Pre-Employment / Post-Offer Physical Screening
Comprehensive post-offer physicals verify job-specific fitness before the first day. Functional capacity evaluation helps match new hires to physical job demands.
Pre-employment physical screenings help employers verify that workers are physically qualified for the essential functions of their roles before placement. This supports both worker safety and compliance with ADA requirements for job-related medical screening.
Diversified delivers comprehensive pre-employment / post-offer physical screenings that comply with ADA timing and scope requirements: functional capacity evaluation measuring physical capabilities against job demands, medical history review, and job-specific physical capability verification matched to documented essential functions. Our assessments provide clear fitness determinations: "Qualified without restrictions," "Qualified with reasonable accommodations," or "Not qualified to perform essential functions." The typical evaluation takes 45-60 minutes.
Key Features
Functional Capacity Evaluation
Job-specific physical capability testing matched to documented essential functions (typically 45-60 minutes).
ADA-Compliant Screening
Post-offer timing and job-related scope satisfy ADA requirements for pre-placement medical examinations.
Clear Fitness Determinations
Written fitness determination: qualified without restrictions, qualified with accommodations, or not qualified for essential functions.
Medical & Compliance Requirements
Compliance Requirement
ADA Requirements for Pre-Employment Medical Examinations:
- Medical exams must occur AFTER conditional job offer (not before)
- All entering employees in same job category must undergo same examination
- Examinations must be job-related and consistent with business necessity
- Medical information must be maintained in confidential files separate from personnel records
- Employers may condition employment on examination results only if worker cannot perform essential functions with or without reasonable accommodation
- Post-offer examinations may include drug testing, physical capability testing, and medical history review
Frequently Asked Questions
Under the ADA, medical examinations must occur AFTER a conditional job offer has been extended but before the employee begins work. Conducting medical exams before making a job offer violates the ADA and creates discrimination liability. Diversified structures all screenings as post-offer / pre-placement examinations.
Pre-employment physicals are most valuable for safety-sensitive positions, physically demanding roles (construction, manufacturing, energy, logistics), positions requiring respirator use, and roles where worker physical limitations could create foreseeable harm to self or others. Employers may also require them universally to establish baseline health documentation.
Employers may withdraw conditional job offers only if the examination reveals the applicant cannot perform essential job functions with or without reasonable accommodation. Withdrawal decisions must be based on objective medical evidence, not subjective concerns. Diversified provides clear fitness determinations and accommodation recommendations supporting defensible employment decisions.
DOT physicals assess medical fitness for commercial driving per federal CDL standards. Pre-employment physicals assess fitness for employer-specific job duties (which may include non-driving physical demands like lifting, climbing, or working in confined spaces). Many employers require both: DOT physical for CDL qualification AND pre-employment physical for job-specific capability verification.
Related Services
DOT Physical Examinations
CDL drivers must renew medical certificates every 24 months. Schedule at 3,000+ locations nationwide—ideal for OTR drivers who need convenient access anywhere in the country.
Fit for Duty Physical Evaluations
Independent fit-for-duty evaluations help employers make informed return-to-work decisions. Board-certified occupational medicine physicians provide objective assessments matched to job requirements.
Audiogram Testing (Hearing Conservation)
OSHA mandates annual audiograms for workers exposed to 85+ dB noise levels. OSHA hearing conservation testing with baseline and annual audiograms per regulatory requirements.
Verify job-specific fitness with ADA-compliant post-offer physical screening and clear fitness determinations.
Contact our occupational health specialists to ensure your workforce meets all medical certification and fitness-for-duty requirements.
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