When it comes to interviewing candidates, employers are going to seek to hire the person who is the best fit in all aspects. It makes sense then that employers may want to know whether their future employee has had an injury, or prior workers’ compensation claim, that would impact their ability to perform the role. The same is true when a current employee has an injury, and the employer needs to know the impact it will have on their job. While understanding one’s ability to successfully perform the essential functions of a role is important, employers should know what they can ask and when they can ask it to avoid discrimination and remain in compliance.
While workers’ compensation regulations are state specific, and federal employees have their own regulations, the premise of it is to ensure that employers provide insurance to employees who incur an occupational injury or illness while on the job. Bearing in mind the nuances per state, in most regards, workers’ compensation provides employees with lost wages as well as coverage for treatment for the injury or illness following the filing and approval of a claim. Although most of the protections are for the employee, workers’ compensation can also provide liability protection to employers, such as limiting the ability to be sued for on the job injuries. Since all states have their own requirements with respect to the type and degree of benefits employers must carry, it’s best to review to the Department of Labor guide for state specific regulations.
While we generally think of the Americans with Disabilities Act (ADA) as a law intended to provide workplace accommodations, the Act has employment protections in place to prevent employers from obtaining medical information about future and current employees that could otherwise lead to discrimination. As a result, the ADA outlines requirements for employers with respect to medical inquiries, which includes injury history.
When it comes to knowing about an applicant’s prior workers’ compensation claim, the ADA allows for an employer to make such inquiries under the following guidelines:
Once an applicant becomes an employee, employers are able to make additional inquiries in certain circumstances. Similar to the conditional offer stage, there are guidelines to adhere to:
While employers should utilize subject matter experts to guide them through these regulations, there are simple steps to remember to remain in compliance:
Remember, despite the stage of employment, applicants and employees are protected under state and federal regulations that limit the scope of medical inquiries which applies to workers’ compensation. When in doubt of how to navigate inquiries, consult your state guide and workers’ compensation manager or administrator.