Medical Examinations

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DEPARTMENT
OF
CORRECTION POLICY
MANUAL SUBJECT:
Medical Examinations
Adopted: 06-07-85
Revised: 03-30-88
04-01-90, 01-01-95
Reformatted: 02-2001
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01.00.00.POLICY OF THE DEPARTMENT
It is the policy of the Board of Correction that the department employ staff who can
physically train for and perform the essential functions of the job with or without
reasonable accommodations. Therefore, a medical history and health screening will be
conducted during the Pre-service training academy for all new employees responsible
for the supervision, control, care, treatment, education and/or training of inmates,
probationers and parolees.
To maintain the health and safety of an employee and/or work unit and to determine if
an employee can perform the essential functions of the job, with or without a reasonable
accommodation, current employees may be requested to have a medical examination
or provide current medical information.
02.00.00.TABLE OF CONTENTS
01.00.00.POLICY OF THE DEPARTMENT
02.00.00.TABLE OF CONTENTS
03.00.00.REFERENCES
04.00.00.DEFINITIONS
05.00.00.PROCEDURE
05.01.00.New Hires
05.02.00.Current Employees
03.00.00.REFERENCES
Americans with Disabilities Act.
Family and Medical Leave Act.
Idaho Code, Sections 67-5333; 67-5901, 67-5909.
Standards for Adult Correctional Institutions, Third Edition, Standard 3-4060.
Standards for Adult Probation and Parole Field Services, Second Edition, Standard 2-
3040.
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Standards for the Administration of Correctional Agencies, Second Edition, Standard 2-
CO-1C-19.
04.00.00.DEFINITIONS
Appropriate licensed health professional: An individual who is licensed to practice within
the specialty area of concern to include, but not necessarily limited to, physicians,
osteopathic physicians, nurse practitioners, physician assistants, psychologists, and
chiropractors. The department's health services administrator shall have the final
determination whether or not the chosen health professional is appropriate.
Essential functions of a job: The essential functions are those actually required. The
position exists to perform this function(s); there are a limited number of other employees
available to perform the function(s); or the function(s) is highly specialized and the
person in the position is hired specifically for this expertise or ability. Removing an
essential function from the position would fundamentally change the job.
Functional limitation: A temporary or permanent physical or mental impairment that
may limit an individual's ability to perform certain tasks or functions.
Reasonable accommodation: A logical adjustment made to a job and/or the work
environment that enables an individual with a disability to perform the essential
functions of the job.
05.00.00.PROCEDURE
05.01.00.New Hires
All newly hired employees who will be responsible for the supervision, control, care,
treatment, education and or training of inmates, probationers and parolees are required
to complete a medical history and health questionnaire either before (to be turned in on
the first day of the academy) or during the first week of the pre-service academy and
prior to any physical training such as self-defense.
Completed medical history and health questionnaire (Attachment) will be reviewed by a
licensed health professional chosen by the department.
The department will provide blood testing as part of the health screening process.
If further examination is deemed necessary by the health professional, the employee
will be referred to an appropriate licensed health professional for a more extensive
medical examination. The referral will be of the department's choosing and the expense
of the hiring unit.
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If an employee prefers to have the more extensive examination completed by an
appropriate licensed health professional of the employee's own choosing, such
examination will be at the employee's expense.
The department will provide a description of the employee's job for use by the health
professional in determining any functional limitations an employee may have in
performing the specific job, with or without accommodation, and if the employee can
perform the job without a direct threat to the safety and health of self or others.
If the licensed health professional identifies functional limitations, the department's
personnel manager or designee shall be contacted. Reasonable accommodation to
allow a qualified individual with a disability to perform the essential function of the job
will be made. (Reference: Americans with Disabilities Act)
An individual who refuses to complete the initial medical history and health
questionnaire, undergo a physical examination on referral or provide a written report of
an examination from a licensed health professional of the individual's own choosing will
be terminated from employment.
Medical history and health screening questionnaires and physical examination forms for
new employees must be kept confidential and will be forwarded to Human Resource
Services to be filed in accordance with ADA requirements.
05.02.00.Current Employees
Any requests for medical information or examination of a current employee must be job-
related and consistent with business necessity. Situations where such requests may be
required are:
When a supervisor has reason to believe an employee's physical/mental
condition is jeopardizing job performance or creating a significant risk of
substantial harm to self or others. Cost of such examination will be paid by the
department.
When an employee absence for sick leave has exceeded three (3) consecutive
working days or there is a documented questionable use of sick leave over a
period of time.
When an employee has been off work due to injury or illness to ascertain fitness
for duty or to identify performance limitations.
When an employee requests an accommodation on the basis of disability.
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The Administrator, Human Resource Services, or designee, shall be consulted prior to
requesting medical information, when accommodations are requested, and or when
functional limitations have been imposed by the employee's physician or other
appropriate licensed health professional. Exception to this requirement is requests for a
release to return to work or when an employee has been on sick leave for more than
three (3) working days.
Reasonable accommodation will be made to allow the employee to perform the
essential functions of the job within the parameters defined by the employee's physician
or other appropriate licensed health professional.
An employee who refuses to cooperate in providing a medical statement upon request
may be subject to disciplinary procedures.
All information obtained from employee medical examinations and inquiries must be
kept confidential and will be maintained by Human Resource Services in accordance
with ADA requirements. No copies are to be maintained by the local unit.
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Director, Department of Correction Date