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Fitness for Duty USA
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fourfathom:

--- Quote from: Stray Electron on September 03, 2022, 04:03:41 pm ---A company that I worked for in Quebec brought in some Swiss, a Haitian, a Portuguese, an American (me), several Indians and other nationalities that I don't recall, and Anglos from other Canadian provinces.
--- End quote ---

And then you all walked into a bar, right?  C'mon, don't leave us hanging here...
nctnico:

--- Quote from: Stray Electron on September 03, 2022, 03:48:24 pm ---   IF ANYONE knows of any country, state or jurisdiction that DOES NOT allow employers to mandate those tests then I'd like to hear about it. I very serious doubt that there are any.

--- End quote ---
Probably all countries except for the US and China won't allow such tests. In the NL it is prohibited to enquire about the applicant's health during a job interview.
bdunham7:

--- Quote from: nctnico on September 03, 2022, 08:36:35 pm ---Probably all countries except for the US and China won't allow such tests. In the NL it is prohibited to enquire about the applicant's health during a job interview.

--- End quote ---

So if I'm applying for pilot job with KLM, I can request the application materials in Braille? You wouldn't enquire about health generally here either (other than drug use) and the whole FFD system is set up with third party providers for the purpose of screening for issues that would make it impossible for the person to perform the job, or to be trusted sufficiently in appropriate cases.  I seriously doubt that even in the NL a schizophrenic person with a history of self-destructive behavior is going to be hired a a nuke plant operator even if they ace the interview and tests.
TimFox:
In US employment law and the Americans with Disabilities Act (ADA), an employer must make "reasonable accommodations" that "do not cause undue hardship" for employees with disabilities.

However, "an employer does not have to eliminate an essential function, i.e., a fundamental duty of the position. This is because a person with a disability who is unable to perform the essential functions, with or without reasonable accommodation, is not a "qualified" individual with a disability within the meaning of the ADA."

For the hiring process, again quoting from the government document below,

"During the hiring process and before a conditional offer is made, an employer generally may not ask an applicant whether s/he needs a reasonable accommodation for the job, except when the employer knows that an applicant has a disability."  and  "After a conditional offer of employment is extended, an employer may inquire whether applicants will need reasonable accommodations related to anything connected with the job (i.e., job performance or access to benefits/privileges of the job) as long as all entering employees in the same job category are asked this question."

There's lots more in this document, issued as a guide to employers about this subject.

https://www.eeoc.gov/laws/guidance/enforcement-guidance-reasonable-accommodation-and-undue-hardship-under-ada
LaserSteve:
I found counsel. Took three days of calling around .

TimFox, thanks for the PDF. Makes me wonder about a few things that are going on.

Steve
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