To help assure that employees are able to perform their duties safely, medical examinations and/or the exchange of medical information about an employee's ability to perform the essential functions of their job are required.
A. Postoffer Examination: After an offer has been made to an applicant entering any job category, a medical examination will be performed at the city's expense by a health professional of the city's choice. The offer of employment and assignment to duties is contingent upon satisfactory completion of the exam. This exam includes test(s) to determine the presence or absence of drugs or alcohol in the applicant. The city subscribes to a drug free workplace. Accordingly, applicants shall not be hired, who test positive for the presence of drugs or alcohol, in accordance with the drug and alcohol, drug testing and fitness for duty policies in this manual, as a result of this medical exam and testing procedure. (See drug and alcohol, drug testing and fitness for duty policies in this manual.)
B. Fitness For Duty Examinations: The city believes it is important to provide for the safety and health of its employees and the public for whom the city provides services to protect the public's lives and property. Whenever a question arises, based on work performance or related observation and/or evidence, about an employee's ability to adequately perform the essential functions of their job, they may be required to take medical examinations to determine fitness for duty and their continued ability to safely and adequately perform the essential functions of their job. Such examinations will be at the city's expense and will be conducted pursuant to the drug and alcohol, drug testing and fitness for duty policies in this manual.
C. Obtaining Current Information: The city reserves the right to obtain medical information from any medical practitioner about an employee's current health, physical condition or treatment, as a condition of initial and/or continuing employment, in order to determine whether the employee is able to safely and adequately perform the essential functions of their job and in a condition fit for work. This extends to conditions that may relate to either specific health issues, or to questions about "fitness for duty" related to drug/alcohol use. (See drug and alcohol, drug testing and fitness for duty policies in this manual.)
D. Confidentiality: Specific information on an employee's medical condition or history will be kept separate from other employee information and maintained confidentially. Access to this information will be limited to those who have a legitimate need to know. Notwithstanding this confidential record, the existence of medical condition(s) or history may be referred to within other records related to work performance, job standards and work expectations within an employee's personnel file, in order to properly document any issues, conditions or accommodations with respect to the employee's work performance and continued conditions of employment. (Adm. Order 2015-3, 6-2-2015)