Under EEOC rules about physical testing, when physical ability tests are to be used by employers, a job analysis must be performed to make sure that the physical demands of a given job are clearly and precisely understood. The test must then be designed to correspond to those demands. When the test is based on a valid physical demands analysis of the essential functions of the job, they are much less likely to be challenged by the agency as discriminatory against women, or any other group protected under the Civil Rights Act.
Making sure that all of your employees—male and female—are physically able to handle the jobs they’re responsible for is vital in avoiding injury and getting the jobs done. Physical Ability Testing (PAT) is the single best way to make sure this happens. Without it, you’re gambling with your schedule, your commitments, and your money.