Eligible Employees Research Articles

Workplace smoke-free policies that allow heated tobacco products and electronic cigarettes use are associated with use of both these products and conventional tobacco smoking: the 2018 JASTIS study

ObjectivesHeated tobacco products (HTPs) and electronic cigarettes (e-cigarettes) are rapidly gaining popularity, especially in Japan. However, at the time of the survey (2018), there was no national legislation banning HTPs...

How Much More Secure Does the SECURE Act Make American Workers: Evidence From EBRI’s Retirement Security Projection Model®

How Much More Secure Does the SECURE Act Make American Workers: Evidence From EBRI’s Retirement Security Projection Model®

Educational Leave as a Time Resource for Participation in Adult Learning and Education (ALE).

The study investigates effects of the implementation of a law authorizing educational leave in Germany on individual participation in adult learning and education (ALE). In 2015, the federal state of Baden-Württemberg introduced the so-called Bildungszeitgesetz, legitimating an exemption for eligible employees of up to 5 days per year with continued payment of salary. Explaining participation in ALE is a central subject of educational research at national and international level. Current theoretical assumptions of rational choice and empirical findings of educational and socio-statistical research suggest that within the general population, individuals’ availability of time affects the decision to participate and therefore lastly determines participation in ALE. However, current academia mainly discusses time as either a prerequisite for learning activities or as an observable outcome of participation and not as an explanatory factor. Furthermore, since recent studies remain on a descriptive level regarding influences of time on participation in ALE, no causal effects of the availability of time on participation are estimated. Hence, our study addresses this research gap by investigating effects of educational policy interventions such as the Bildungszeitgesetz on participation in ALE. Policy interventions are ideally suited to examine the significance of time resources for participation, as the implementation of the Bildungszeitgesetz provides a specific timeframe for employees to participate in ALE outside of their working time. Drawing on data from the German National Educational Panel Study, we employ a difference-in-differences estimation strategy with propensity score matching and instrumental variable to identify the direct causal effect of the implementation of the Bildungszeitgesetz on participation in ALE (N = 709). This combination toward causal inference controls for observed and unobserved baseline differences as well as heterogeneous treatment effects. The results reveal a non-significant but heterogeneous treatment effect of the implementation of the Bildungszeitgesetz on individual participation in ALE. Contrary to our theoretical assumptions derived from rational choice approaches, we cannot confirm the hypothesis that the availability of time resources due to the implementation of the Bildungszeitgesetz causes a positive effect on participation in ALE. Furthermore, the results reveal that the implementation causes decreasing participation rates for younger adults, women and significantly for migrants.

Adverse Events in Obstetrics: Impacts on Providers and Staff of Maternity Care.

ObjectiveTo determine the frequency of maternity health employee experiences with maternal and perinatal/neonatal adverse outcomes and gain a deeper understanding of how these experiences impact the providers. DesignSingle-institution observational study from 2016.SettingThe George Washington University Hospital.PopulationLabor and delivery, postpartum, and neonatal intensive care staff.MethodsAn anonymous survey was distributed to maternity staff inquiring about feelings surrounding maternal and perinatal/neonatal adverse outcomes. Predictors included demographics and job-related variables. Associations were examined using univariable and multivariable analyses.Main Outcome MeasuresOutcomes included depression, post-traumatic stress disorder symptoms, and work-related problems following the event.Results A total of 105 employees of approximately 230 eligible employees answered the survey, including obstetrics and gynecology and anesthesia physicians (residents and attendings), midwives, nurses, nurse practitioners, and medical technicians with a response rate of 46%. Being a physician was protective against symptoms of depression and post-traumatic stress disorder symptoms. Resident physicians had higher levels of anxiety/depression compared to attendings. Statistically significant variables predictive of negative repercussions included non-physician status (p=.045), substance use (p=.0036), considering a career change (p<.0001) and seeking mental health treatment (p=.0005). About half of the respondents were aware that processes exist to help them cope with adverse outcomes.ConclusionsNon-physicians, those using substances, those considering career change, and those seeking mental health treatment are more likely to experience anxiety/depression and post-traumatic stress symptoms after a maternal or perinatal/neonatal loss. These individuals should be identified and offered additional support.

