An employer may require a medical examination of an employee if that examination is job-related and consistent with business necessity.The employer can demonstrate this by all of the following except:

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The court held that the ADA prohibits an employer from "requir[ing] a medical examination . . . unless such examination or inquiry is shown to be job-related and consistent with business necessity." The employer therefore bears the burden of proving that a medical examination is job-related and consistent with business necessity by demonstrating that: "(1) the employee requests an accommodation; (2) the employee's ability to perform the essential functions of the job is impaired; or (3) the employee poses a direct threat to himself or others." The court further explained that the business-necessity standard cannot be satisfied by an employer's bare assertion that a medical examination was merely convenient or expedient. Rather, an employer requires a medical examination must have a reasonable belief based on objective evidence that the employee's behavior threatens a vital function of the business. The burden was not on the employee to prove that she was not a safety threat.

An Employer May Require a Medical Examination of an Employee