Medical Procedures Policy
HR Policies & Procedures

Medical Procedures Policy

In the past, preemployment physical examinations and medical inquiries were a standard part of the hiring process. Employers used these questions and examinations to establish that the applicant was physically able to perform the job, to provide a benchmark medical record for future medical questions or workers’ compensation issues, and to detect communicable diseases that could endanger others in the workplace. However, as a result of the federal Americans with Disabilities Act (“ADA”), which applies to employers with 15 or more employees, covered employers may not make any medical inquiries or require any medical tests or examinations until a conditional offer of employment has been made. Many states also have placed restrictions on an employer’s ability to use medical examinations to evaluate job applicants.
 
This Medical Procedures policy discusses when it may be appropriate for employers to require medical exams, such as preemployment physicals, and the reasonable accommodation process under the Americans with Disabilities Act (ADA). It also discusses issues that deal with medical confidentiality, wellness programs, and the HIPAA requirements.
 
Topics addressed in Medical Procedures Policy include:
 
· Applicant Physicals and Medical Inquiries
· Appropriate Employee Medical Examinations
· Wellness Programs
· Employer Payment for Medical Exams
· Confidentiality of Medical Records
· Prescription and Nonprescription Drugs
· Additional Medical Opinions
· Medical Programs and Facilities
· Condition of Employment
· Employee Medical Examinations and Inquiries
· Records of Physical Examinations
· HIPAA Privacy Requirements
· Medical Certifications
· First Aid Requirements
· Recording Work-Related Injuries
· Hours Worked

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