Idaho Physical Exams: What you need to know

The Idaho Human Rights Act prohibits employment practices that discriminate on the basis of disability. Employers are prohibited from requiring a job applicant to submit to a medical examination before extending a conditional offer of employment. The Act covers all public employers, private employers with five or more employees, and contractors or subcontractors providing goods or services to the state (ID Code Sec. 67-5902).
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
Applicant exams. According to guidelines issued by the state Commission on Human Rights (ID Admin. Code Sec., an employer may require an applicant to take a medical examination if:
• An offer of employment has been made, and
• The exam is required for all entering applicants in the same job category.
Note: If certain criteria are used to screen out an applicant, the exclusionary criteria must be job related and consistent with business necessity. The state guidelines are virtually identical to the requirements of the federal Americans with Disabilities Act (ADA).
The federal Genetic Information Nondiscrimination Act (GINA) prohibits employers from requiring genetic testing or discriminating on the basis of genetic information. Physical exams that require genetic testing violate GINA. Additional information is available.
Employee exams. An employer may require a medical exam that is job related and consistent with business necessity. It may also make inquiries to determine whether an employee is able to perform job-related functions.
The 9th Circuit Court of Appeals has ruled that the ADA’s business necessity standard for requiring a medical examination may be met, and an employer may require a preemptive fitness-for-duty exam, if there is a genuine ...

>> 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 |

Idaho 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.