Assessing Physical and Mental Fitness for Work

This paper provides guidance based on best clinical practices and more than three decades of experience in injury prevention and management.

This paper was originally published in conjunction with Safety 2017, the American Society of Safety Engineer’s annual national conference. It has been edited for release by WorkCare, Inc., a national occupational health services company.

Introduction

The workforce is a complex organism that presents multiple challenges for environment, health and safety (EH&S) professionals. The need to determine whether an applicant or employee is physically and mentally fit for work is a common confounder. While this responsibility often falls outside their comfort zone, it is possible for EH&S professionals who lack medical training to confidently engage the fitness-for-work assessment process.

This paper provides guidance based on best clinical practices and more than three decades of experience in injury prevention and management. It is divided into four sections:

I. Quantifying the value of fitness-for-work assessments.

II. Implementing the assessment process.

III. Complying with applicable rules and regulations.

IV. Adopting a comprehensive policy.

I. Quantifying the Value of Fitness-for-Work Assessments

A growing number of employers consider fitness-for-work (FFW) assessments an essential contributor to their organization’s comprehensive environment, health and safety, sustainability and risk management efforts. The inherent value of an objective assessment becomes even more apparent when one considers workforce characteristics that increase injury risk and are largely out of the control of managers. Such factors include aging, comorbid conditions, poor sleep habits and fatigue, smoking, depression and substance abuse.

• Reduced likelihood of hiring someone who cannot safely perform the job.
• Enhanced ability to detect medical conditions that may threaten personal health and safety and the health and safety of others.
• Decreased risk of work-related accidents, injuries and property damage.
• Improved assurance of safe job placement upon return to work following injury, illness or absence.
• Increased opportunities to effectively manage medical, insurance and legal liability costs.

COSTS

For many companies, FFW evaluations are part of the onboarding process. They are often viewed as a logical extension of medical surveillance examinations that are performed to establish baselines and measure physical changes in response to exposures such as noise or toxic substances over time. They go hand-in-hand with drug-free workplace policies, and with behavioral health and employee assistance programs (EAPs). They also give employers the opportunity to ensure they are in compliance with federal laws and jurisdictional regulations.

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