I would like to provide a bit of background.
Over the program's first three years, we assessed the mental health of our employees on a voluntary basis to determine whether it was deteriorating, improving or remaining stable. We noted no deterioration, despite some minor snags here and there. However, we really emphasized self care.
That self care comprised seven levels when it came to program policies. One of those key levels was regular access to a psychologist. A sort of update was done three times a year, when people could really talk to a psychologist. That was not clinical care, but it was related to what they were doing to protect their mental health. There is a whole theory about that. That's what I was saying earlier. That aspect has been abandoned, and that worries me because it was one of the program's strategic pillars.
To answer your question, I am not sure whether this is still the case, but we used to do medical screening. However, that was not a psychological assessment. It was essentially normal screening similar to what's done when someone with a health problem is hired. That employee is asked to consult their doctor and show them their job description. The doctor can look at the job description, understand their patient, make connections, say whether it's appropriate and whether they think problems may arise. It's somewhat similar to any other medical condition where an employee could be at risk in a different work environment.