[MCOH-EH] Changing of Pre-employment Medical Evaluation and Drug Screen

[wendy thanassi]

Hi Howard,
Thoughts for you:

*Pre-Employment Medical Evaluation*
Our illustrious Amy Behrman would call it a pre-hire physical, because they
must be post-offer and pre-hire.
*reviewed by an Occupational Health physician*
You could consider having the comprehensive review by a physician or LIP
(licensed independent practitioner/ RNP/PA) if that helps your service.
  *Only selectively do a physical exam*
For union/equity's sake, would be best to lay that out so everyone is
treated fairly... or one could end up being perceived as treating a group
differently than others (race, gender, age)... or even if you examine all
people with big BMI's it could be  a problem.
*Eliminate collecting vaccination titers on wholly distant/non clinical
staff*
I would have the same drug testing and vaccination rules for everyone (we
do). People switch jobs, come in for trainings, etc. all the time. Same
with vaccinations: the worst exposures Stanford had were housekeeping who
went all throughout buildings, working hard, breathing heavy in rooms. I
consider all HCP to be clinical, personally. Except maybe HR and fiscal :).
*drug screen during their first week on campus*
And I wouldn't clear them for hire until the drug test is negative.

But I'm, perhaps, conservative! Interested to hear what others say.

On Fri, Jun 24, 2022 at 10:10 AM Rudnick, Howard L <
Howard.Rudnick at tuhs.temple.edu> wrote:

> Our institution has changed in many ways since Covid in terms of using off
> site personnel and the critical need for personnel.  I have proposed
> changes in our Pre-employment medical evaluation.  I would appreciate your
> opinion of the suggested changes.
>
>
>
> *1.      ** Change of wording from pre-employment examination to
> Pre-Employment Medical Evaluation:*
>
> *a.      **Comprehensive medical history reviewed by an Occupational
> Health physician*
>
> *b.      **Only selectively do a physical exam*
>
> *c.       **Most useful information regarding decision to hire from a
> medical standpoint obtained from the comprehensive medical history.*
>
> *2.      **Eliminate collecting vaccination titers on wholly distant/non
> clinical staff:*
>
> *a.      **Process:*
>
> *                                                              i.      **Email
> sent to Occupational Health from HR*
>
> *                                                            ii.      **Occupational
> Health communicates with the Manager asking for assurance that individual
> will be totally off site and we communicate to them by email that they may
> not work in TUHS buildings.*
>
> *                                                          iii.      **Emails
> scanned into the employees Occupational Health Medical Record*
>
> *                                                          iv.      **Suggestions
> for other processes welcome*
>
> *3.      **Eliminate alcohol testing:*
>
> *a.      **Very low yield*
>
> *4.      **No drug and alcohol testing required for those who will wholly
> work from distance and not be working in TUHS buildings*
>
> *5.      **All applicants who live a significant distance be allowed to
> start work and obtain their drug screen during their first week on campus.*
>
>
>
>
>
>
>
> Howard L. Rudnick, MD,MHA,FACP
>
> Clinical Professor (Adjunct), Department of Medicine
>
> Medical Director, Occupational Health Services
>
> Temple University Health System
>
> Office:  (215) 707-3026
>
> Cell:  (267) 838-7040
>
>
>
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