Onsite Employee Physicals

Pathways makes it easy to onboard new employees by offering onsite physicals at their workplace. An important piece of the onboarding process is to ensure employees are healthy and fit to perform their job duties. These physicals are conducted by healthcare providers on-site.

Specific requirements and processes for new employee physicals vary significantly depending on factors such as industry regulations, job roles, and company policies. Physicals may also be voluntary as part of a wellness program, separate from the standard onboarding process.

Scheduling and Pre-appointment Information:

After a job offer is extended and accepted, the HR department typically arranges for the new employee to undergo a physical.
Employees may be provided with instructions regarding what to expect during the physical, such as what to bring and what tests will be conducted.

Pre-Employment Questionnaire:

The employee may be required to complete a pre-employment questionnaire, which typically covers the individual’s medical history, past injuries, and current medications.

Physical Examination:

The physical examination typically includes:
- Height and weight measurement
- Blood pressure measurement
- Visual acuity test
- Musculoskeletal evaluation
- Respiratory assessment
- Cardiovascular assessment
- General health assessment

Laboratory Testing:

Depending on the employer’s requirements, a variety of laboratory tests may be conducted, including:
- Blood tests to check for conditions like anemia, diabetes, and cholesterol levels
- Urinalysis to screen for conditions such as kidney disease or urinary tract infections
- Drug screening
- Tuberculosis (TB) testing
- Any other specific tests deemed necessary by the employer or healthcare provider

Immunization Review:

The employee’s immunization history may be reviewed to ensure that they are up-to-date with vaccinations, especially for those in certain industries or environments that pose specific health risks.

Hearing and Vision Screening:

Basic hearing and vision tests may be conducted to ensure that employees have adequate hearing and vision for their job roles.

Fitness for Duty Assessment:

The healthcare provider may evaluate the employee’s fitness for the specific job role they have been hired for. They may assess the individual’s physical abilities, stamina, and medical conditions that could impact job performance.

Documentation and Reporting:

The results of the physical and any necessary follow-up actions (such as recommendations for further evaluation or treatment) are typically documented and reported to the employer.
If the employee requires additional medical evaluations or accommodations, the employer and healthcare provider may work together to determine the appropriate steps.