Job-specific post-offer employment testing is an ADA/EEOC compliant method for determining if a job candidate is physically capable of performing the essential functions of a specific job. One of the most frequently asked questions involves determining whether or not job-specific post-offer testing is needed within an organization. To identify whether your organization would benefit from job specific post-offer testing, answer the following questions:
- Do your employees with 0-6 months experience on the job account for a significant percentage of your injuries?
- Have you noticed an increase in injuries for your employees who have been on the job for 0-6 months?
- Have you improved the physical work environment, but are still seeing increases in work-related injuries?
- Have you noticed an increase in workers asking to transfer to another department due to how physically demanding a job is?
- Are you experiencing high turnover rates in newly hired employees?
- Do you have one or more physically demanding jobs; i.e., in terms of manual material handling (lifting, carrying, pushing/pulling) and/or positional tolerances (sitting, standing, walking, fine-motor movements, etc.)?
- Due to the nature of the work and work environment, do you have a limited capability to decrease the physical demands of the jobs through ergonomics initiatives?
- Do you have plans for expansion and/or increased hiring demands?
If you answer “yes” to one or more of the above questions, job-specific, post-offer testing would benefit your organization.
