Frequently Asked Questions

  1. Can the employer withdraw an offer of employment if an employee is belligerent, obnoxious, or angry during testing?

    Absolutely, since the employee is attending the facility as a representative of the company, he or she is expected to behave in a manner conducive to company policy/expectations. Any insubordination or misconduct would be reported directly to the company via the job specific computer generated report. The final decision regarding continued employment rests with the employer. Back to Top

  2. If I test all people in one job classification and choose not to test a group in another job classification, is that discriminatory?

    No. For example, it is perfectly acceptable to test all mechanics in a facility and not any of the secretaries or vice versa. Back to Top

  3. How many employment tests have been performed utilizing the program protocol?

    The ongoing database currently has over 1,000,000 and is being added to daily. Back to Top

  4. What makes this program different from other testing programs?

    A comprehensive database including 40 physical and medical measurements, which is to our knowledge the largest ongoing database of this type in the United States. The proven success of this program without causing injuries benefits everyone from a liability standpoint. Another component unique to the program is that it is a turn key program with all the training and supplemental materials that walk the representative not only through the testing process, but if they desire, the entire industrial rehabilitation process. Back to Top

  5. What if a person in sales takes the test and he/she has no lifting or aerobic requirement as an essential function of the job?

    The position is first "altered" to a light position and no essential job functions are evaluated. As long as they are cooperative they cannot fail the test and the data is only used as a medical baseline if and when an injury occurs. The applicant will still be given safe lifting limits based on their maximum dynamic lift efforts. Back to Top

  6. Can the program help in supplying job descriptions for our company?

    Yes. If the database has similar companies with similar positions such as county or city employees, these job descriptions can be readily available once a list of positions is received at the corporate office. However, there will be a charge to the company for the time involved to produce such descriptions on a per job basis. Back to Top

  7. Is it necessary to have job descriptions prior to testing?

    No. It is necessary for the representative to have personal knowledge of the job in question or have performed a job analysis prior to testing in order to create accurate essential job specific tests. Even so, job descriptions are not mandatory. Back to Top

  8. If a company has job descriptions, must they be accurate?

    Absolutely. ADA law regulates that it is better to not have job descriptions than to have job descriptions that are vague and don't describe the essential functions of the job. Back to Top

  9. Can I test one new hire for a specific position without testing everyone applying for that position?

    No. If you test one new hire in a certain job, there must be a method in place to test the other employees in that same job in a "reasonable" time frame. Back to Top

  10. Can I test an existing employee without testing everyone in that job position?

    If you have significant evidence that an existing employee is having difficulty performing the essential job functions, he or she can be tested at any time without having to test the other employees who work in that position. Back to Top

  11. If an employee fails every aspect of testing, including job specific testing, is he eligible for employment?

    Final employment decisions rest with the employer, but if the employee fails only one part of the job specific testing, he may legally have the offer of employment withdrawn at the discretion of the employer. Back to Top

  12. How much time is required on each test for a licensed OT, PT or MD?

    1. Basic test - none
    2. Carpal tunnel test - 20 minutes
    3. Comprehensive test - 15 minutes
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  13. What are the primary test components?

    1. Physical Characteristics
    2. Musculoskeletal Evaluation
    3. Static GripTesting
    4. Dynamic Testing
    5. Specialty Testing (Isokinetic, Carpal Tunnel, etc.)
    6. Job Specific Testing
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  14. What do you need from us to get started?

    We need the last 4 years of your loss history.

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