What is a Post-Offer Fitness Screening?
A baseline health history and assessment of fitness for performing essential job demands.
When should a Post-Offer Fitness Screening be performed?
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 conducted on all employees in the same job category. When an individual is rejected as a “direct threat” to health and 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 or other factual evidence regarding the particular individual.
- Even if a 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.
PPTS Post-Offer Fitness Screening programs are customized and designed to meet the standards required by the Americans with Disabilities Act (ADA) of 1991 and guidelines from the Equal Employment Opportunity Commission (EEOC).
PPTS Post-Offer Fitness Screen Program
At a minimum, a defensible program should include the following:
- Functional Job Analysis
- Fitness-for-Duty Questionnaire
- Medical Examination
- Third Party Review