Your workplace is governed in part by administrative agencies when it comes to medical communication with employees. Employers are constantly running the risk of asking, saying or doing the wrong thing when it comes to making inquiries of an employee’s medical condition. Prevent your company from charges and lawsuits with a Medical Communications Policy.
When you hire an applicant, you need a policy which provides for medical examinations to determine whether they can perform the essential functions of the job.
Employees may be required to have an examination on other occasions, such as transfers or promotions, or whenever management determines that the interests of the Company will be served.
Whenever an employee is absent because of an alleged illness or injury, you may take steps necessary to confirm the nature and extent of the health condition.
For instances involving FMLA leave, you should accept medical communication only from licensed physicians who have personally seen the employee on the day the communication is written or dictated.
Medical communications must be satisfactory to the company and preferably on a designated form which asks questions you want answers to.
Post your Policy On Medical Communication From Doctors for employees and follow it on a uniform and consistent basis to defend yourself from claims of discrimination.
It is your workplace. Exercise sound managerial judgement to keep it yours.