Simply put, it’s a bad idea. The Americans with Disabilities Act (ADA) prohibits employers from conducting medical examinations or making pre-employment inquiries to determine if an applicant has a disability, or the nature of the disability.

Under the ADA, employers may require applicants to submit to post-offer medical exams, administered after the applicant has received a conditional offer but before the applicant has started employment. Employers may condition offers of employment on the results of the post-offer medical examination if the following conditions are met:

Employers must ensure that medical examinations do not result in a violation of the Genetic Information Nondiscrimination Act, which prohibits employers from using genetic information for decisions on hiring, firing, promotions or job assignments.

And don’t forget about state laws, which may also provide additional restrictions on pre-employment medical and physical examinations of applicants.

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