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405.1 Health Examinations

Code No. 405.1


New Employees.  Reports of physical examinations shall be required of all employees upon their initial employment with the District certifying fitness to perform assigned duties.  The reports shall be required only after an offer of employment has been made.  The examination must have been taken within the four-month period prior to the date employment begins or by a date specified by the District, which shall be within six weeks of the date employment begins.  Evidence shall be submitted on the prescribed form, shall be signed by a licensed physician and surgeon, osteopath, qualified doctor of chiropractic, licensed physician assistant, or advanced registered nurse practitioner.  Costs of the initial examination shall be paid by the employee.

Bus drivers shall present reports of physical examinations upon employment and every other year thereafter as required by law.  Such physical examinations must be completed before the work year begins.  Evidence of physical fitness to perform duties shall be submitted on the required form.  The District shall pay an amount to be determined by the Board of Directors toward the physical examination upon presentation of proof of charges if the charges have not been paid by insurance or by another employer.

Additional Examinations.  An employee may be required to have additional examinations, testing or screenings (physical and/or mental) when, in the judgment of the Superintendent or the Board, such examinations are relevant to the employee's performance, duties or status and/or are otherwise mandated or required by state or federal law, rule or regulation at the expense of the District.

Vaccines.  Employees identified as having reasonably anticipated contact with blood or infectious materials in their work setting shall receive training and education or safety precautions and shall be provided the opportunity for a District paid Hepatitis-B vaccine.  The employee shall sign a written waiver if he or she refuses the vaccine.

Genetic Information Nondiscrimination Act (GINA). The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, employees and their physicians should not provide any genetic information when responding to any request by the District for medical information. "Genetic information," as defined by GINA, includes an individual's family medical history, the results of an individual's or family member's genetic tests, the fact that an individual or an individual's family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual's family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.

Date of Last Review:
August 12, 2019

Date of Revision:
August 12, 2019


Legal References:

20.9, 321.376, 279.8, Code of Iowa; 281 I.A.C. 43.15-.20; 29 C.F.R. Pt. 1910.1030; 29 C.F.R. Pt. 1635