HOW TO PREPARE FOR A PRE-EMPLOYMENT PHYSICAL

In this article, we’ll provide you with an overview of what these physical exams typically entail, as well as what companies shouldn’t be asking you to do.

Key Takeaways

• Pre-employment physicals are often very similar to your annual physical examination or checkup.

• Your employer may want you to complete a few tests in addition to your physical, such as physical ability tests, drug and alcohol tests, psychological tests, or human performance evaluations.

• Your employer is legally not allowed to ask you to take a physical exam before they give you a job offer.

• You can lose a job offer based on the results of your physical examinations, but there are strict guidelines in place to protect you from discrimination that employers must follow.

WHAT IS A PRE-EMPLOYMENT PHYSICAL?

A pre-employment physical is a physical medical exam that an employer requires you to take before your employment can be finalized. This is a common step in the hiring process, especially for positions that require some kind of physical exertion.

Companies want to make sure that you’ll be able to fulfill the physical and mental responsibilities of the role they’re hiring you for without putting yourself or anyone else in danger.

HOW TO PREPARE FOR YOUR PRE-EMPLOYMENT PHYSICAL

While you can’t change your health overnight, there are a few ways to prep yourself for a physical.

Be sure to gather:

• A list of medications, medical conditions, allergies, and past surgeries

• A valid form of ID, such as a state ID, passport, or driver’s license

• Aids you might need, such as hearing aids and glasses

• Any paperwork your employer has given you detailing the services and lab orders they need

• Loose, comfortable clothing

It’s also a good idea to read up on your future employer’s expectations for your physical abilities as it relates to your particular role and what tests they’re planning to have you complete. You can often find this information in your job offer documents or by asking the HR representative who has been working with you.

Doing a little research such as reading this article is also a good way to prepare, as it will help you know what to expect from each type of test and what your legal rights are so you can fight back with confidence if something isn’t above board.

TYPES OF PHYSICAL TESTS

The standard pre-employment physical is usually similar to your annual checkup. Your doctor will check your heart rate, blood pressure, and temperature and visually examine you for any signs of anything that might be awry. They may also take bloodwork to test the levels of iron, cholesterol, and vitamins in your system.

Many employers may require additional tests as well, however, depending on the nature of the job. These include:

1. Physical Ability Tests

Physical fitness tests may cover a candidate’s ability to perform specific tasks, as well as their overall fitness and stamina.

Example requirements and commonly tested factors include:

o Stamina, strength, and flexibility

o Ability to lift a certain amount of weight

o Muscular tension, endurance, and cardiovascular health

o Balance and mental fortitude while performing physical labor

Physical tests are commonly the subject of contention in employment-related legal battles.

Individuals with disabilities or health conditions are entitled to certain accommodations during physical tests. Health conditions such as high blood pressure, heart issues, and asthma are covered differently under the ADA.

2. Alcohol and Drug Tests

Drug tests are commonly required prior to employment, as well as during random intervals after employment.

Companies may require drug tests to improve productivity, reduce absenteeism, and protect themselves from liability.

These tests can take a variety of forms, such as:

o Sweat drug screening

o Drug and alcohol testing

o Saliva drug testing

o Urine drug testing

However, there are many legal hazards set by the ADA that employers must avoid.

Pre-Offer Alcohol and Drug Testing

The ADA strictly prohibits companies from requiring drug and alcohol tests before extending a job offer.

Although employers are technically allowed to ask applicants whether they drink alcohol, there are certain pieces of illicit information they’re not allowed to know.

The rules pertaining to what constitutes illicit information are complicated. For these reasons, employers are better off avoiding the topic of alcohol entirely at this stage.

Post-Offer Alcohol and Drug Testing

Job offers are allowed to contain conditions relating to alcohol and drug usage, as well as require tests. However, there are legal hazards at this stage as well.

Any requirements and testing regarding drugs and alcohol must apply to all applicants who receive job offers in the same job category. Employers must also have reasons for requiring these tests that are “job-related and consistent with business necessity.”

3. Psychological Tests

Some jobs can be physically demanding, but even more so, they can be psychologically taxing. For this reason, pre-employment exams may also include a psychological element.

These tests may be simple, such as an online Myer-Briggs survey to establish an applicant’s personality profile.

Others may be conducted by a psychologist in person. Employees are often asked questions about their history of depression or mood fluctuations.

4. Human Performance Evaluations

In addition to pre-employment physicals, some employers will conduct human performance evaluations (HPEs). Both are designed to assess an employee’s capabilities, but there are a few differences.

o Assessor. During a physical exam, you’re being assessed by one or more licensed healthcare professionals. During an HPE, your assessor will usually be a licensed therapist. However, both the medical professional(s) and therapist(s) are trying to do the same thing — determine whether you can meet the needs of the role.

o Tasks vs. tests. While a pre-employment physical is dedicated to, well, mostly physical things, an HPE is about identifying strengths and liabilities for the particular duties of the job. These tests can identify potential trouble areas and make suggestions to an employee’s form. This can help reduce the risk of injury or error once employment begins.