This directive contains information on policy regarding preemployment health assessments and their effect on the employment of applicants with handicaps as defined under the Rehabilitation Act of 1973.
All applicants are required to present medical evidence of their capability to perform the duties of the job for which they are to be hired prior to employment. The form in which this evidence is to be presented will be prescribed by the Director of the Health Service at each campus.
Health Assessments for most nonacademic positions will be scheduled after the applicant has received an offer of employment. Full physical examinations are required for the classifications of Firefighter, Police Officer and Laboratory Animal Caretaker. Both Health Assessments and physical examinations are scheduled and completed at McKinley Health Service.
The Health Assessment shall be performed by a nurse interviewer to assess the ability of individuals to work or to be trained in a particular job. If there are no mental or physical problems noted at this time, the applicant is given a signed medical clearance to return to the employing department. If there are problems noted, an appointment is made at McKinley Health Service for a full physical examination.
The results of the physical examination will be used to screen out applicants who cannot safely perform the essential functions of the job and to determine proper placement and reasonable accommodation of qualified applicants. Evaluation will be made on the basis of the examination and with regard to foreseeable injury resulting from performance on the job.
The results including any restrictions (e.g., no lifting over 30 pounds; 25 percent reduction in peripheral vision) will be transmitted to the Staff Human Resources Office.
Placement Officer’s Role
Notification of the physical examination findings will be made by the Staff Human Resources Office placement officer to the applicant and to the supervisor or manager in the employing unit.
The placement officer will consult with the supervisor or manager in the employment unit regarding the applicant’s ability to perform essential and non-essential functions of the job, restrictions on the work or duties of qualified handicapped persons and reasonable accommodations. The supervisor or manager should be familiar with the physical or mental activities involved in performing the job and the working conditions and environment in which it is carried out. Based on the evaluation of the physical or medical restrictions and job factors, the supervisor or manager will have the responsibility for the hiring decision.
Reasonable accommodations will be made by the University to provide opportunities for a qualified applicant who can safely perform the essential functions of a job or position. A unit will not be expected to make accommodations which impose an undue hardship on its operations.
If the applicant is accepted, employment will be confirmed and the individual will follow the normal process for new or reassigned employees.
If the applicant is rejected by the supervisor or manager because of the individual’s inability to safely perform the essential job functions, the placement officer will discuss the reasons for the rejection with the supervisor or manager. An evaluation will be made by the placement officer as to the validity of the reasons including the matter of reasonable accommodation. Any case not resolved to the satisfaction of both individuals will be referred to the Affirmative Action–Nonacademic Office for review and then to the Director of Staff Human Resources.
Information obtained in accordance with this policy as to the medical condition or history of the applicant shall be collected and maintained on separate forms that shall be afforded confidentiality as medical records except as may be necessary for first aid, safety, and related factors.
Further questions concerning this policy statement should be directed to the Director of Staff Human Resources, (217) 333-3101.