Post Offer Fitness Screen Program Development

Ergonomic Assessment ADAAA


Post-Offer Fitness Screen Program Development

After a conditional offer of employment has been made, unrestricted health exams, testing and inquiries are permitted; however, if the employer withdraws the offer based on medical information (screens out the person because of a disability), the reason must be job-related and consistent with business necessity. Exams must be done on all entering employees in the same job category. When an individual is rejected as a “direct threat” to health a safety, the employer must be prepared to show:

  • A significant current risk of substantial harm (not speculative or remote)
  • The specific risk must be identified
  • The risk must be documented by objective medical or other factual evidence regarding the particular individual
  • Even if genuine significant risk of substantial harm exists, the employer must consider whether it can be eliminated or reduced below the level of a “direct threat” by reasonable accommodation without undue hardship to the employer.

Post-Employment exams are permitted as well, however, any required medical exam or inquiry of employees must also be job related and consistent with business necessity.

MEASURAbilities, LLC (formerly Sandy Goldstein & Associates) will draw on it’s understanding of civil rights legislation and court decisions related to employment practices, including Title VII of the Civil Rights Act (ADA) of 1991, and guidelines from the Equal Opportunity Commission (EEOC) to customize a legally defensible post-offer fitness screen program that will include the following elements:

  1. Fitness-For-Duty Questionnaire: a health history questionnaire completed by the employee that provides a mechanism for capturing baseline health status and lifestyle functional abilities. Failure of the worker to provide honest and accurate responses on the health questionnaire may provide grounds for withdrawal of the job offer, a claim denial or termination.
  2. Post-Offer Fitness Screen: The initial scope of the medical examination must be consistent for all persons entering a given job category; however, other follow-up inquiries, tests or exams are permitted to investigate a health problem that may impact job performance. For example, if the initial exam identifies concerns about an ability to safely perform job functions, the subject may be scheduled for a follow-up
    Functional Capacity Evaluation by a licensed physical therapist to objectively measure a worker’s functional capacities relative to job demands and investigate possible accommodation options.
  3. Third-Party Review: Because of HIPPA regulations, many employers have an independent healthcare provider function as the reviewer and gatekeeper of all medical tests and inquiries. In the event of future work-related injury claim, the reviewer may also be consulted to review pre-existing health problems and evaluate the appropriateness or requested
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