When hiring for a physically demanding position, employers may need to determine whether a new employee is medically able to work, physically able to perform the job, or both. That is where pre-employment physicals and Physical Abilities Tests can come into the conversation.
Although the terms are sometimes used interchangeably, they serve different purposes. Understanding the difference can help Alaska employers choose an evaluation that actually matches the position and avoid treating every new hire the same way. MedPhysicals Plus works with employers on an ongoing basis to support their hiring and occupational health needs, helping companies navigate these evaluations as they bring new employees onto their teams, not just for a single employee or one-time situation.
What Does a Pre-Employment Physical Evaluate?
A pre-employment physical is a medical examination used to evaluate health factors relevant to the examination being performed. What is included can vary depending on the position, purpose of the exam, and applicable requirements.
Employers also need to consider when the examination takes place. Under the Americans with Disabilities Act (ADA), an employer generally cannot require a medical examination before making a conditional job offer. After a conditional offer, an employer may require a medical examination if all entering employees in the same job category are subject to the same requirement.
What Does a Physical Abilities Test Evaluate?
A Physical Abilities Test focuses on whether someone can perform physical functions associated with the job. Depending on the position, testing may involve activities such as lifting, carrying, pushing, pulling, climbing, bending, or other job-related movements.
The distinction is important. A medical physical evaluates health-related information, while a PAT focuses on physical ability in relation to job functions. EEOC guidance explains that a physical agility test involving actual or simulated job tasks is not considered a medical examination under the ADA. However, if the test measures physiological responses, such as heart rate or blood pressure, it may be considered a medical examination.
Which One Does Your Employee Need?
The answer should begin with the job description. Employers should identify the essential functions and actual physical demands of the position before deciding what type of evaluation is appropriate.
NIOSH recommends looking closely at actual job demands and tasks. Its workplace ergonomics guidance addresses factors such as lifting, carrying, pushing, pulling, force, posture, repetition, and the amount of time spent performing different tasks. If a position regularly requires moving materials, climbing, or performing repetitive physical work, those duties should be considered when determining what needs to be evaluated.
Once employers understand the physical demands and hazards of a position, they may also need other occupational health evaluations depending on the work environment. For example, jobs requiring respiratory protection may involve respirator medical evaluations and fit testing, while positions with significant noise exposure may require hearing conservation services such as audiometric testing.
Some positions may call for a medical examination. Others may benefit from a job-related Physical Abilities Test. Depending on the position, employer requirements, workplace hazards, and applicable regulations, both may have a role.
Why Employers Should Get the Difference Right
Using the same pre-employment test for every position may not answer what an employer actually needs to know. A general medical examination does not automatically determine whether someone can perform every physical function of a specific job, and a PAT does not replace a medical examination when one is required or appropriate.
For employers, the better approach is to define the job first and select the evaluation second. This helps keep the process focused on the actual requirements of the position while also accounting for applicable employment and medical examination rules.
Using the same pre-employment test for every position may not answer what an employer actually needs to know. A general medical examination does not automatically determine whether someone can perform every physical function of a specific job, and a PAT does not replace a medical examination when one is required or appropriate.
For employers, the better approach is to define the job first and select the evaluation second. This helps keep the process focused on the actual requirements of the position while also accounting for applicable employment and medical examination rules.
MedPhysicals Plus works with employers who need occupational health services in Anchorage, Fairbanks, Wasilla, or Soldotna, including pre-employment services and Physical Abilities Testing. Depending on the needs of the workplace, employers may also need additional services such as drug testing or respirator fit testing as part of a broader occupational health program.
If you are unsure which evaluation makes sense for a position, talk with MedPhysicals Plus about the job duties and what you need evaluated. You can call (907) 561-7587, email admin@medphysicalsplus.com, or visit medphysicalsplus.com to learn more.