The least costly injury is one that never occurs. Post-Offer Employment Testing focuses on determining whether an individual is physically capable of performing a specific job to proactively minimize the risk of injury.

The goal of employment testing has always been to hire individuals physically capable of performing the essential job functions; however, in the past, some employment decisions have been based on stereotypes and medical conditions- stereotypes including age, gender, and "healthy" appearance among others. Medical conditions including spine arthritis or degeneration identified on X-ray, high blood pressure, and disability or disease are not good indicators of the candidate's ability to perform the physical tasks of the job. To properly assess the ability, the use of tests that measure an individual's physical abilities must be valid, job related, and consistent with business necessity.

What are the employer's needs when hiring?

  • To comply with all federal legislation

  • To hire healthy and productive workers

  • To ensure workers are placed in jobs they are capable of performing

  • To prevent and reduce injuries and associated costs

Since the results of functional tests can be used in the hiring decision, certain legal standards and laws must be considered when setting up a Post-Offer Employment Testing program:

  • Uniform Guidelines of Employee Selection Procedures

  • Title VII- Civil Act of 1964

  • Age Discrimination in Employment Act (1967)

  • Americans with Disabilities Act (1990)

Post-Offer Employment Testing

© 2017 by Dixon Physical Therapy.  

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