Migraine: a "woman's disease?".

Migraine, a chronic disorder characterized by episodes of headache, has a profound effect on the well-being and general functioning of its victims, not only during the acute attacks, but also in terms of impairment of school achievement, work performance, and family/social relationships. Despite staggering social and economic costs, it remains under-diagnosed and under-treated worldwide. Migraine has been labeled a "woman's disease" because it is three times more common in women than men, the attacks tend to be more severe and disabling among women and, in some women, they seem to be modulated by such hormonal "milestones" as menarche, menstruation, pregnancy and menopause.

Cutting the costs of migraine: role of the employee health unit.

It is estimated that over 120 million Americans suffer from moderate to severe attacks of migraine characterized by headache and other debilitating symptoms, resulting in impaired functional capacity and diminished quality of life. And, it appears, its prevalence is increasing. Since the prevalence peaks during the ages of 25-55, the prime working years, migraine places a tremendous burden on employers, primarily in the form of lost productivity as well as increased health benefits costs.

Migraine: a problem for employers and managed care plans.

Headache is probably the most common symptom in the workforce and in the general population. Among the many types of headache, the one with perhaps the greatest impact on well-being and functional capacity is migraine. It disrupts work and leisure activities and engenders significant use of healthcare resources.

Workplace violence: preventive and interventive strategies.

Violence is pervasive in the workplace. Homicides are a major cause of death among workers, but their impact and cost are considerably outweighed by the prevalence of near-misses, physical assaults, abusive behavior, and threats of violence, much of which remains unreported and unrecognized. Violence is not just a criminal justice problem nor just one involving aberrant behavior attributable to alcohol, drugs, or mental illness.

Worksite AIDS education: a case study of the New York City police.

The New York City Police Department (NYCPD) offers AIDS education on a continuing basis to all uniformed police personnel. The program consists of a videotape, published materials, lecture with medical experts, and individual counseling available on request. This study focuses on police officers' sources of information about AIDS, comparing the workplace program to other sources, as well as their knowledge about HIV transmission and their attitudes towards co-workers with AIDS.

Peritoneal metastases in pancreatic carcinoma.

Peritoneal metastases are present in about 50% of patients with pancreatic cancer at the time of death, and are the second most common site of involvement, following the liver. The small size of peritoneal metastases precludes their identification by CT scan, and thus they have to be identified by direct visualization, either at laparotomy or through laparoscopy. Adding laparoscopy to the staging protocol permits pre-operative identification of patients who will not benefit from surgery.

Risk-rated health insurance programs: a review of designs and important issues.

PURPOSE OF THE REVIEW. The purpose of this review is to assist those who work in the field of health promotion when considering the implementation of an individually risk-rated health insurance plan. It does so by introducing the reader to the concept of individually risk-rating health insurance; uncritically reviewing selected risk-rated health insurance plans; and exploring several issues related to plan implementation, administration, and appropriateness.

Knowledge and attitudes about AIDS among corporate and public service employees.

Background: We examined the relationship between workplace AIDS education efforts and workers' knowledge about HIV transmission and their attitudes toward coworkers with AIDS.

Methods: Questionnaires were mailed to corporate and public service workers at 12 work sites to ascertain the extent of their knowledge about AIDS and their attitudes toward coworkers with AIDS. Each work site had offered an AIDS education program.

Supporting the elderly: workplace programs for employed caregivers.

An aging population and extended longevity are increasing the number of older people needing informal and family support. At the same time, women, the traditional caregivers, have entered the work force in record numbers. Consequently, concerns about how to care for dependent family members have become workplace issues.

Employees' sources of AIDS information: the workplace as a promising educational setting.

Employees' evaluations of AIDS education in the workplace are related to the nature of the program sponsored by employers. A survey of 3460 employees in eight corporate work sites and four public agencies indicated that workplace programs are more highly valued by employees than are other sources of AIDS information where the programs are extensive. The findings suggest conditions under which employers can be valued as AIDS educators and credible sources of AIDS information.

Occupational stress.

Stress has come to be recognized as one of the most pervasive and potent health hazards in the work environment. This paper describes recent trends in stress-related cases, reviews the changes in workers' compensation legislation and adjudication that have paved the way for the increase, and suggests means that employers, and particularly occupational health professionals, may use to manage this problem more effectively.

Care givers in the workplace: employer support for employees with elderly and chronically disabled dependents.

With increasing demands for dependent care, and more women in the work force, employees may be required to balance work and care giving responsibilities. The New York Business Group on Health survey examines the role of business and industry concerning this issue: employer awareness about problems of employees responsible for the care of elderly or chronically disabled dependent family members, and company programs and policies to deal with employee care giver problems. Findings from this exploratory study of 69 companies in the greater New York area indicate that approximately half are aware of care giver needs, and many have identified employee problems in the workplace (lateness, absenteeism, etc).