TexasCHLforum.com

scottmeador wrote:In the quest to "care for our employees" my employer is forcing everyone to electronically submit "Medical History" and "Domestic Assessment" surveys consisting of the following areas:

What really gets me is some of the questions on the "Domestic Assessment"

"Do you own or have access to firearms?
"Do you take part in activities with firearms or other dangerous weapons? "
"Do you or your partner possess a Concealed Handgun License issued by your state of residence?"

Contact information for personal physician.
Cardiac/Pulmonary history
Respiratory history
Psychiatric history
Current biometrics
Current medications
Surgical history
Vision history
DME usage
Vaccination history
Food allergies
Allergies NOS
Narrative on diet and exercise habits
Tobacco usage history

I can understand some of this history being required for those involved directly in patient care (of which I am not).

At the end of each survey it states:

"Acknowledgment

I acknowledge that I have a continuing responsibility to keep my employer informed of any health condition that may affect my ability to perform the essential functions of my job. This may include, but is not limited to: unusual stress, physical injury or impairment, back, neck or muscle strain or pain, any infectious disease, and/or any condition that may make me susceptible to infection.

By my signature, I certify that the statements made on this health history are true and correct to the best of my knowledge and belief and hereby grant ****** permission to verify such answers. I understand that any false statement may be considered sufficient case for withdrawal of job offer or for dismissal, if such false statement is discovered after I begin employment.

164) This health history once received becomes the property of <company name> and is retained as part of my permanent health file within Employee Health Services. The employee health record will be accessible to persons with a need to know as permitted by law in cases where the employee put his/her health at issue as it relates to his/her job (i.e., lawsuit, worker’s compensation claim, ADA accommodation request, disability claim, fitness for duty evaluation, etc.).

I expressly request <company name> to proceed with the cost free TB skin test, lab and x-ray examinations with the understanding that any follow-up exams or consultations, if required, as a condition of employment or treatment for a problem that occurred as a result of the assessment, will be provided by my physician at my expense. I acknowledge that Texas law provides if any health care worker is exposed to my blood or other bodily fluid, the Hospital may perform tests, without my consent, on my blood to determine the presence of hepatitis B and C and HIV. I understand that such testing is necessary and I understand that the results of tests done under these circumstances are confidential.

I further understand and acknowledge that as a condition of my continued employment with THR, annual TB screening and mask fit evaluations are required and it is my responsibility to schedule with Employee Health.

I hereby certify that I am 18 years of age or older, OR I am the legal guardian of the minor participating in this program. I certify I have carefully read the Personal Health Survey questions, and that I understand them and that the information given is complete, true and accurate to the best of my knowledge. TYPE YOUR NAME BELOW. THIS CONSTITUTES AN ELECTRONIC SIGNATURE THAT IS REQUIRED BY LAW. *"


The completion of these surveys is mandatory (all questions) and must be fully truthful, upon the pain of punishment up to an including termination. The company reserves the right to verify any and all information by any means legally possible.

My take is that it is none of their business as to whether I own or have access to firearms, have a CHL (our facilities are 30.06 posted so I follow that to keep my job). My personal health history is between me my family and my physician.
There are at least 6 other team mate who also have a CHL and have expressed the same concerns.

So my questions are:

1) Would there be any way for an employer to query the DPS regarding an employee's CHL status?
2) Can anyone provide a referral for counsel that may be able to assist with at least the firearms related questions?
3) General thoughts from other forum members regarding this (beyond "You ought to find another job).

Thanks