New to HR? Templates, tools and development to make you a seasoned pro in no time.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
A SHRM HR Knowledge Center advisor has guidance on balancing employee privacy and workforce safety.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Yes, if the worker is having difficulty performing his essential job functions and there is a legitimate business necessity for the exam. The Equal Employment Opportunity Commission also allows employers to require an assessment if the employee poses a direct threat to his own safety or that of others.
When determining whether a medical test is necessary, focus on whether the worker is performing his core tasks at an acceptable level compared to co-workers in similar occupations with comparable experience and job-related skills, without regard to age or perceived impairments.
If he is and you can’t identify a direct safety threat, don’t hold the worker to a higher standard based on his age alone—or to a lower one either, for that matter. You are not required to reduce your expectations of job performance because someone is older.
[SHRM members-only resource: HR Q&As]
If you suspect a medical exam is necessary, first determine whether you can offer a reasonable accommodation to reduce or eliminate the risk of harm. If you can’t, consider additional factors before making the final call, including the:
For example, how often is Bob required to use the ladder? Is that an essential part of his job? If so, how likely is it that he will fall and hurt himself or others?
Proactive employers can take steps to prepare the workplace for aging workers. For example, train managers, provide ergonomic workplaces and remove risks such as tripping hazards. In some situations, a medical exam might be the best way to ensure the safety of all your employees.
Regan Gross, SHRM-SCP, is an HR Knowledge Center advisor with the Society for Human Resources Manaagement.
Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies