You can require procedures and tests that are not typically considered medical examinations, including:

  • Tests to determine current illegal drug use.1 For more information, see When Drug Testing May be Permitted.
  • Physical agility tests, which measure an employee’s ability to perform actual or simulated job tasks.
  • Physical fitness tests, which measure an employee’s performance of physical tasks, such as running or lifting.
    • Physical agility and physical fitness tests must not include examinations that could be considered medical, for example, measuring heart rate or blood pressure.
  • Tests that evaluate an employee’s ability to read labels or distinguish objects as part of a demonstration of the ability to perform actual job functions.
  • Psychological tests that measure personality traits such as honesty, preferences and habits.
  • Polygraph examinations. Keep in mind that federal and state law contain prohibitions against polygraph tests (for more information, see Polygraphs and Lie Detector Tests).

1. 42 U.S.C. 12114(d)(1)