PRE-EMPLOYMENT TESTING CHECKLIST
Consider the following questions as they pertain to how you do business today:
Yes
No
Is one person or department responsible for your pre-employment
testing program?


Do you know the federal or state laws (if any) requiring particular
pre-employment tests (e.g., test for food-borne illness in a food
server)?


Are the skills being tested skills that are required by the job for which
the candidate is being considered?


Do you know (if there are) any state laws requiring certain preemployment tests?


Do you give an applicant an opportunity to explain any poor test
results (e.g., illness, taking medication)?


Do you permit applicants with a reasonable excuse for poor
performance on a test to retake the test?


Do you review all pre-employment tests at least annually, to
determine compliance with acceptable law?


Are all your pre-employment tests job-related?


Do you review the pre-employment tests for adverse impact?


If you test the skills of employees, have the skill tests been validated
as a predictor of job success?


Candidate selection?


Interviewing?


Affirmative action?


Equal employment opportunity?


General
Policy
Discrimination
Is your pre-employment testing coordinated with your policy
concerning:
Is your pre-employment testing coordinated with your policy
concerning:
Yes
No
Job analysis?


Job description?




Have a chain-of-custody procedure?


Use a reliable laboratory?


Provide an opportunity to explain any results?


Safeguard privacy?


Obtain a sufficient amount of a sample to do a second test?


Require a confirmation test when the screening test indicates
positive for drug abuse?


Review the lab facilities?


Require the lab to be licensed?


Require all applicants for all positions to be tested?


Use only licensed personnel?


Maintain the information in confidence?


Generally avoid tests for AIDS?


Generally avoid tests for sickle-cell anemia?


Generally avoid tests for pregnancy?


There is a significant risk of transmission of the disease in the
workplace?


There is significant chance of contracting the disease on the job and
you want to rule out pre-existing conditions for future workers' comp
claims?


Are the same skills, knowledge, and abilities for which you test also
considered when the employee's performance is evaluated?
Drug Testing
If you do pre-employment drug testing, do you:
Medical Testing
If you require an employment medical examination, do you:
If you test for AIDS, can you establish that freedom from the virus is
a bona fide occupational requirement because: (If you do not test,
respond no)
Yes
No
If you test for sickle-cell anemia, do you have a business reason to
justify the test under applicable law? (If you do not test, respond no)


If you test for pregnancy, can you establish that the job presents a
known medical danger to a pregnant employee or the fetus?


If you give employment physical examinations, do you have in writing
physical requirements for the position for which you are testing?


If you require polygraphs of an applicant, have you confirmed that it
is lawful to do so?


If you use integrity or personality tests, have you confirmed that the
tests are valid selection criteria?


Miscellaneous Testing