Ensure they know the physical or health-related requirements of the job.

• Make sure you check rules under the Americans with Disabilities Act (ADA) before defining physical requirements of a job. (see Appendix 2)
• Call their "Business Connection at 800-541-0301"

Will they have to lift things? Be on their feet for extended periods of time? Use hand tools? Climb ladders? Wear a respirator?

• Provide concrete examples of what they will be doing, and for how long each day.

Describe any mental or perceptual requirements

• Again, you should check ADA rules

Will they have to distinguish colors on an equipment panel? Operate vehicles?

Are they required to be trained or proficient in any machinery, equipment, vehicles, or processes?

Operating a powered industrial truck? Operating a crane? Erecting scaffolding?

Inform them of any screening you will do.

• [see the attachment, "Check Them Out Before..."]

Will they have to pass a drug test? Do you check references? Or look at driving or credit records?

State your expectations and let them know you will hold them accountable for workplace safety

• They will have to learn and follow all company rules, manufacturers' directions, listed health precautions
• Comply with your zero-tolerance policy on drugs and alcohol
• Use your company's form to report any workplace hazards they observe
• Use and maintain personal protective equipment
• Promptly report every work-related injury or illness