Decision Support System Selection of Best Employee At PT. Intiberkah Sinar Sejahtera Using Simple Additive weighting MethodDecision Support System Selection of Best Employee At PT. Intiberkah Sinar Sejahtera Using Simple Additive weighting Method

The problem of PT. Sinar Sejahtera Intiberkah are still many employees of PT. Intiberkah Sinar Sejahtera especially the logistics employees who are critical to the company that should be worthy to obtain as the best employees but until now there has been no employees at the logistics become the best employee in the company of PT. Sinar Sejahtera Intiberkah tersebut.Oleh Therefore, in this study used a decision support system that can be used to help the PT. Intiberkah Sinar Sejahtera in determining the eligible employees in the selection of the best employees, there are four criteria taken in these elections is the first no ethical criteria, these criteria related to attitudes and ways of speaking with courtesy to superiors.

Descriptive Research on SOCSO‟s Invalidity Pension Scheme (IPS) Claims Payment

Social insurance was introduced in Malaysia in 1971 through Social Security Organization (SOCSO). Herein, this study describes the increasing trend amounts of SOCSO’s IPS claims payment. This study analyzed IPS data from 2002–2014 to examine severity each of benefits offered such as Invalidity Pension, Survivors’ Pension, Constant Attendance Allowance, Rehabilitation Benefit and Funeral Benefit. Furthermore, the registered number of employers had increased to approximately 5% in 2013. This is because SOCSO officers all around Malaysia had been actively searching for employers who have yet to register to make contributions for their eligible employees. Additionally, the total number of IPS claims payment had steadily increased since 2002 to 2014. On average, the total claims payment of IPS increased at a rate of 10% every year. This study suggested that a large part of the increase in IPS claims could be explained by population which active contributors, and the increase result from equalization of IPS services across the country. In addition, it seems that the claims of low and high care levels depend on different factors. The increase in IPS claims should be monitored carefully to identify underlying factors and to ensure sustainability of the funding system

1206. #HitMeWithYourFluShot: Consolidating a 3-Week Influenza Vaccination Program into a One-Day Drill

BackgroundSince 2011 our health system has achieved >90% employee influenza vaccination via a 3-week intensive nonmandatory program offering entrance location vaccinations. We partnered with Emergency Management to consolidate this process into 1 day, fulfilling a dual purpose of conducting an emergency vaccination drill.MethodsThe health system comprises 2 hospitals (913-bed and 250-bed) and campuses, multiple off-campus clinical and nonclinical sites, and a free-standing emergency department, employing nearly 12,000 people in 4 states. A multidisciplinary team planned the drill, scheduled 4 am-9 pm at 3 locations in the 2 hospitals. In addition, roving vaccination teams visited all off-campus sites to either perform vaccinations or deliver supplies. Employees not scheduled to work were encouraged but not required to come in; all eligible employees working that day were expected to be vaccinated. Nonemployees (including physicians, volunteers and retirees) were also included. To promote the event, we developed posters and other communications using a #HitMeWithYourFluShot hashtag, and included radio stations, therapy dogs, photo booths and other activities. After the event we surveyed participants to elicit feedback.ResultsDuring the 1-day event we vaccinated 7267 (69%) employees, along with 1594 nonemployees, similar to prior 3-week campaigns (figure). Nearly 300 employees volunteered to vaccinate or perform other duties. The roving teams visited 81 practices at 42 separate locations, traveling >250 miles. Of those completing the post-event survey (n = 656), 79% found the event very convenient, and 61% of those who had participated in prior campaigns found this format somewhat or much better. Employee vaccination rates for the entire season was 92%.ConclusionThis effort demonstrated that we could achieve high levels of employee flu vaccination in a single day in a large and geographically diverse healthcare system, using a mass vaccination drill format that included multiple sites of vaccination as well as roving vaccination and transport teams. We identified the lack of a master list with locations of all off-campus employees as the greatest opportunity. Participants favorably accepted the drill format and employee engagement was high. Disclosures All authors: No reported disclosures.

Another Consequence of SFAS 123R: Equity Compensation to Retirement Eligible CEOs

ABSTRACT SFAS 123R, which mandates expensing the fair value of equity compensation over its vesting period, requires companies expense the entire fair value on the grant date when a retirement eligible employee is allowed to retain that compensation even if s/he retires prior to the end of that vesting period. From the firms' point of view, SFAS 123R makes equity compensation less attractive for executives approaching retirement. Consistent with this hypothesis, our results show that relative to younger executives, equity compensation decreases for executives approaching retirement post-SFAS 123R. We find evidence consistent with this decrease varying with the negotiating power of the employee, i.e., when we decompose our sample into CEO versus non-CEO named executive officer we only find a decrease for non-CEOs. We also find evidence consistent with firms differentially responding to this requirement, i.e., we find that new economy firms are less likely to reduce equity compensation.

