The least costly injury is the one that never occurs. Post-Offer Employment Testing (POET) focuses on determining whether an individual is physically capable of performing a specific job to proactively minimize the risk of injury. POETs have also been called Physical Abilities Tests, Pre-Placement Tests, Pre-Work Screens, Fitness for Duty Tests, Physical Demands Tests and Worker Selection Tests.
The goal of employment testing has always been to hire individuals physically capable of performing the essential job functions; however, in the past, some employment decisions have been based on stereotypes and medical conditions - stereotypes including age, gender and "healthy" appearance among others. Medical conditions including spine arthritis or degeneration identified on X-ray, high blood pressure and disability or disease are not good indicators of the candidate's ability to perform the physical tasks of the job. To properly assess this ability, the use of tests that measure an individual's physical abilities must be valid, job related and consistent with business necessity.
What are the employer's needs when hiring?
To comply with all federal legislation
To hire healthy and productive workers
To ensure workers are placed in jobs they are capable of performing
To prevent and reduce injuries and associated costs
Since the results of functional tests can be used in the hiring decision, certain legal standards and laws must be considered when setting up a POET Program:
Uniform Guidelines of Employee Selection Procedures
Title VII - Civil Rights Act of 1964
Age Discrimination in Employment Act (1967)Americans with Disabilities Act - (1990)
Note: While our POET protocols are legally defensible, we do not make hire/no hire recommendations as part of the program but rather provide employers with results to make informed decisions.