In addition to helping ensure candidates are matched appropriately with their essential job functions, these programs are also about saving lives.
• Outline of Essential functions— Essential functions are the required duties or tasks that a prospective em- ployee must be able to perform to fulfill their job classification.
• Responsibilities • Procedures—description of how pro- gram will be implemented: • Administration of Program • Selection of a Tird Party Administra- tor to perform employee assessments and manage data
• Scheduling • Medical Assessment • No Restrictions • Restrictions/More Information Needed • Unable to work
• Results of assessments are maintained in confidence with the employee
• Referral system if employee needs to address a certain condition to be eligible to work
• Training • Communication with all parties is es- sential to be able to make the program run effectively
• Documentation HIPAA, ADA, EEOC and other legal
concerns should be addressed with an employer’s legal counsel and addressed as part of the development of the employer’s policy and communicated thoroughly with their third party administrator.
Pre-Placement/ Wellness Program Looking to provide the best value to
customers, enhance the health and safety of workers and keep our contractors competi- tive, TAUC continues to participate with stakeholders in the union construction industry in developing a modified form of a Fit for Duty program. Dubbed the “Pre- Placement/Wellness Program,” this initiative is in the very early pilot stages and seeks to develop a generic program that, should union contractors want to use it, would be
12 datia focus
available and familiar to labor, contractors and the customer for a smooth program. Te Pre-Placement/Wellness Program
initiative is presently being addressed in one pilot program with the intent of adding additional pilots to gather data and deter- mine its effectiveness as a program. Essential job functions based on job descriptions are being utilized as part of the program. While candidates do not have to undergo a comprehensive physical, they will have to meet certain, elevated thresholds that would identify whether they are considered at risk, regardless of the work activity. To address pri- vacy concerns, the employer’s knowledge on individual assessments will be limited and a system will be in place to make reasonable ac- commodations or help those at risk to get the proper help. And, once treated, the candidate will be able to reapply for work, if such work is available. Due to the nature of the construc- tion and industrial maintenance industry, it may be difficult under certain instances, to return on short duration jobs. It is anticipated that tweaks may be made during the pilots to streamline and improve the overall program.
Saves In addition to helping ensure candidates
are matched appropriately with their essential job functions, these programs are also about saving lives. Several contractors who have helped lead the way on these initiatives, have shared how their programs have helped em- ployees identify problems they didn’t know they had. Several identified life threatening conditions that, had they gone unnoticed and unchecked, would have resulted in injury or death. Regardless of whether or not it had oc- curred on the job, someone could have died as a result and a family tragically impacted. Occasionally, spouses have writen employers thanking them for thinking enough of their loved ones to make them get checked out. Losing them to a stroke or heart atack would have been devastating and the employer’s program helped catch the problem and get proper treatment for the employee. Te
summer 2013
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