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@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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