Post Offer Physical
Pre-placement medicals have been traditional practices for most employers and have typically included: medical history, physical examination, respiratory assessment, chest and back X-ray, hearing and vision tests. This practice gives minimal insight on a person’s ability to perform the physical requirements of a job. In fact, a medical alone cannot be used to deny a person employment.
Before employment can be denied based on physical inability the following must be completed:
- An evaluation of the physical abilities of the individual based on quantifiable, valid and reliable testing protocol.
- A physical demands analysis (PDA) identifying the essential work duties.
- An identifiable relationship between the physical abilities and the physical demands that demonstrate clearly the candidate cannot fulfill the essential job functions with reasonable accommodation.
The evaluation of a workers functional ability is completed to identify potential physical barriers that an employee would likely encounter if exposed to specific work. Thus this protocol has an important role in prevention
The design of the pre-placement protocol depends on the job and its essential functions. The essential functions must be understood and identified through a worksite assessment or physical demands analysis (PDA). These criteria must be used to develop the physical limits of the employee readiness protocol in order to be compliant with Human Rights legislation.