Sounds discriminatory not to hire them, to me. It does put the employer on
notice, however, that the person is potentially protected by ADA. If so,
when those papers come in, the employer who asked the question better have
the accomodation ready and waiting to be used.........
All the best for a happy President's Day weekend, Ilise
Prof. I.L. Feitshans JD and ScM
[log in to unmask]
----- Original Message -----
From: Jeremy Smith <[log in to unmask]>
To: <[log in to unmask]>
Sent: Monday, February 19, 2001 4:43 AM
Subject: Re: Pre employment screening
> As it seems that we are going to talk about Pre employments, I have been
> asked what I think about sending out a document for perspective job
> applicants to read to ensure that they are healthy enough for the jobs
they
> are applying for. eg freedom from hernias for jobs that include a lifting
> element. This is so they can deselect themselves if they don't meet the
> required standard. I think it would be discriminatory under the DDA what
do
> other members think?
>
>
> Jeremy R F Smith
> RGN AIIRSM BSc Hons (OHN)
> Occupational Health Advisor - Dover Harbour Board
>
>
>
> -----Original Message-----
> From: Karen Curran [mailto:[log in to unmask]]
> Sent: 18 February 2001 21:12
> To: [log in to unmask]
> Subject: Pre employment screening
>
>
> I'd be grateful for the groups thoughts/feedback on this one (especially
> Stuart Whittaker whom I know has done a great deal of work with the
> subject).
> The scenario is this - a registered nurse, not OH trained, carries out an
> interview with a prospective nurse for agency work. Part of the interview
> procedure includes the completion and screening of a confidential health
> questionnaire. Ethically or otherwise, can he/she do this? He/she will be
> deciding on the suitability of the candidate for work by interview,
> references etc.
>
> Many thanks in anticipation.
>
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