nsarg meeting feb 18 2016 - pharmacogenetics in benefit plans - personalized prescribing
TRANSCRIPT
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Personalized Genetics: The New Trend in Employee Benefits
You’ve ever had a bad reaction to a medication
OR
Know someone who has?
Raise your hand if :
Your medications should be helping you not hurting you
S Toxic? S Effective?
We are all unique, and so is the way we respond to meds
Main factor that predicts medication response = Genetics
Case Study – Kelly is an employee who has atrial
fibrillation
What happened to Kelly?
Kelly has a “genetic incompatibility” to her
medication. It kept her away from work and could have
taken her life.
Case Study – Sarah is an employee who has severe
clinical depression
What happened to Sarah?
Sarah has a “genetic incompatibility” to her
medication. It kept her away from work and could have
taken her life.
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What is the solution to this problem?
Pharmacogenetics
§ Utilizes genetic testing to determine how you will respond to medications § Is NOT a test that predicts disease risk § Similar to an allergy test (information cannot hurt you)
Pharmacogenetics: More ‘Tailored’ Drug Regimen
Test Results
§ Discrimination § Liability § Privacy
Concerns
Bill S201
Discrimination
http://www.revolution10.uk/revolution-10-at-the-house-of-commons/
§ Bill S201 § What do we do until the bill is passed?
§ CLHIA statement on genetic testing
Genetic Discrimination
§ Plan design & implementation § Employee-Employer confidentiality
Privacy & Liability
Privacy & Liability: Plan Design
S Things to look for: S Employee provides written consent with full
disclosure of implications S Barcode system that protects genetic information S No raw genetic information is shared
Implementation into a Benefit
S Employee benefit for employers S Similar to an EAP
S Everyone is covered and employees who meet eligibility can requisition the test on a volunteer basis with consent
S Does not replace your drug plan S Makes it more effective
The Process
The Process
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Why Implement?
Return on Investment
S Absenteeism savings (3 fold)
S Disability savings (4 fold)
S Happy and healthy employees
Winner et al., Translational Pyschology, 2013
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Questions?
