IMC provides a wide range of customized services in Human Resources Management, Cost Containment and Work Injury Management Consulting.

Workers Comp

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Post offer testing helps employers to appropriately place employees, reducing their risk for injury. Post offer exams also screen for pre-existing conditions that may not be apparent.

The American Disability Act (ADA) allows employers to test a newly hired employee to verify that they can perform the physical demands of the position they have been offered. This test must be non-discriminatory and represent the actual critical tasks of the job.

Smart employers elect to only test "at risk" positions. These positions represent the jobs that employees are most often injured in while performing their job. “At risk” positions vary from employer to employer, so IMC takes an individuated approach to examining claims retrospectively for severity, frequency and job duties. Our approach is individualized based on an employer’s experience.

A valid ADA qualified test requires that employer’s measure and document the critical tasks required for each position to be tested. If a new hire fails the test employers must determine if a "reasonable accommodation" can be made to allow that employee to perform the job offered. If no accommodation can be made, employers must then determine if employers have any other positions available for which this person might be suited based on their qualifications and physical abilities. (Under no circumstances is an employer required to create a position for them if none exists)

Once employers have met these criteria, employers may elect not to hire this person. When testing is implemented for a position that is chosen for testing, employers must test all new hires in that category.

IMC will enable an employer to control Worker Comp cost through prevention. We will design a policy which will identify, develop and implement procedures for medical exams for “at risk” positions, keeping employers fully compliance with regulations and targeting injury prevention in hiring practices.