RE-AIM evaluation of a one-year trial of a combined educational and environmental workplace intervention to lower salt intake in Switzerland.

Reducing excessive dietary sodium may reduce cardiovascular disease risk. Environmental and behavioral interventions in workplaces may reduce salt consumption, but information on the effectiveness of workplace nutrition interventions is sparse. We used the RE-AIM framework to evaluate a one-year trial in 2015–2016 of an educational and environmental intervention to lower salt intake of employees in organizations with catering facilities in Switzerland. Five educational workshops for employees and assessments that included 24-hour urine collection were combined with five coaching sessions and food analyses in catering operations. We studied the adoption, reach, implementation, effectiveness, and maintenance of the intervention.Eight of 389 candidate organizations participated in the trial in which 145 (50% men) out of 5794 potentially eligible employees consented to participate, and 138 completed the trial with 13 in the control group.The overall mean change of daily salt intake was −0.6 g from 8.7 g to 8.1 g (6.9%). Though the mean daily salt intake of women was unaltered from 7 g, the mean intake of men declined by −1.2 g from 10.4 g to 9.2 g. Baseline salt intake, sex, and waist-to-height ratio were significant predictors of salt reduction. The analysis also highlighted pivotal determinants of low adoption and reach, and program implementation in catering operations. We conclude that a workplace program of nutrition intervention for employees and catering staff is feasible. The acceptance, effectiveness, and maintenance of nutrition interventions in the workplace require strong employer support. In a supportive food environment, interventions tailored to sex, age, and CVD risk inter alia could be successful.

Effectiveness of a type 2 diabetes prevention program combining FINDRISC scoring and telephone-based coaching in the French population of bakery/pastry employees

Background/objectivesPreventive actions targeting the risk of type 2 diabetes mellitus (T2D) and deployed from the workplace are scarce. This study aimed to measure this T2D risk in a large sample of the bakery/pastry employees in France and to assess the effectiveness of a telephone coaching program in participants with the highest risk.Subjects/methodsA screening survey using the FINDRISC score was conducted by phone among the employees. Those with a moderate risk (score ≥ 12 and <15; body mass index ≥ 25 kg/m2) or high/very high risk (score ≥ 15) were invited to participate in a 6-month coaching program including 6 monthly interviews together with a final evaluation interview three months later. The effects and impact were evaluated using 8 questions on dietary knowledge/behavior as well as the GPAQ (physical activity) and SF-12 (quality of life) questionnaires.ResultsThere were 19,951 employees eligible for screening (age: 38.0 ± 13.5 years, men 49.6%, mean FINDRISC score 5.9 ± 4.4). A high/very high score was found in 4% of individuals. Overall, 1,348 (among 2,018) eligible employees agreed to participate in the coaching program, 630 of whom participated in all interviews. Of the latter, dietary knowledge/behavior (+1.60) and quality of life (+1.83) improved (P < 0.0001), with a favorable trend for physical activity (+0.06, P = 0.0756). Dietary knowledge/behavior continued to improve in the 581 completers (+0.17, P = 0.0001).ConclusionsThis two-step prevention program associating T2D risk estimation and a 6-month telephone coaching was deployed in the French craft bakery/pastry sector with significant adhesion. Such program appears beneficial for enhancing knowledge and mobilizing skills associated with T2D prevention.

Abstract 3315: Workplace program that offers annual fecal immunochemical testing improves adherence to colorectal cancer screening guidelines

