Fitness-for-Duty Psychological Evaluations
Do you know how to navigate the risks surrounding fitness-for-duty evaluations? Learn how they can be a valuable tool without bringing risk. Businesses in the public and private sector are often unaware of how to set both the parameters and the stage for fitness-for-duty evaluations. Frequently, Employment Assistant Programs (EAPS) are asked to determine whether or not someone should remain at work. In most cases this is not an appropriate use of an EAP. In addition, sometimes what is needed is a workplace violence evaluation instead of a fitness-for-duty evaluation. The urgency in workplace violence assessments and the determination of whether to call first responders are not issues in fitness-for-duty evaluations. This topic will discuss both the pitfalls and benefits of using fitness-for-duty evaluations. The credentials of individuals who should be conducting these evaluations for an organization will also be discussed. The separations between medical and mental health issues as well as the key figures who should be involved will be explored. Further, sensitivity to ADA accommodations is a timely topic included in discussion. Failing to do a fitness-for-duty evaluation properly has the potential to lead to liability and problems within the workplace. A fitness-for-duty evaluation that clears an individual to return to their position lessens risk to both the employee and the organization. If an employee is a valuable asset that might be returned to their previous level of functioning, the fitness-for-duty evaluation has the capacity to assist in arriving at that determination. An unbiased determination if a problem an employee is suffering from is remedial and transient or something that has become chronic and irreparable is necessary in order to determine if they should return to work. How these conclusions are reached and documented is a central feature of this topic.
Who should attend?
- How to Use the Fitness-for-Duty Evaluation
- When Is a Fitness-for-Duty Evaluation Needed?
- Who Should Perform a Fitness-for-Duty Evaluation?
- What Is the Difference Between a Workplace Violence Evaluation and a Fitness-for-Duty Evaluation?
- What Are the Advantages of Having It Done by an Outside Party?
- What Is the Goal for This Evaluation and Are There Any Hidden Agendas?Steps Involved in Setting up a Fitness-for-Duty Evaluation
- The Involvement of Human Resources
- The Involvement of Corporate Counsel
- The Involvement of Security
- The Involvement of Supervisors and Other Coworkers
- What Information Might Be Supplied to the Evaluator?
- Where Will the Evaluation Take Place?Themes and Considerations
- Canaries in the Coal Mine
- Reductions in Force
- Interpersonal Problems
- Time of Onset of DifficultiesAssessment
- Parties Interviewed
- Informed Consent
- Diagnostic Procedures
- Releases From Treatment Providers
- Special Considerations If There Is a Substance Abuse
- Establishing RapportReporting and Closure
- What Should Be Written in a Report
- Pitfalls to Avoid
- Organizational Readiness
- Workplace Community Needs
- Questions and Discussion Presentation
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