How To Prepare For A Pre-Employment Physical (With Examples)

Summary. To prepare for a pre-employment physical you should read up on the expectations for your physical abilities and what tests you may have to complete. You may need to gather a list of medications, medical conditions, and any aids such as glasses or hearing aids that you may require. It’s important to note that the ADA places restrictions on employers from requiring a physical examination before extending a job offer.

• Pre-employment physicals are often very similar to your annual physical examination or checkup.
• Your employer may want you to complete a few tests in addition to your physical, such as physical ability tests, drug and alcohol tests, psychological tests, or human performance evaluations.
• Your employer is legally not allowed to ask you to take a physical exam before they give you a job offer.
• You can lose a job offer based on the results of your physical examinations, but there are strict guidelines in place to protect you from discrimination that employers must follow.

• What Is a Pre-Employment Physical?
• How to Prepare for Your Pre-Employment Physical
• Types of Physical Tests
• Legal Guidelines for Pre-Employment Physical Exams
• Failing a Pre-Employment Physical
• How To Prepare For A Pre-Employment Physical FAQ
• Final Thoughts
• References
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What Is a Pre-Employment Physical?

A pre-employment physical is a physical medical exam that an employer requires you to take before your employment can be finalized. This is a common step in the hiring process, especially for positions that require some kind of physical exertion.

Companies want to make sure that you’ll be able to fulfill the physical and mental responsibilities of the role they’re hiring you for without putting yourself or anyone else in danger.

How to Prepare for Your Pre-Employment Physical

While you can’t change your health overnight, there are a few ways to prep yourself for a physical.

Be sure to gather:

• A list of medications, medical conditions, allergies, and past surgeries
• A valid form of ID, such as a state ID, passport, or driver’s license
• Aids you might need, such as hearing aids and glasses
• Any paperwork your employer has given you detailing the services and lab orders they need
• Loose, comfortable clothing

It’s also a good idea to read up on your future employer’s expectations for your physical abilities as it relates to your particular role and what tests they’re planning to have you complete. You can often find this information in your job offer documents or by asking the HR representative who has been working with you.

Doing a little research such as reading this article is also a good way to prepare, as it will help you know what to expect from each type of test and what your legal rights are so you can fight back with confidence if something isn’t above board.

Types of Physical Tests

The standard pre-employment physical is usually similar to your annual checkup. Your doctor will check your heart rate, blood pressure, and temperature and visually examine you for any signs of anything that might be awry. They may also take bloodwork to test the levels of iron, cholesterol, and vitamins in your system.

Many employers may require additional tests as well, however, depending on the nature of the job. These include:

1. Physical Ability Tests Physical fitness tests may cover a candidate’s ability to perform specific tasks, as well as their overall fitness and stamina. Example requirements and commonly tested factors include:
   • Stamina, strength, and flexibility
   • Ability to lift a certain amount of weight
   • Muscular tension, endurance, and cardiovascular health
   • Balance and mental fortitude while performing physical labor

Physical tests are commonly the subject of contention in employment-related legal battles.

Individuals with disabilities or health conditions are entitled to certain accommodations during physical tests. Health conditions such as high blood pressure, heart issues, and asthma are covered differently under the ADA.

Minorities, senior citizens, and women are also commonly held to uneven and illegal testing standards.

Under unfair conditions, employers may be held liable for any physical injuries resulting from examinations.

Consider some of the following ADA-cited requirements for employers conducting physical ability exams:

• Any physical fitness or agility tests must only test for items required to perform the essential duties of the job.
• The initial job description must contain the essential job duties for which physical exams are testing. If the position doesn’t have a job description, the applicant must be made aware of the physical requirements before applying.
• Only physical abilities may be tested. Tests should not be administered to check for physiological responses.
• All test results must be made confidential. Records must be kept separate from other employment-related records.
• The location where tests are held must be accessible. Candidates with disabilities must be given reasonable accommodation to enable them to take the test.

Employers should keep in mind that they’re testing a candidate’s abilities to perform the job, not their abilities to take the test.

For example, a test for a job that does not require the ability to hear must provide a sign language interpreter if a candidate is deaf.

• Sweat drug screening
• Drug and alcohol testing
• Saliva drug testing
• Urine drug testing

However, there are many legal hazards set by the ADA that employers must avoid.

Pre-Offer Alcohol and Drug Testing

The ADA strictly prohibits companies from requiring drug and alcohol tests before extending a job offer.

Although employers are technically allowed to ask applicants whether they drink alcohol, there are certain pieces of illicit information they’re not allowed to know.

The rules pertaining to what constitutes illicit information are complicated. For these reasons, employers are better off avoiding the topic of alcohol entirely at this stage.

Post-Offer Alcohol and Drug Testing
Job offers are allowed to contain conditions relating to alcohol and drug usage, as well as require tests. However, there are legal hazards at this stage as well.

Any requirements and testing regarding drugs and alcohol must apply to all applicants who receive job offers in the same job category. Employers must also have reasons for requiring these tests that are “job-related and consistent with business necessity.”

For example, an executive assistant who spends the workday at their desk should not be required to be able to lift heavy weights.

