Yes, this is essentially what we do. We do have a very brief health for allergies, chronic diseases and medications. In the acceptance packet is the job description that includes the physical requirements for the job. They have to sign that before we see them. Anything that we did (ie; VS, B/P etc.) would not be reason to deny them the position therefore it became a waste of time. Urine drug screening is done and overseen by HR before we see them so we are not spending time and money on people who don’t ever get hired. We do fitness for duty on our PT, Facilities and CP only.

We do; simple health questionnaire screening, TB testing (Quant Gold), immunizations, titers, OSHA Resp Questionnaire Screening, and Fit testing. This currently done the first day of employment but we used to do it in the week preceding their Orientation day.

Much of this was driven by HR and their push back that we couldn’t deny employment based on a health screening. They discussed reasonable accommodations for disabilities and strongly felt that the signed agreement in the job description covered the fitness part. If someone came and wasn’t able to perform then they could discharge due to falsification of the document. Although I have never seen that happen.

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