Employee Testing（針對(duì)雇員的檢測(cè)）

　　Employee Testing

　　All forms of employee testing raise significant issues of potential violations of an employee's privacy rights. This includes honesty, psychological, and personality tests, genetic screening, substance abuse tests and polygraph examinations. This section will examine many of the problems involved and strategies that companies can use to act legally.

　　AIDS and Genetic Testing. Fear of AIDS is rampant in the work- place, but state legislatures and the courts are only beginning to define the rights of employees who have the disease. Before the enactment of the federal Americans With Disabilities Act, Section 504 of the Rehabilitation Act of 1973 prohibited businesses receiving federal money from discriminating against people afflicted with contagious diseases. Thus, firing an HIV-positive hospital worker would violate Section 504 of the act. In addition, most states have enacted laws protecting handicapped or disabled workers' rights of privacy and from on-the-job discrimination as long as they can perform their duties.

　　At present the law is not well settled in this area. AIDS testing of employees is mandated in some localities for food handlers, processors and waiters and most states, government agencies and the military mandate AIDS testing in blood donations.

　　The enactment of the ADA has significantly protected AIDS sufferers' privacy rights, since many pre-employment and on-the-job medical investigation practices and procedures that were once considered legal are now prohibited. For example, intrusions into a person's medical background and history are now substantially reduced. Application forms can no longer solicit answers to questions about whether the applicant is an individual with a disability, has a medical condition, or has ever been hospitalized or treated for a mental or emotional problem. Questions such as how many days was the applicant absent from other jobs and whether the applicant is currently taking medication are illegal. Pre-employment medical examinations cannot be conducted and employers are required to establish policies for staff and health providers regarding the disclo- sure and use of employee medical information.

　　Employers should review company handbooks and draft statements protecting against the unnecessary dissemination of medical information, and institute policies requiring supervisors and health providers to consult with company lawyers before disclosing any medical information. Related problems that have emerged must be carefully addressed: for example, how can your company be sure that the results of any job-related medical tests will remain confidential so as to avoid charges of slander or libel and other invasions of privacy?

　　TIP: Due to the ADA and pertinent state laws, pre-hiring and on-the-job AIDS tests are probably not legal. Since each case must be scrutinized on a factual basis, speak to a knowledgeable labor lawyer before implementing such tests.

　　Even the issue of genetic testing is unsettled. Many major corporations are currently testing the relationship of inherited genetic traits to occupational disease to determine if there are certain predisposing risks to employees and job applicants. More and more companies are considering using such tests and the extent to which the ADA will curtail their use is now being studied by labor lawyers throughout the country.

　　針對(duì)雇員的檢測(cè)（Employee Testing）

　　所有形式的針對(duì)雇員進(jìn)行的測(cè)試都可能引發(fā)重大的問(wèn)題，它們都潛在地可能侵犯雇員的隱私權(quán)。這些測(cè)試包括誠(chéng)實(shí)度、心理、人格測(cè)試，基因測(cè)定、毒品以及多波動(dòng)檢查。本文將要談的是有關(guān)的許多問(wèn)題以及公司所能采取的合法策略。

　　AIDS檢測(cè)與基因測(cè)定

　　對(duì)艾滋的恐懼在工作場(chǎng)所容易蔓延，而州的立法機(jī)關(guān)和法院剛剛開始界定患有艾滋病的雇員的權(quán)利。 在《美國(guó)聯(lián)邦殘疾人法案》（ADA）頒布之前，1973年《康復(fù)法案》504節(jié)禁止獲得聯(lián)邦資助的企業(yè)歧視傳染病患者。因此，解雇HIV 陽(yáng)性的雇員是違反《康復(fù)法案》504節(jié)的。除此之外，大多數(shù)州都制定法律來(lái)保護(hù)殘疾工人的隱私權(quán)，并要求：在他們能夠履行工作的條件下，不得在工作場(chǎng)合歧視他們。

　　目前，這個(gè)領(lǐng)域的法律發(fā)展還沒(méi)有最后確定。對(duì)雇員的艾滋檢測(cè)在某些地區(qū)是針對(duì)食品制造者、加工者和服務(wù)生的，在大多數(shù)州，對(duì)政府機(jī)構(gòu)的工作人員要進(jìn)行這項(xiàng)檢查，在軍隊(duì)，則針對(duì)血液捐獻(xiàn)者。

　　在保護(hù)艾滋病人的隱私權(quán)方面，ADA的頒布具有重大意義，因?yàn)橄惹氨灰暈楹戏ǖ脑S多雇用之前的以及工作中的醫(yī)療調(diào)查現(xiàn)在被該法案禁止了。例如，侵入一個(gè)人的醫(yī)療背景和歷史的行為現(xiàn)在就大大減少了。申請(qǐng)表格不能再包括如下問(wèn)題：是否有殘疾、是否有健康問(wèn)題、是否住過(guò)院，是否精神或情緒上的問(wèn)題。申請(qǐng)人從其他工作上離開多久，現(xiàn)在是否在就醫(yī)，諸如此類的問(wèn)題都是不合法的。雇主不能進(jìn)行雇用之前的醫(yī)療檢查，而且必須為職員和醫(yī)療服務(wù)供應(yīng)者就有關(guān)披露雇員健康信息的問(wèn)題確立政策。 醫(yī).學(xué)教.育網(wǎng)搜.集整理

　　雇主應(yīng)當(dāng)審查公司手冊(cè)，制定規(guī)則使健康信息不受不必要的披露，并擬定政策規(guī)定監(jiān)督者在披露任何健康信息之前，必須向顧問(wèn)律師咨詢。已經(jīng)出現(xiàn)的相關(guān)的問(wèn)題必須獲得審視：例如，你的公司如何保障所有與工作相關(guān)的醫(yī)療檢測(cè)結(jié)果能夠保持秘密狀態(tài)，而不遭受誹謗以及侵犯隱私的指控？

　　基因測(cè)定的問(wèn)題還沒(méi)有最終解決。目前，許多大企業(yè)正在測(cè)定遺傳基因特征與職業(yè)病的關(guān)系，來(lái)判斷職員和職位申請(qǐng)人有沒(méi)有健康上的風(fēng)險(xiǎn)。越來(lái)越多的企業(yè)正在使用這樣的檢測(cè)方式，以至于ADA在何種程度上應(yīng)該限制這一使用在美國(guó)成為勞工領(lǐng)域律師的研究課題。