Abstract Background: Although regular screening reduces the incidence and mortality of colorectal cancer, ~ 35% of eligible adults remain non-adherent to screening guidelines. We asked if a workplace screening program, using a non-invasive fecal immunochemical test (Insure FIT), would improve adherence to guidelines. Methods: An employer-sponsored program provided eligible employees (age 50-75 years) the opportunity to participate in colorectal cancer screening. InSure FIT collection kits were mailed annually to: (i) newly eligible employees, (ii) new hires, (iii) those who had participated the previous year and (iv) those who requested testing. Employees returned kits by mail for quantitative detection of human hemoglobin in fecal samples. Those with positive test results were contacted by phone and mail with a recommendation to contact their physician for follow up diagnostic testing. Using a limited data set of health plan claims, we identified those employees, with continuous medical coverage over the 5-year study period (2013-2017), who were adherent to current screening guidelines (colonoscopy any year or FIT every year). Colonoscopy procedures were identified in professional services and outpatient event files using current procedural terminology (CPT) codes. Results: Approximately a third (32.7%; 1,858/5,686) of eligible employees participated in the program. Some 42.7% (794/1,858) of participants underwent colonoscopy over the 5-year study period. An additional 15.9% (296/1,858) were tested with InSure FIT all 5 years. In total 58.7% (1,090/1,858) of participants were adherent to guidelines (colonoscopy any year or annual FIT). In comparison, only 34.6% (1,323/3,828) of non-participants were adherent to guidelines. ParticipantsNon-ParticipantsTotal1,8583,828Mean age, y (SD)55.9 (4.2)55.7 (4.3)Female, n (%)1,314 (70.7%)2,470 (64.5%)Adherent to screening guidelines, n (%)1,090 (58.7%)1,323 (34.6%) Conclusion: Participants in an employer-sponsored FIT program had 24% higher adherence to guidelines for colorectal cancer screening compared to non-participants. Citation Format: Carmen H. Tong, Anita Satish, Maren S. Fragala, Lance A. Bare, Charles E. Birse. Workplace program that offers annual fecal immunochemical testing improves adherence to colorectal cancer screening guidelines [abstract]. In: Proceedings of the American Association for Cancer Research Annual Meeting 2019; 2019 Mar 29-Apr 3; Atlanta, GA. Philadelphia (PA): AACR; Cancer Res 2019;79(13 Suppl):Abstract nr 3315.

FACTORS PREDICTING THE STRETCHING EXERCISE BEHAVIORS OF OFFICE EMPLOYEES WORKING IN THE SHAHID BEHESHTI UNIVERSITY OF MEDICAL SCIENCES IN TEHRAN, IRAN.

Office employees of all ages are at risk for non-communicable diseases such as musculoskeletal disorders (MSDs) due to physical inactivity. Stretching exercise (SE) behavior could help office employees prevent MSDs. This research aimed to study the predictors of SE among office employees working in Shahid Beheshti University of Medical Sciences (SBUMS) of Iran through a health promotion model (HPM). In the present study, 430 eligible office employees were randomly selected. To assess the predictors of SE, all the HPM constructs were examined as risk factors to determine whether they influence the probability of SE behavior occurrence and were interpreted through odds ratio (OR). SPSS version 19 was used to analyze the data. A total of 420 office employees with mean age of 37.1±8.03 years took part in the study. This study showed that perceived barriers to action could prevent participants from engaging in SE (OR [95%CI]: 0.875 [0.815-0.939], p < 0.001). However, perceived self-efficacy (OR [95%CI]: 1.248 [1.137-1.370], p < 0.001), commitment to a plan of action (OR [95%CI]: 1.189 [1.033-1.367], p = 0.016), and interpersonal influences (OR [95%CI]: 1.104 [1.041-1.217], p = 0.003) were significant predictors for SE behavior. This study showed that the office employees who were more confident and committed to a plan of action, and perceived fewer barriers, were more likely to engage in SE behavior.

Paying Patients To Switch: Impact Of A Rewards Program On Choice Of Providers, Prices, And Utilization.

Employers and insurers are experimenting with benefit strategies that encourage patients to switch to lower-price providers. One increasingly popular strategy is to financially reward patients who receive care from such providers. We evaluated the impact of a rewards program implemented in 2017 by twenty-nine employers with 269,875 eligible employees and dependents. For 131 elective services, patients who received care from a designated lower-price provider received a check ranging from $25 to $500, depending on the provider's price and service. In the first twelve months of the program we found a 2.1percent reduction in prices paid for services targeted by the rewards program. The reductions in price resulted in savings of $2.3million, or roughly $8 per person, per year. These effects were primarily seen in magnetic resonance imaging and ultrasounds, with no observed price reduction among surgical procedures.

Active choice, implicit defaults, and the incentive to choose

Home-delivered prescriptions have no delivery charge and lower copayments than prescriptions picked up at a pharmacy. Nevertheless, when home delivery is offered on an opt-in basis, the take-up rate is only 6%. We study a program that makes active choice of either home delivery or pharmacy pick-up a requirement for insurance eligibility. The program introduces an implicit default for those who don’t make an active choice: pharmacy pick-up without insurance subsidies. Under this program, 42% of eligible employees actively choose home delivery, 39% actively choose pharmacy pick-up, and 19% make no active choice and are assigned the implicit default. Individuals who financially benefit most from home delivery are more likely to choose it. Those who benefit least from insurance subsidies are more likely to make no active choice and lose those subsidies. The implicit default incentivizes people to make an active choice, thereby playing a key role in choice architecture.

