Compliant Screenings For Job Applicants
Pre-employment Tests and ada/eeoc
Both the Americans with Disabilities Act (ADA) and the Equal Employment Opportunity Commission (EEOC) have strict rules regarding what can and can’t be expected of potential workers during pre-employment tests. They limit the use of these tests to specific situations to prevent discrimination. If a job requires a functional test, it must be given to every employee offered a job for that job title.
Types of Pre-employment services
There are many different types of pre-employment tests, but every kind of pre-employment test must meet all ADA and EEOC requirements. Test components vary depending on what each job requires a worker to do. Concentra performs a variety of pre-employment tests, including DOT physicals and drug testing. At Concentra Physical Therapy, the pre-employment test we most commonly perform is a “Human Performance Evaluation,” or HPE.
HPEs test an applicant’s ability to physically perform certain actions. They are used for both pre-employment and return-to-work testing. At Concentra, an HPE typically includes:
- A review of the workers’ medical and occupational history
- A medical exam
- An evaluation of functional tasks such as lifting, carrying, pushing, and pulling
Because we only test for things that will keep the job applicant from safely performing their job, this type of screening is compliant with the American with Disabilities Act (ADA).
Pre-Employment Service Benefits
The biggest benefit of pre-employment testing is workplace safety. Research has also shown that pre-employment tests reduce work-related musculoskeletal disorders (MSDs), lost work days, and employee turnover. A 2003 study by Littleton found a cost savings of $18 per $1 spent on screening.
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Employees can access their patient records by calling the Concentra medical center where their visit occurred.
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