In July of this year, the Japanese government passed a new medical examination law that required all employees to pass a physical exam before starting work. Given the sensitive nature of this law and the potential for disruption it could cause in the workforce, many employers took to social media to share their experiences with the new law. This blog post is a compilation of those tweets and provides an overview of six months after the law went into effect. What have employers learned? Have there been any unintended consequences? And most importantly, how has the new law affected employee productivity?
What is the New Medical Examination Law?
The New Medical Examination Law (NME) went into effect on January 1, 2017. This law requires all employers to provide medical examinations for employees who are covered by the California Labor Code. The NME is designed to protect employees from injuries that may occur at work.
Although the NME has been in place for just over a year, employers have begun to adjust their practices in order to comply with it. Some employers have expanded their medical coverage to include workers who were not previously covered, while others have implemented new procedures or training related to the NME.
Overall, employers seem to be learning how best to implement the NME and protect their employees. However, there is still room for improvement. For example, many employers do not yet have a system in place for tracking employee injuries and illnesses. Additionally, some businesses have had difficulty getting insurance companies to cover costs associated with the NME.
What Happens if an Employee Does Not Pass Their Medical Exam?
When it comes to passing a new medical examination law, employers are certainly feeling the pressure. After all, if an employee does not pass their medical exam, they may lose their job. In order to help guide employers through this new territory, here is a breakdown of what will happen if an employee does not pass their medical exam: The first step is that the employer must provide notice to the employee. The notice must state the reason for the failed exam and give the employee a chance to appeal. If the employee does not appeal in time, then the employer can proceed with terminating the employment.
If an employee appeals and fails again, then their employment will most likely be terminated regardless. However, if they pass their subsequent medical exam, their employment may be reinstated provided that any disabilities have been corrected 6 months medical examination for employees. Overall, it is important for employers to understand how these new medical examination laws work in order to avoid any potential legal issues.
What are the Implications for Employers?
Since the passage of the New Medical Examination Law in March, many employers have been scrambling to adapt to the new regulations. While some have found the new system easier to use, others have reported challenges with documentation and compliance. Regardless of an employer’s experience under the new law, there are several key implications for companies that must consider.
The first implication is that all employees must now undergo a medical examination every six months, regardless of occupation. This includes both full-time and part-time workers, as well as those who are self-employed. In order to ensure compliance with the law, employers must establish a process for conducting and documenting these examinations.