Pre-Employment Physical - page 3

by barbyann 46,044 Views | 25 Comments

I have a friend who is concerned about a pre-employment physical. Does she have to tell them she has cardiomyopathy? What about medications? Do you need to give the complete list? How would a diagnosis like this effect chances of... Read More


  1. 0
    Hi,
    Im new to this site and joined b/c I was researching advantage of obtaining COHN.
    I came upon this question and thought I could give some insight. I have been working
    as an Industrial Nurse for 3 years now and an employer CANNOT discriminate against you for any
    disabilities. You have to be fit and able to work the job you interview and are hired for.
    Falsifying on Pre-employment H/P's can lead to termination. If for some reason you are hurt
    at work, Workman's Comp adjusters can find out anything about you including: past car wrecks,
    hospitalizations, previous work related injuries and such. It is always better to be truthful upfront.
    Hope this helps
  2. 0
    I wanted to note that there is a huge difference between "falsifying information" and making a full disclosure of a health situation. According to ADA guidelines there are some things an employer needs to know in terms of placing a prospective employee in a job so that they may perform the essential duties of the position, however, an employer does not need to know every detail of a person's health history if it does not relate to the essential functions of the job. Check out the EEOC's website that I referred to in a prior post. ADA guidelines is the law of the Land and the gold standard in terms of employee rights and disclosure of health information.
  3. 0
    Thanks for the clarification...I may have worded my post oddly, yet in no way did I try to imply that an employer needed (every detail) of a persons health history. I've only done this for 3 yrs, I know many nurses on this board have loads of experience on me My intent was to make some aware that if a pre-employment H/P asks a specific question related to the specific job , and a potential employee is not truthful, in my limited experience it was not a good outcome.
  4. 0
    Nurse Lizy! Thanks for your post! I was trying to clarify the orginal post by Barby Ann and not yours! I am am not sure if her original post was fully answered? I think many people do not know the law or are unclear about what it truly states. There are some illness that are private, and that have stigmas attached. If it is not relative to performing the essential functions of the job, the employer has no need or right to know.

    Again, thanks for your great post!
  5. 0
    I'm curious - here in the UK, OHNs are required to maintain all medical records of employees as strictly confidential - that is, not for the eyes of any member of the management. All management gets after a pre-employment medical is a paper stating that this person is either "FIT" or "UNFIT" for the proposed job. Nothing more, certainly they never get sight of the forms the individual has filled in. Any issues considered pertinent to be revealed to the management require the employee's written consent beforehand but they are at liberty to withhold that consent if they choose to though that would probably mean they wouldn't be offered the job.

    The only time medical issues can be discussed with the management is when a manager has referred an employee for a sickness absence review and even then, we may only discuss the condition(s) causing the absence. Thus, if a person has absence due to back pain problems and depression, then that is all we discuss.
  6. 0
    If the employer is following ADA and EEOC guidelines, then the personal issues will not even come up in the post-offer exam. It is only wise for an employer to ask about issues related to the essential functions of the position... and those are usually only musculo-skeletal questions. Questions regarding past fractures, hip or knee replacements, etc. Do not lie on those, you will get terminated!

    But on the other hand, don't volunteer stuff that isn't asked! An employer doesn't need to know all the little stuff, and if you share too much that isn't asked, you might not get the job! We had an applicant that shared that he had a "really bad sinus problem" and he was "waiting to get on somewhere with good insurance" before he had surgery. TMI !!!


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