MARANOA REGIONAL COUNCIL
P O L I C Y S T AT E M E N T
TITLE: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY
Endorsed by Council on: (Ordinary Meeting Date)
Responsible Department: Human Resources
Reference No.: (To be inserted by Governance Division after Policy is
Temporary Policy No. WHS.09.009
To ensure that in the performance of duties, as prescribed in the position description, no
detrimental effect is caused to perspective employees.
This policy applies to all potential fulltime and identified part time, temporary and casual
employees of Maranoa Regional Council.
CEO Chief Executive Officer
Council Maranoa Regional Council
EEO Equal Employment Opportunity
Pre-Employment A ‘pre-employment medical’ assessment is to assess a candidate’s
Medical fitness to do the job, to ensure that they can work without causing
Assessment undue risk to themselves or others and to advise on any modifications
required to enable the candidate to perform the job safely and
Medical Practitioner A medical practitioner is registered and recognised by the law of the
Commonwealth to practice in Australia and is recognised by the
Council as suitably qualified and experienced to conduct a pre-
employment medical assessment.
WH&S Workplace Health and Safety
POLICY STATEMENT (Title: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY) Page 2
Pre-Employment Medical Assessment should be designed to assess the general fitness of
prespective employees as well as their susceptibility to any of the particular hazards they are
likely to encounter on the job.
The Employer in both Common and Statute Law has a "duty of care" to provide a "safe place
of work" which includes the provision of "a competent workforce".
Employees under Section 36 of the Queensland Workplace Health and Safety Act 1995 are
“not to wilfully place at risk the workplace health and safety of any person at the workplace;
and not to wilfully injure himself or herself."
The Queensland Anti-Discrimination Act 1991 prohibits discrimination against someone
because they possess certain attributes. The Anti-Discrimination Act 1991 makes it unlawful
to discriminate against a person on the basis of impairment in one the following areas; work
or work related areas; and/or Local Government.
As a condition of employment, a pre-employment medical assessment is required for all
fulltime and certain part-time, temporary and casual positions with the Council.
The medical assessment shall be conducted by a nominated medical practitioner, as
nominated by the Human Resources Manager. Should the applicant reside outside of the
Regional area, the applicant may have the medical assessment undertaken by a medical
practitioner of their own choosing, under the authority and direction of the Human Resources
The medical assessment is to be conducted using Council’s Pre-Employment Medical
Assessment Form (appendix A).
The medical assessment is conducted at the expense of the Council.
All medical reports shall remain the property of the Council.
The Council undertakes to protect the privacy of individuals and treat as confidential all
information contained within medical reports.
Failure to gain medical approval deeming the candidate suitable for the position may exclude
the candidate from the selection process.
POLICY STATEMENT (Title: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY) Page 3
Rejecting an applicant on physical or medical grounds falls into one of two categories:
1. They are physically unable to perform the tasks required and the position cannot be
modified to accommodate them; or
2. A medical practitioner certifies them as being medically unfit to perform the tasks
It should be noted that under EEO legislation an applicant cannot be discriminated
against on the basis of disability.
In the event that a medical report indicates a disability that would not prevent an employee
from the execution of the prescribed duties, such a medical report shall not be a bar to
The assessment is not intended to discriminate in employment on the basis of impairment
but to ensure that the person is:-
1. able to adequately, and without endangering himself or herself or other persons,
perform the work genuinely and reasonably required for the employment or position
in question; and
2. be able to adequately respond to situations of emergency that should reasonably be
anticipated in connection with the employment or position in question.
Medical Practitioners who carry-out pre-employment medical assessments must have
knowledge or be provided with information relating to the tasks to be performed by the
prespective employee, be aware of factors affecting health in the workplace, information
relating to job analysis from hygienic, physiological and psychological view point and
adoption of the job to the worker.
Pre-Employment Medical Assessment Form
Any medical assessment not recorded on Council’s Pre-Employment Medical Assessment
Form may be rejected.
The Pre-Employment Medical Assessment Form is divided into four (4) parts the following
persons are responsible for completing each section;
• Recruitment Officer to complete:-
o Personal Details
o Appointment Details
POLICY STATEMENT (Title: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY) Page 4
• Chief Executive Officer:-
o Approval for medical assessment to proceed
• WH&S Coordinator
o Review completed and returned medical assessment ensuring;
the Applicant is able to adequately perform the tasks without endangering
himself or herself or other persons and is able to perform the work genuinely
and reasonably for the employment or position in question; and
the Applicant be able to adequately respond to situations of emergency that
should reasonably be anticipated in connection with the employment or
position in question.
Section A - Job Demands Checklist
• Coordinator or Overseer to complete in conjunction with a WH&S Advisor
o Each activity is to be measured and rated according to the extent of effort/time
required to perform the activity, ratings are;
Occasionally Activity exists up to 1/3 of the time when performing the task.
Frequent Activity exists between 1/3 and 2/3 of the time when performing
Constant Activity exists more than 2/3 of the time when performing the
Repetitive Activity involves repetitive movements.
N/A Not applicable – does not apply.
Section B - Medical Questionnaire
• The Applicant should answer all YES and No questions and provide further details
where the Applicant has answered YES.
• The Applicant must sign the Declaration affirming the applicant;
o understands that he or she is required to undergo a medical assessment.
o that to the best of his or her knowledge and belief, all the information he or she
has provided is true and correct and he or she is aware that false or misleading
statements may affect their appointment or continued employment.
o authorises the examining doctor to release any information acquired from the
Applicants history and examination to the appropriate Council officers.
o accepts that a condition of his or her employment with Maranoa Regional Council
will be to abide by all safety rules and to wear protective clothing and equipment
Section C - Medical Examination
• The Examining Doctor should
POLICY STATEMENT (Title: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY) Page 5
o complete all tests as required to ensure the Examining Doctor is able to provide a
brief comment on the overall fitness of the Applicant; and
o after considering the Job Demands Checklist and Medical Questionnaire, state if
the Applicant is fit to perform duties required for the position.
• The Examining Doctor should send all reports and any accounts to Council’s CEO.
This Policy is available through Human Resources and the Council’s Policies website.
This policy, after endorsement by Council, will be presented at a Senior Managers Meeting
for communication and distribution by Senior Managers to all staff in their area/s of
After endorsement by Council this policy, including any attachments, will be sent to any
Medical Practitioner currently undertaking Medical Assessment on behalf of Council.
This policy can be varied by the Chief Executive Officer if exceptional circumstances prevail.
This policy must be reviewed at twelve months since its adoption (or latest amendment).
RELATED POLICIES AND LEGISLATION
This policy complements other legislation and where it is silent on matters referred to in the
following legislation such matters must be followed in accordance with the legislation.
• Industrial Relations Act 1999
• Local Government Act 1993
• Workplace Health and Safety Act 1995
• Anti-Discrimination Act 1991
• Privacy Act 1988 (C’wealth)
This policy complements existing Certified Agreements and where it is silent on matters
referred to in the Certified Agreements such matters must be followed in accordance with
current Certified Agreements or future Certified Agreements.
This policy should read in conjunction with the following Council Policies.
• Human Resource Policy
• Workplace Health & Safety Policy
• Recruitment & Selection Policy
• Access To Personnel Files Policy
• Purchasing Policy
POLICY STATEMENT (Title: PRE-EMPLOYMENT MEDICAL ASSESSMENT POLICY) Page 6
Version Reason/ Trigger Change (Y/N) Endorsed/ Reviewed by Date
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Mayor Chief Executive Officer