Employers are going the extra mile to ensure that your employees are safe at work employees as well as the general health and well-being of your employees. In requesting the opinion of an outside third-party professional, your company shows that it’s invested in resolving the issue. It also helps employees be aware of the issue and (in certain instances) the options for restorative treatment to be considered.
If an employee is behaving in a way that is threatening If an employee is acting in a threatening manner, the Fit For Duty Evauation permits you to deal with the situation in a way that improves the safety of all those involved. Threats that are direct, veiled, or an increase in anger or inability to control emotions usually cause the immediate issue of an FFDE.
If you require your employee to undergo an FFDE You take steps to minimize any potential harm that employee could cause to himself or herself as well as your other employees and the general public.
In ensuring that your workforce is healthy by ensuring a healthy workforce, you’re taking the load of employees who might otherwise be required the burden of having to “pick up the empty spaces.”
If the employee is suffering from an emotional disorder that has gotten worse (i.e. the onset of depression, dementia, etc.) the FFDE will record the condition. If the person later applies for disability benefits, the FFDE could serve to assist the person receives benefits.
If you must send an employee’s job because he/she is unable to do so is unable to perform the necessary job duties the possession of an FFDE that will support your decision is vital. A professional opinion and documentation could also be helpful in avoiding accusations of wrongful dismissal.
What Happens After Fitness For Duty Evaluation?
- There is no doubt that the FFD report is Personal Health Information (PHI) according to HIPAA. Therefore, the highest level of confidentiality has to be maintained, and the physical report should be stored in a secure location that is distinct from the employee’s personal file.
- If the employee cooperates with the FFD assessor the report will indicate whether the employee is able (or can’t) to fulfill the essential duties. In certain situations, it may be possible to have discussions about the need for accommodations that allow the employee to remain on the job.
- If the results do not confirm the existence of mental impairment (employee is fit to perform duties) You could resolve the issue using alternative methods like discipline or retraining, remedial education, or reassignment of the employee to another job or shift.
- If an employee isn’t suitable for work and is unable to carry out essential job duties (i.e. the employee’s depression prevents them from performing their essential job responsibilities) Employers may consider restorative options, such as FMLA leave to get treatments. If a workplace-related injury led to the employee’s inability to perform his duties due to fitness, a disability could be an alternative. In certain situations, the employee could be required to quit or be fired.
- Although it is not uncommon, your FFD evaluation may require you to refer the client to another specialist, for example, a neuropsychologist medical doctor, endocrinologist, etc.
- A worker who is determined not fit for duty could be referred to a doctor to treat his or her mental impairment. If the company decides to hire the employee again returning to duty, an evaluation by a doctor is a smart choice to safeguard the interests of the employer and also the safety and wellbeing of all those affected.
What Can I Do To Be Fit For the Duty Assessment Done
If you’re looking to get undergo a duty-related fitness evaluation, then get in touch with PCP Works. PCP Works’ PCP Testing System is used by medical teams to conduct examinations after offer or before employment.