Many employers, especially those hiring for positions in safety-sensitive environments, must look beyond standard criminal background checks and drug testing solutions to adequately screen their prospective hires. Such employers may seek occupational health screening solutions. The purpose of these solutions is to assess a candidate’s physical and mental suitability for a job by identifying potential health risks. These risks can be identified by several specific screenings and tests, some of which are mandated by regulatory agencies.
Here is a general overview.
Standard Occupational Health Tests
The Occupational Safety and Health Administration (OSHA) may require employers to conduct physical “fit for duty” tests, as well as standard health screenings and vaccinations. Industries often regulated by these standards include construction, transportation, logistics, manufacturing, energy, healthcare, and more. Standard occupational health screening tests include:
- Physical fit for duty: This is a physical competency exam that typically includes an evaluation of lifting, standing, squatting, twisting, turning, and fine motor control.
- Respirator fit test and questionnaire: These are often necessary to obtain certification for respirator use.
- Pulmonary function test (PFT): These tests are often necessary for work when employees are required to wear respirators or exposed to potential lung hazards.
- Chest X-ray: These may be required in certain instances involving potential exposure to airborne hazards or a risk of disease transmission.
- TB screening: The primary goal of TB screening is to identify individuals who are at risk of developing active TB disease, as this infection can remain latent for long periods.
- Hepatitis B and other vaccines
Learn more about Peopletrail’s health screening solutions.
DOT Physical Requirements
Employees designated as “safety-sensitive” by the Department of Transportation (DOT) are required to undergo regular physicals to remain on the job. This is because their job not only impacts their safety, but also public safety.
A DOT physical covers the following:
- Vision: Workers are required to have at least 20/40 vision in each eye.
- Hearing: Workers are required to demonstrate that they have an average hearing loss of less than 40 dB in their better ear.
- Blood pressure/pulse rate: This will help to detect hypertension or arrhythmias
- Urinalysis: Underlying medical conditions can be detected through urine analysis.
- Standard physical exam: This exam covers twelve categories, including the heart, spine, lungs, extremities, eyes, and ears.
When may employers require fit-for-duty examinations?
As mentioned earlier, these tests are typically conducted for Department of Transportation (DOT) and OSHA-regulated organizations, often after a job offer has been extended. However, some employers may elect to conduct physical tests in certain situations outside of a pre-placement scenario. These situations may include:
- Job performance concerns: The inability to perform specific job duties may necessitate a fit-for-duty (FFD) examination.
- Returning from leave: Before returning to work after an absence (especially a medical absence, i.e., FMLA leave), FFD tests may be required to mitigate risks.
- Safety issues: In safety-sensitive roles, FFD testing is often used to mitigate risk.
- Transfer or promotion: When promoted or transferred to a role with different requirements, an active employee may be subject to an FFD examination.
It is important to mention, however, that the Americans with Disabilities Act (ADA) only permits these examinations if they are job-related and consistent with business necessity.
For more information on when fit-for-duty examinations are permitted, browse this article.
Can employees retake a fit-for-duty examination?
In certain situations, employees may be able to retake their examination. This is most commonly seen with current employees after a period of time when the employer has reason to believe the employee’s condition has improved.
When employees return from leave or take intermittent leave, employers may require an exam to be taken for each instance of their return if there are reasonable safety concerns.
Peopletrail’s Role in Employment Health Screening
Peopletrail facilitates the entire occupational health screening process, integrating it into the existing background screening solution. Here is a general step-by-step:
- The product is created to meet the unique requirements of clients depending on their occupational health screening needs.
- An order is placed into our portal.
- Clinic locations are selected based on the candidate’s location. Clinics can also be pre-selected if already trusted and established by the employer.
- Passports and authorizations are provided to candidates for them to present to the clinic. The passport outlines who to bill for testing, what tests to perform, and where to send results.
- The results are then uploaded into the Peopletrail portal and flagged based on medical professional evaluations.
This process enables the employer to bypass administrative and logistical oversight regarding their occupational health screening processes, focusing solely on ordering and viewing results through our integrated portal.
Candidate Experience
For candidates or current employees, the health screening process can be a cause of anxiety or unease. Questions about the nature and location of their test, as well as the results, can be met with either a diligent and alleviating response or a delayed and stressful interaction with an unfamiliar screening company. A positive candidate experience during this phase of onboarding can significantly shape a candidate’s overall hiring experience. For this reason, it is important for any occupational health screening company to provide the candidate with:
- A clear consent and authorization process
- Clear communication regarding what to expect during the process
- A dedicated candidate portal
- Direct support for any questions or concerns
- An experienced occupational health screening team
Integrating Solutions
Combining criminal background screening, drug testing, and occupational health screening into one solution can offer employers both clarity and process efficiency. For organizations utilizing separate vendors for these processes, we recommend that they consider consolidating their solutions.
Takeaways
Occupational health testing is a crucial component of the hiring and placement process for many organizations across diverse industries. Having a reliable process in place, particularly one integrated with existing background and drug screening programs, can introduce efficiencies and foster cohesion. Choosing a partner that understands the intricacies of DOT, OSHA, and FCRA regulations is paramount in mitigating risk as these solutions are implemented.
While there are complexities involved, a comprehensive, efficient, and consolidated screening solution can help organizations streamline their hiring processes and help maintain a safe workplace.