Whole Foods article sparks calls for boycott

[Guest guest]

Opponents of Obamacare are criticized for having no ideas of their own.

That Americans are dying in the street due to lack of health care and opponents are offering no ideas.

So Mackey the CEO of Whole Foods wrote and article with 8 suggestions to fix health care without the government taking it over.

He believes that if the test case for government health care, Medicare is underfunded and more people are going to be using it (baby boomers) then it is by definition, broke.

If Medicare is broke, then what makes rational people think that Obamacare will not be underfunded on a disasterous level.

See below for an example of something that has worked for them. (Admittedly, it fails to cover the employees who don’t work for them.)

He also makes a great case for wellness focus being the best health care.

So the guy makes 8 suggestions to fix health care (insurance), many of them ways that HAVE WORKED at Whole Foods (see below), and the people who are all for rational debate call for a boycott.

Facebook, Twitter, blogs, websites are all going nuts calling for customers to boycott Whole Foods.

So much for rational debate, reasoned discussion, and cordial disagreement.

I gotta go...shopping at Whole Foods.

E. Abrahamson, D.C.

http://online.wsj.com/article/SB10001424052970204251404574342170072865070.html

•â€‰Remove the legal obstacles that slow the creation of high-deductible health insurance plans and health savings accounts (HSAs). The combination of high-deductible health insurance and HSAs is one solution that could solve many of our health-care problems. For example, Whole Foods Market pays 100% of the premiums for all our team members who work 30 hours or more per week (about 89% of all team members) for our high-deductible health-insurance plan. We also provide up to $1,800 per year in additional health-care dollars through deposits into employees' Personal Wellness Accounts to spend as they choose on their own health and wellness.

Money not spent in one year rolls over to the next and grows over time. Our team members therefore spend their own health-care dollars until the annual deductible is covered (about $2,500) and the insurance plan kicks in. This creates incentives to spend the first $2,500 more carefully. Our plan's costs are much lower than typical health insurance, while providing a very high degree of worker satisfaction.