Effectiveness of a healthcare retreat for male employees with cardiovascular risk factors

Lifestyle modification is the primary treatment strategy for obesity, hypertension, dyslipidemia, and hyperglycemia. Recently, the Japanese government designed a healthcare retreat program for persons with cardiovascular risk factors. However, the structure and effectiveness of this program has not been fully discussed.Employees of a company group with obesity and one or more other cardiovascular risk factors were enrolled in the study. The participants in the three-day retreat program were compared with those receiving a brochure-based advice for their subsequent changes in the annual health check-up data using the propensity score matching method.Among the 415 eligible employees, 220 underwent the intensive program and 195 received a brochure-based advice. In the propensity score-matched subjects, reduction in body weight (2.7 kg vs. 0.99 kg, p < 0.01), waist circumference (3.5 cm vs. 1.5 cm, p < 0.01), and non-HDL cholesterol (8.8 mg/dl vs. 1.3 mg/dl, p = 0.05) were significantly greater in the intensive care group one year later. The superiority of the intensive program, however, was gradually attenuted for subsequent two years later.This healthcare retreat with counseling and training program would improve body weight and waist circumference for one to two subsequent years.

The impact of financial incentives on health and health care: Evidence from a large wellness program.

Workplace wellness programs have become increasingly common in the United States, although there is not yet consensus regarding the ability of such programs to improve employees' health and reduce health care costs. In this paper, we study a program offered by a large U.S. employer that provides substantial financial incentives directly tied to employees' health. The program has a high participation rate among eligible employees, around 80%, and we analyze the data on the first 4 years of the program, linked to health care claims. We document robust improvements in employee health and a correlation between certain health improvements and reductions in health care cost. Despite the latter association, we cannot find direct evidence causally linking program participation to reduced health care costs, although it seems plausible that such a relationship will arise over longer horizons.

Unique Partnership to Roll Out Cancer Awareness and Screening Program for High-Risk Population in Maharashtra

Background and context: India is one of the few countries to have National Cancer Control Program and emphasis is given on tobacco related cancers because of high prevalence of such practices in India. As per the Global Adult survey 2016 around 30% of Indian population consume tobacco in any other form. Bus drivers, conductors and support staff of two leading public transport companies will be targeted by Indian Cancer Society as they are among high risk population with huge percentage of employees addicted with tobacco. Through this unique partnership, Indian Cancer Society (ICS) will promote tobacco deaddiction, cancer awareness and early detection of cancer among their staff. Aim: ICS is aiming at reaching out to around 1.20 Lakh bus drivers, conductors and support staff through this project in the span of 2 years. Strategy/Tactics: Cancer awareness will be created among targeted as well as general population by means of posters, banners, IEC leaflets. Depot managers will be sensitized about cancer, ill effects of tobacco consumption and importance of early detection. All eligible employees will be screened for commonest cancers in India like oral, breast, cervical and prostate. Tobacco deaddiction activities like support group meetings, experience sharing activities, role plays etc. will be organized for employees to facilitate tobacco deaddiction. Program/Policy process: Baseline survey was conducted for the sample size of 1000 employees in the month of March 2018 to assess their knowledge, attitude and practices related to tobacco addiction and cancer awareness. BCC and IEC activities will be planned based on the findings of baseline survey. Customized cancer screening packages will be developed based on the age and risk profile of employees. Support group meetings will be organized for employees with tobacco addiction. Outcomes: In the tenure of 2 years, cancer awareness will be created among 1.20 Lakh bus drivers, conductors and support staff. 75%–80% of these population will undergo cancer screening. General population residing in 30 districts of Maharashtra will be reached out through the cancer awareness drive organized at bus depots. Burden on the health system of these two transport companies will be reduced due to improved knowledge and health practices among their staff. Conclusion: With mandatory CSR, the private sector is keen on focusing on diseases with measurable outcome. Partnerships between government and NGOs can provide opportunities for private sector to collaborate; to reduce the burden of cancer through awareness and facilitate early detection thus improving chance of cure. This PPP model will provide structured quality cancer screening facility to identified high risk population and will facilitate early cancer detection. Best practices will be imbibed and tobacco deaddiction activities will be sustained beyond the project period.

