Pre-Employment Physical, Medical, and Drug Tests

A potential employer, the employee has at least 15 (and is therefore covered by federal laws against disability discrimination) can not require an applicant to take such a test before the offer of the applicant to take a job.

You need to require a job offer to a potential employer before he or she take a medical or physical examination. You might then be able to attract workers to refuse if the investigation shows that he or they can not perform the essential functions replaced with or withoutreasonable accommodation. Note: If you reject the potential employee for failing a test, then he or she knows that the only reason for the rejection of the test. Therefore, you must be careful not to deny employment based on disability, was found during the investigation, as long as can the potential of an employee's disability reasonably accommodated without undue hardship on your business.

Questions must be the work of the employees will be present are available. For example, if you rent aOffice of the reception, which is not normally the claimant to lift 75-pound weights as part of the medical examination. Reject, on the other hand, if you can rent for a parcel service job, perhaps to an applicant who is not able to lift a 75-pound weight.

Confidentiality Pre-Employment Drug Test Confidentiality general, the results of the assessment contained in a file by the staff of the regular personnel file and should not be for everyone, but we found kept a medicalPractitioners, as the company doctor or, with the consent of the employee, the employee's personal physician.

Can the applicant must receive an advance payment of employment drug test?

States have different laws pertaining to undergo drug tests. In general, drug tests for applicants for all types of jobs are allowed, even jobs that are not "safety sensitive."

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