Food-Service-Manual-for-Health-Care-Institutions

Food Service Manual for Health Care Institutions
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Such materials will be extremely valuable in the event that unsuccessful candidates take legal
action against the organization. (However, this material can become a double-edged sword if
records reveal that the organization failed to follow its own policies and procedures—for example,
to check references.) In addition, the files may be a source of information on potential candidates
in recruitment efforts to fill future openings for similar positions. The files should
include clear statements indicating the reasons the candidates were not hired. The application
forms and other information gathered on successful candidates should be kept as part of the
permanent personnel records, discussed later in this chapter.
Arranging for a Physical Examination and Other Tests
Before the implementation of the Americans with Disabilities Act of 1992, employees were usually
given a preemployment physical before a job offer was made. Because organizations must
be careful not to discriminate against disabled individuals, most now make a preliminary job
offer pending completion of a medical examination, agility evaluation, or other testing. On the
applicant’s acceptance of the initial job offer, the human resource department schedules the
candidate for a physical examination to be performed by a physician, nurse, or nurse practitioner,
who should be given a copy of the candidate’s job description.
The examination is intended to determine whether the new employee can meet the physical
demands of the job or needs reasonable accommodations, to detect health conditions that
might pose a risk to the employee if he or she were placed in a specific job or area, and to protect
the organization’s customers and staff from exposure to potentially infectious illnesses.
This step is especially important for food service workers because of the danger of spreading
communicable diseases through food handling and because much of the work involved is physically
taxing. During the preplacement examination, the employee generally is asked to provide
a cardiopulmonary history and to take a tuberculin skin test.
Screening for illegal or controlled drug usage has been implemented by many health care
organizations. Drug screens are meant to combat absenteeism, accidents, work-related injuries,
equipment damage, and inefficient performance due to substance abuse among employees.
Screening for substance abuse also can help employers control the cost of health care and
workers’ compensation. Employers may deny employment to individuals who are using illegal
or controlled substances at the time of a preemployment screen, but applicants with prior
addictions are covered under the Americans with Disabilities Act.
Organizations that decide to use drug screening must use a nationally approved laboratory
and follow strict protocols for chain of custody to ensure the validity of the test results.
Confidentiality is of critical importance and is generally ensured through minimal handling of
the specimen as outlined in the organization’s human resources policy and procedures. The
manager of the food service department should become familiar with the policy and procedures
of the organization to ensure compliance.
Other tests may be required by the organization and must be given to all applicants to avoid
discrimination. Some organizations may require a polygraph (sometimes called a lie detector
test). The Federal Employee Polygraph Act of 1988 prohibits most private employers from
using a polygraph as a selection device; however, in those situations involving cash or the manufacture
of controlled substances, the use is sometimes permitted.
Graphology is a handwriting analysis in which a graphologist evaluates the applicant’s
handwriting using certain methods to make inference about the applicant’s personality.
Some organizations may require a personality and interest test, an indicator test such as
the Myers-Briggs Type Indicator (a personality inventory that helps employees and employers
understand how employees like to take in information or look at things, make decisions, use
time, and in general organize themselves ), or an achievement test.