Company Care works with employers and employees through educational programs and various health screenings to promote a healthier, safer workplace in Greater Pasadena, TX. Safety services offered through Company Care are designed to assist companies in creating a work environment that will minimize the probability of injury or accidents. These services and programs include the following:

Preplacement Examinations

The preplacement examinations provide the employer and employee with a judgment as to the employee's physical fitness to perform his/her essential functions of the job. The goal of the preplacement physical is to place the employee in a job that matches his/her physical capacities and in which he or she can perform without danger to himself or fellow workers.

The employee is to report to Company Care one half hour prior to his/her appointment time and review with the clinicians personal and family history and the job description. The employee will undergo height, weight, pulse, respirations, temperature and blood pressure. Tests range of motion and physical examination by a physician designee can be provided. Additional testing for specific job needs are available for an additional fee. If the employee exhibits symptoms of a major medical or emotional problem, the employee will be advised to seek his/her own health care provider or be referred to an appropriate primary care giver. The examining physician/designee makes the final determination of an employee's ability to perform in a specific job. If the employee cannot perform in a specific job the employer will discuss this with the job candidate and determine if reasonable accommodations are available. If the individual refuses to comply with the practices of the preplacement physical examination process, she/he will be referred back to the Personnel Office of the employer.

Post Offer Examinations

Under the Americans with Disabilities Act, an employer is not permitted to ask any questions (either on the job application or in an interview) about an individual worker's compensation history or the nature and severity of the individuals disability. Any medical questions or exams you ask of applicants must be strictly job-related and dictated by business necessity.

The Post-offer screening is permitted under the regulations issued by the EEOC once a conditional offer of employment has been made. You can make the job offer conditional upon the results of the screening. The screening allows the employer to determine whether or not an individual can perform the essential functions of the job.

The screening must meet several criteria:

  1. Must be administered to all conditionally-hired employees
  2. All parts of the exam which excludes a worker must be job-related, consistent with business necessities
  3. Information obtained in a medical exam must be kept confidential and separate from other employee information and is to be treated as a confidential medical record. These records are used only to help the employee's supervisor in making reasonable accommodations and to alert company first aid and safety personnel of the possible need for emergency treatment
  4. You may include in the medical criteria any requirements imposed by federal, state, or local law and you may conduct any exams required by law. These include DOT and OSHA requirements.

You can require employees and job applicants to submit to drug tests to detect illegal drug use. Such tests are not considered medical examinations under the law.

You will have to tailor the medical exam criteria to relate to the physical requirements of the essential functions of the job in question. Ideally then, the job description is compared with the results of the physical exam, to assure that the job can be done by the individual without risk of injury.

Isometric or static lifting tests that are not used for determining worker eligibility are permitted. You may institute a program to screen workers in order to prepare prevention programs specifically tailored for a worker's specific abilities. If a worker shows some weaknesses, the company might recommend a fitness program. You may also decide to perform an isometric test to gather baseline data for injury prevention statistics purposes.

The post offer screening avoids discrimination and meets the standards formulated in the ADA and EEOC demands a thorough job analysis, identification of essential functions and development of a test that is both functional and job specific.