The ADA places restrictions on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability.

An employer may not ask a job applicant, for example, if he or she has a disability (or about the nature of an obvious disability). An employer also may not ask a job applicant to answer medical questions or take a medical exam before making a job offer.

An employer may ask a job applicant whether they can perform the job and how they would perform the job. The law allows an employer to condition a job offer on the applicant answering certain medical questions or successfully passing a medical exam, but only if all new employees in the same job have to answer the questions or take the exam.

Once a person is hired and has started work, an employer generally can only ask medical questions or require a medical exam if the employer needs medical documentation to support an employee’s request for an accommodation or if the employer has reason to believe an employee would not be able to perform a job successfully or safely because of a medical condition.

The law also requires that the employers keep all medical records and information confidential and in separate medical files.

Our Services

Gynecologic care including pap smears, treatment of common gynecologic problems

Medical consultation and coverage for college and university health services

Pre-employment examinations (for HHA and Professional Drivers)

Annual physical examinations

Care of chronic illnesses, including hypertension, asthma, diabetes

Knee Injection Therapy

Drug screening for employers in industries mandated to maintain drug-free workplaces

Preventive health consultations

Care of all acute illnesses, including wound suturing

Children’s health

Men’s health

Women’s health

Sick visits

NEW! Sonography Testing

Migraine and Headaches Botox Treatment