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Things to Keep in Mind Before Setting Up an Employee Pharmacy

Having a company-wide employee pharmacy is a great way to help employees take their medication and improve their productivity and health. But there are a few things you need to keep in mind before you set up an on-site pharmacy.

On-site pharmacy helps improve medication adherence and productivity

An onsite pharmacy can help improve medication adherence and productivity among health plan members. This type of facility is often integrated into a company’s wellness program or integrated into a health center. It offers convenient, low-cost, and high-quality prescriptions, as well as over-the-counter medications.

Research has shown that adherence to medication is associated with better outcomes. Patients who have a higher level of adherence are less likely to have hospitalizations and emergency room visits. These outcomes translate into lower costs to plan sponsors, resulting in billions of dollars in savings each year.

A study by the Cerner Healthe Clinic examined medication adherence rates in health plan members. Their research was based on claims data from self-insured employer’s health plans. The analysis focused on hypertension, depression, diabetes, and asthma medications.

Researchers looked at average days to discontinue treatment, the medication possession ratio, and the number of days to fill a prescription. They also evaluated how many patients had 30-day gaps in coverage.

At one year, the average MPR was 13% to 20% higher for those who used an onsite pharmacy compared to those who filled their prescriptions elsewhere. The results were also statistically significant. Those who had hyperlipidemia and diabetes had significantly higher MPRs than those who did not.

Overall, the results showed that onsite pharmacies positively affected medication adherence and overall productivity. However, the impact was not consistent with each medication type. For example, the impact of an onsite pharmacy on hypertension adherence was more pronounced than for depression.

The authors suggested that onsite pharmacists have a unique position to develop relationships with employees, which can lead to behavior changes. In addition to providing affordable prescriptions, onsite pharmacists can help create a culture of health within an organization.

Dealing respectfully with the DOL

Dealing with the Department of Labor (DOL) can be a minefield. However, there are some things you can do to make the process easier on yourself. In particular, keep a close eye on your employee’s medical records. If possible, make sure the records are kept separate from the main personnel file. Also, be sure to get legal advice before taking the leap.

When dealing with the DOL, you need to be proactive, not reactive. A good place to start is with a well-designed employee handbook. This will not only guide your employees, but also help keep your company’s legal department in check. Keeping employee records separate will also prevent you from accidentally inadvertently infringing upon their privacy.

You’ll want to be prepared for a slap down. Be sure to take notes. One of the best things to do is to engage in an interactive discussion about reasonable accommodations. This is especially important if you have a disabled employee on your hands. By proactively laying out expectations, you may be able to avoid a messy divorce later on.

Finally, if you’re in the market for a new employee, be sure to read up on the DOL’s policies. Not only will this help ensure you’re on the good side of the law, it will also help you make the most of your hiring decisions.

The DOL has a lot of laws to enforce, so you need to be on top of your game. That means having a written employee handbook, being ready to fire a member of the team and a solid knowledge of the DOL’s guidelines. Having a solid plan of attack is the surest way to ensure a smooth transition from your current employer to a new one.

Ensure salary basis for exempt positions is strong

If you’re considering a career in pharmacy there are a few things to consider. For one, you need to be aware of the latest and greatest regulations. The most recent flurry of activity surrounding pharmacy regulations has resulted in a slew of changes to the pharma acronym. Those changes include a new salary based salary-based salary and a new, larger state of the art pharmacy headquarters. As such, your business may have to do a bit of rethinking to get it squared away. Keeping abreast of the latest news and changes can be a daunting task for even the most seasoned of professionals. However, there are a few resources available to help. Whether it’s a quick phone call, a quick web search, or an in person consultation, your chances of a smooth transition into the next generation of pharmacy executives are enhanced.

It may be a worthwhile investment to take a hard look at your current employee base and make a few educated decisions about the future. While you’re at it, be sure to check out the latest and greatest in pharmacy technology, human resources and training programs. Take the time to learn the ins and outs of your industry and you’ll be a much better steward of your employees and your bottom line. Keeping abreast of the latest developments in the field will save you a few headaches in the long run. Getting a handle on the latest and greatest in pharmacy technology will keep you and your staff up to speed and ahead of the competition.

Document employee’s conduct

Documenting the conduct of employees at a pharmacy can be very helpful. You can document the employee’s performance, the type of misconduct he or she committed, and the consequences that were involved. Ultimately, accurate and current documentation is important in all employee decisions. Having good documentation will help protect you in the event that a claim is filed against you.

Before starting the documentation process, you should be sure to have a clear understanding of your policies and procedures. For example, if you have a policy on safety, it is crucial to make certain that your procedures and rules are consistent with it. In addition, you should make sure that your staff is aware of your safety procedures. Moreover, you should have a written handbook that details your policies and procedures.

Whether you are hiring new employees or firing current employees, it is important to ensure that your policies are clear and easy to understand. Additionally, it is important to document any findings, especially if you are investigating a complaint. Often, it is not enough to document that an employee did something wrong. This can be proven by evidence of inconsistency or unfairness.

If you are unsure of how to document the conduct of employees at a pharmacy, it is advisable to seek legal advice. It is also important to be able to explain your reasons for termination. During the termination meeting, you should not apologize, and you should make certain that your employer is aware of your reasons. Make sure that you cite any previous disciplinary actions and objective criteria.

By documenting the conduct of employees at a pharmacy, you can ensure that your policies are followed and that your employees are protected. A proper documentation can even prevent claims of negligent supervision.

Re-examine employee classifications

If you have a pharmacy, you should regularly re-examine employee classifications. It is essential that you treat employees equally and protect your participants. Often, complaints have been filed against pharmacies due to misclassifications.

You should take into account an employee’s previous disciplinary actions and policy violations. If an employee has a disability, you should determine whether it is a direct threat to the workplace. If so, you may want to consider part-time or alternative scheduling arrangements. In addition, you should engage in a dialogue with the employee about reasonable accommodations.

During the termination meeting, you should be clear about the reasons for the termination. Often, the employee will have a written employment agreement with you, and this document will specify the termination process. The form includes the signature of the employee and his or her supervisor. Make sure you include any policy or procedure violation details, a written warning, and any other information that can help you prove the employee’s conduct was misconduct.

If you find that an employee has been classified incorrectly, you should immediately follow up with the employee and his or her employer. This is important to ensure you are not being sued by the employee or his or her family. Additionally, it is important to get legal advice before dealing with the Department of Labor.

When you are re-examining employee classifications, you should not make any promises or commitments to the employee about the confidentiality of your discussions or decisions. Your actions will be discoverable in a lawsuit.


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