Fitness for Duty

What is a Fitness for Duty Evaluation (FFDE)?

A fitness for duty evaluation is an assessment conducted to determine whether an individual is physically, mentally, and emotionally capable of performing their job responsibilities effectively and safely. 

These evaluations are often required in situations where there may be concerns about an employee's ability to perform their duties, due to medical, psychological, or behavioral issues. The process typically involves a comprehensive evaluation by a qualified healthcare professional, such as a physician, psychologist, or occupational health specialist. 

The assessment may include a medical examination, psychological testing, and a review of the individual's work history and any relevant medical records. 

The goal of the evaluation is to ensure that the employee can safely perform their job without posing a risk to themselves, their colleagues, or the public. Based on the results, the evaluator may recommend accommodations, modifications to job duties, or, in some cases, that the individual take leave or be reassigned to a more suitable position. 

It's important for employers to conduct these evaluations in accordance with applicable laws and regulations, respecting the employee's privacy and rights throughout the process.

Who is qualified to perform a FFD psychological evaluation?

It is recommended that FFDE evaluations be conducted by a qualified mental health professional with the following qualifications:

1. Licensed as a psychologist or psychiatrist with education, training, and experience in the diagnostic evaluation of mental and emotional disorders.
2. Familiar with the essential job functions of the employee being evaluated and the literature pertinent to FFDEs.
3. Familiar with, and act in accordance with, relevant state and federal statutes and case law, as well as other legal requirements related to employment and personnel practices (e.g., disability, privacy, third-party liability)
4. Familiar with, and be guided by, other applicable professional guidelines, including, but not limited to, the Specialty Guidelines for Forensic Psychology.
5. Willing to seek appropriate consultation, supervision, and/or specialized knowledge to address pertinent issues outside his/her areas of competence that may arise during an FFDE.
6. When an FFDE is known to be in the context of litigation, arbitration, or another adjudicative process, it is suggested the examiner be prepared by training and experience to qualify as an expert in any related adjudicative proceeding.

Adherence to laws and regulations

• Given the nature of these evaluations and the potential consequences to the employer, the examinee, and the public, Dr. LaPilusa performs FFD evaluations with maximum attention to the relevant legal, ethical, and practice standards and guidelines, including, but not limited to the following: 
• The American Psychological Association's (APA's) Ethical Principles of Psychologists and Code of Conduct. 
• APA Professional Practice Guidelines for- Occupationally Mandated Psychological Evaluations. 
• Statutory and case law applicable to the employer's jurisdiction. 
• CA Board of Psychology laws and regulations​

• The AMA Guides to the Evaluation of Permanent Impairment, Sixth Edition, 2021 (AMA Guides Sixth 2021) 
• American Psychiatric Association's (APA's) Diagnostic and Statistical Manual of Mental of Mental Disorders, Fifth Edition (DSM-5).

What are the main questions answered in a FFDE?

In a fitness for duty evaluation, several key questions are typically addressed to determine an employee's capability to perform their job safely and effectively. 
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These questions help determine if the employee can continue in their current role or if adjustments are needed to ensure safety and performance standards are met. The evaluation aims to balance the needs and rights of the employee with the operational and safety requirements of the workplace.Here are some of the main questions that such evaluations aim to answer: 

1. Physical Capability: Is the employee physically able to perform the essential functions of their job without posing a risk to themselves or others? 
2. Mental and Emotional Health: Does the employee have any psychological conditions that could impair their ability to perform job duties or affect workplace safety? 
3. Substance Use: Is there any evidence of substance abuse that might impact the employee's performance or safety on the job? 
4. Cognitive Function: Does the employee have the cognitive ability required to understand and execute job tasks effectively? 
5. Behavioral Observations: Are there any behavioral issues or patterns that could interfere with job performance or workplace harmony? 
6. Medical History: Is there any relevant medical history that could affect the employee's ability to perform their job safely and efficiently? ​
7. Work Environment: Are there modifications or accommodations that could help the employee perform their duties more effectively? 

What is involved in the referral process?

If the employer has an established FFDE policy and procedure, it should be addressed with Dr. LaPilusa and any available FFDE forms or letters should be provided at the time of the referral. Typically, where possible, Dr. LaPilusa requires the following:  

1. Information that defines such matters as circumstances that gave rise to an FFDE referral. 
2. How they intend to share the results with the employee, and other related matters.
3. Description of the objective evidence giving rise to concerns about the employee's fitness for duty and any questions that the employer wishes the examiner to address. It is also recommended that the referral, and the basis for it, be documented in writing.

It is advisable for the employer and Dr. LaPilusa to consult with one another before an FFDE commences to ensure that an FFDE is indicated in a particular case and that it is consistent with Dr. LaPilusa's training, experience, and capacity for objectivity.

When conducting the FFDE, it may be necessary for Dr. LaPilusa to receive background and collateral information regarding the employee's past and recent performance, conduct, and functioning. The information may include, but not limited to the following: 

1. Job class specifications and/or job description
2. Performance evaluations
3. Previous remediation efforts
4. Commendations
5. Testimonials
6. Human resource investigations
7. Formal customer/public complaints
8. Reports related to disciplinary actions
9. Incident reports of any triggering events
10. Health care records (if available)
11. Prior psychological evaluations (if available)
12. Other supporting or relevant documentation related to the employee's psychological fitness for duty. 
13. Where possible and relevant, information from other collateral sources.

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Fitness for Duty Evaluations can vary from one mental health professional to another. If you have any concerns or questions regarding the FFD process at this office, please feel free to call or email and we will do our best to clarify explain the process.