Enrollment Strategies, Barriers to Participation, and Reach of a Workplace Intervention Targeting Sedentary Behavior.

To review enrollment strategies, participation barriers, and program reach of a large, 2-year workplace intervention targeting sedentary behavior. Cross-sectional, retrospective review. Twenty-four worksites balanced across academic, industry, and government sectors in Minneapolis/Saint Paul (Minnesota) and Phoenix (Arizona) regions. Full-time (≥30+ h/wk), sedentary office workers. Reach was calculated as the proportion of eligible employees who enrolled in the intervention ([N enrolled/(proportion of eligible employees × N total employees)] × 100). Mean (1 standard deviation) and median worksite sizes were calculated at each enrollment step. Participation barriers and modifications were recorded by the research team. A survey was sent to a subset of nonparticipants (N = 57), and thematic analyses were conducted to examine reasons for nonparticipation, positive impacts, and negative experiences. Employer reach was 65% (56 worksites invited to participate; 66% eligible of 56 responses; 24 enrolled). Employee reach was 58% (1317 invited to participate, 83% eligible of 906 responses; 632 enrolled). Postrandomization, on average, 59% (15%) of the worksites participated. Eighteen modifications were developed to overcome participant-, context-, and research-related participation barriers. A high proportion of worksites and employees approached to participate in a sedentary behavior reduction intervention engaged in the study. Interventions that provide flexible enrollment, graded participant engagement options, and adopt a participant-centered approach may facilitate workplace intervention success.

Quality of life, depression, and productivity of city government employees in Japan: a comparison study using the Athens insomnia scale and insomnia severity index

BackgroundInsomnia has a high prevalence in modern society. Various tools have been developed to assess insomnia. We performed a direct comparison between the Insomnia Severity Index (ISI) and the Athens Insomnia Scale (AIS) in a Japanese population.MethodsA cross-sectional questionnaire-based study was conducted in September 2017 as part of the Night in Japan Home Sleep Monitoring Study. In addition to insomnia, assessed using the AIS and ISI, depression, sleepiness, quality of life, and work performance were assessed using the Patient Health Questionnaire (PHQ)-9, a Japanese version of the Epworth Sleepiness Scale, the Short Form-8 Health Survey Questionnaire (SF-8), and the World Health Organization Health and Work Performance Questionnaire, respectively. Receiver operating characteristic (ROC) curves were constructed to compare the outcomes of the AIS and the ISI.ResultsA total of 1685 (81.9%) of all eligible employees were enrolled. The total scores of the AIS and ISI had a Pearson correlation coefficient (r) of 0.80 (p < 0.01). The area under the ROC curve for the AIS and ISI for the detection of depression (PHQ-9 ≥ 10) was 0.89 and 0.86, respectively. The prevalence of clinical insomnia (ISI ≥ 15) and definite insomnia (AIS ≥ 10) were 6.5 and 10.8%, respectively. Both the AIS and ISI showed a weak negative correlation with the physical component summary score of the SF-8 (r = − 0.37, p < 0.01 and r = − 0.32, p < 0.01, respectively) and absolute presenteeism (r = − 0.32, p < 0.01 and r = − 0.28, p < 0.01, respectively) and a moderate negative correlation with the mental component summary score of the SF-8 (r = − 0.53, p < 0.01 and r = − 0.43, p < 0.01, respectively).ConclusionsA strong positive correlation was found between the total scores of the AIS and ISI. Both the AIS and ISI were found to be associated with low physical and mental quality of life, depression, and productivity loss at work. Moreover, they had a moderate accuracy for detecting depression. Both the AIS and ISI may serve as useful screening tools for both insomnia and depression in the Japanese working population.Trial registrationUMIN-CTR (UMIN000028675, registered on 2017/8/15) and ClinicalTrials.gov (NCT03276585, registered on 2017/9/3).

Employer Evades Bargaining Order

In early 2014, aluminum manufacturer Novelis won a union election by a vote of 287 to 273. Subsequently, a National Labor Relations Board administrative law judge found Novelis committed numerous unfair labor practices, including restoring Sunday and holiday pay; removing union literature; interrogating employees; prohibiting employees from wearing union paraphernalia; and threatening employees with wage loss, plant closure, and more difficult working conditions if they were to unionize, as well as demoting an employee for complaining about management on Facebook. Among other measures, the ALJ recommended a bargaining order because “traditional remedies … would be insufficient to alleviate the impact reasonably incurred by eligible unit employees[.]”