If a job offer is revoked due to the results of an alcohol test, employers must be able to prove one of the following objectively:

• The applicant was unable to perform the essential functions of the job due to their alcohol test results.
• The applicant posed a direct threat (a significant risk of substantial harm) to themselves or others based on the alcohol test results. Additionally, the threat could not be eliminated or reduced by any reasonable accommodations.

• Don’t expect the worst. The psychologist’s job is not to judge you for your personality flaws. These tests are usually just standard procedure to screen out candidates who are clearly not suited for the job.
• Be honest. There’s no benefit in lying or trying to hide anything. It’s best to find out sooner rather than later if a position is suitable for you.
• Ask questions. Don’t be afraid to speak up if you don’t understand how to answer a question posed by an evaluator or on a written test. They’ll gladly answer any reasonable question that they’re allowed to.

• Assessor. During a physical exam, you’re being assessed by one or more licensed healthcare professionals. During an HPE, your assessor will usually be a licensed therapist. However, both the medical professional(s) and therapist(s) are trying to do the same thing — determine whether you can meet the needs of the role.
• Tasks vs. tests. While a pre-employment physical is dedicated to, well, mostly physical things, an HPE is about identifying strengths and liabilities for the particular duties of the job. These tests can identify potential trouble areas and make suggestions to an employee’s form. This can help reduce the risk of injury or error once employment begins.

Legal Guidelines for Pre-Employment Physical Exams

Most rules regarding pre-employment physical exams are covered under the Americans With Disabilities Act (ADA). These rules apply to private companies employing 15 or more people. They also apply to government agencies and labor organizations.

• The ADA disallows employers from requiring a physical examination before extending a job offer. However, they are allowed to require an exam after a conditional job offer is accepted.
• These pre-employment examinations typically include a physical exam in addition to inquiries made about your health. These inquiries may consist of psychological tests, drug tests, and mental health examinations.
• Employers are also allowed to set fitness and health requirements for a job. This is common for physically demanding roles such as firefighters, construction workers, and police officers.
• One crucial factor is that any physical exam required by a company must be given to all applicants for the same type of job.
• They must also make “reasonable accommodations” for any candidates with disabilities.

State Pre-Employment Physical Laws

In addition to federal protections employees are entitled to, different states have their own labor laws. These laws define proper practices relating to pre-employment physical ability tests and factors such as minimum wage.

If you’re an individual seeking employment or a business owner, it’s essential to stay up to date with the laws in your specific state.

For example, Hawaii disallows private and public employers of any size to require employees to submit a genetic test.

If you work in Florida, employers are allowed to request a “follow-up” drug test if you’ve participated in a drug rehabilitation program during the last two years.

The point is that each state has their own laws surrounding pre-employment physicals, so take the time to research your state’s guidelines to understand the finer details.

Failing a Pre-Employment Physical

Contingent job offers may be withdrawn if candidates fail their pre-employment physical test. However, there are several legal requirements:

• All aspects of the physical test are consistent with the essential duties of the position, or the candidate poses a direct threat to themselves or others’ health and safety.
• There are no reasonable accommodations that the employer could make to allow the candidate to perform the essential duties.
• Providing the necessary accommodations would cause the employer undue strain or hardships.

What legally constitutes a “direct threat to health and safety” under the ADA is also strictly defined. In a legal dispute, an employer would be asked to identify the following factors:

• The duration of the risk
• The severity and nature of the potential harm
• The likelihood that potential harm would occur
• The imminence of potential harm

Employment offers also cannot be legally withdrawn due to speculation of a candidate’s use of benefits or future attendance.

How To Prepare For A Pre-Employment Physical FAQ

1. What is included in a pre-employment physical exam?A pre-employment physical exam may include a drug test, psychological tests, and health exams. What is included in your exam and what is legally allowed can vary by location and the type of job you’re applying for. Remember that you cannot be asked to complete a physical exam before you are offered the job. If you’re offered the job, they can then make a physical a contingency for hiring – meaning you can have the job if you take and pass the physical exam. Generally, a pre-employment physical will take a health history, and you’ll have a brief visit with a physician or a nurse that covers the basics. Much like a scaled-back doctor’s visit. Expect the following:
   • To be asked questions about your health history and your family health history
   • To be asked many questions about your lifestyle, fitness, and health-related choices
   • To have your weight and height recorded
   • To have your temperature and blood pressure recorded
   • To be screened for drugs and alcohol
   • To have your vision and hearing checked

Let’s assume that the position you’re applying for requires a certain level of physical fitness. If so, it’s possible that you will be tested on the following:

• Stamina, strength, and flexibility
• Ability to lift certain weights
• Muscular tension, endurance, and cardiovascular health
• Balance and mental fortitude while performing physical labor

Final Thoughts

Many Americans are regularly denied job opportunities or incur injuries due to illegal pre-employment physical testing standards. If you’re part of a protected group or have health problems, it’s important to know how the ADA covers you.

The information in this article gives a detailed outline of the legal guidelines but is not comprehensive. Make sure you continue your research to learn more about the specific state and local laws regarding pre-employment physicals.

Just remember that a medical examination isn’t as important as your performance during an interview with a hiring manager or a recruiter. Being able to sell yourself as a cultural fit is often just as important (if not more so) as being physically fit.

References

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