Georgia Physical Exams: What you need to know

The Equal Employment for Persons with Disabilities Code (EEPDC) prohibits discrimination based on a physical or mental disability and applies to public and private employers with 15 or more employees (GA Code Sec. 34-6A-1 et seq.).
Georgia's Fair Employment Practices (FEP) Act applies only to public employers with 15 or more employees and prohibits discrimination based on race, color, religion, national origin, sex, disability, and age (GA Code Sec. 45-19-20 et seq.).
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Private employers with 15 employees or more are covered by both the EEPDC and the federal Americans with Disabilities Act (ADA).
EEPDC. Under the EEPDC, an employer may make a job-related inquiry about the existence of the disability of an applicant for employment and about the extent to which that disability has been overcome by treatment, medication, appliances, or other rehabilitation.
Note: Preemployment inquiries of this kind are expressly prohibited under the ADA. Employers with 15 or more employees must comply with the more restrictive ADA requirements. Employers should only ask applicants whether they are able to perform the essential functions of the position. The employer may ask an applicant for a demonstration or verbal description of how he or she would perform essential job functions, if required of all applicants.
Employees. The EEPDC does not address the issue of examinations once an individual becomes an employee. However, the ADA prohibits employers from requiring employees to undergo medical exams unless there is a job-related reason that is consistent with business necessity. Generally, this means that the employer has a reasonable belief, based on objective evidence, that an employee is unable ...

>> Read more about Physical Exams

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Georgia Physical Exams Resources

Physical Exams Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.