank?  What knowledge could they possibly have of this situation?

It turns out that this particular Reserve Bank has been conducting a longitudinal study of early childhood development.  The study tracked 123 low-income families since the 1960s.  Children were randomly selected either to be in a control group (no special schooling), or to attend a high-quality program with well-trained teachers and receive weekly home visits.

As we might guess, the outcomes are dramatic.  The study shows that the benefit-cost ratio is $16 for every $1 spent.  The bottom line is that when children are prepared for school, they are more likely to be productive in the workplace as adults.  So what should employers do?  The answers seems clear: 

1. Hire employees who have had pre-kindergarten schooling, and
2. Support by advocacy (i.e., by voting and participating in the local education conversation) the implementation of early childhood programs.

But, say the employers, they don’t have the time for these non-business ideas.  But, say the researcher, they cannot afford not to be involved.  The benefits are $16 to $1 to hire and support the preparation of the best.  What do you think?  Is it realistic for employers to investigate a prospective employee’s pre-schooling?  If not, is it worth the effort for employers to advocate for quality early education programs today to provide future employers with a capable, high-achieving applicant pool? 

Life Reimagined: Rebranding to Reinvent

The AARP (the new name for the American Association of Retired Persons) is transforming its mission.  The new mission is to work with Baby Boomers to get them to reimagine their careers.  Retiring is not an option for most Boomers.  The focus is on anything to start a second career, to think in terms of extending one’s work life.

To facilitate their new approach, AARP has created a “Life Reimagined Institute” and developed extensive online materials for Boomers to “explore” the future.  It all starts with an online assessment and then provides tailored applications.  The resources are specific and extensive, and those retired persons not really interested in a new direction may tire half way through.  But for the serious, these are extremely valuable insights and resources.  One does not have to be a member of the AARP to enroll in the process.

Helping Boomers to navigate the future has turned into a big business, and the AARP isn’t the only player.  It does have a head start since they have 37 million members, almost one quarter of the size of the U.S. labor force.

Employers and others interested in the trend can learn more at:

• http://lifereimagined.aarp.org/

Similar sources:

• www.vocationvacation.com (career change)
• www.skillshare.com  (online courses)
• www.coursera.org (online college/university courses)
• www.openculture.com  (online courses)

Boomers: “Your new calling is calling.”