Fitness for Duty Evaluation

Employees are typically referred for a fitness for duty evaluation after the individual receives supervisor concerns or complaints, or presents with a sudden decline with respect to their performance, attendance, attitude, and/or behavior. Fitness for duty evaluations involves evaluating an employee’s ability to perform essential job requirements.

Individuals with known or suspected psychological or behavioral problems often present complex issues for administrators. Once a problem employee has been identified, an organization must exercise due diligence in order to mitigate liability for the employee’s actions, as well as to protect the employee, the public and other coworkers from potential harm. We specialize in cases that have a dual concern for fitness and violence risk.

The fitness for duty evaluation findings and recommendations are based on record reviews (e.g., ideally official criminal and civil history reports, incident and investigative reports, personnel records, and other documents, etc.); an in-person interview with the employee and psychological testing when appropriate; and attempts are made to interview all known and relevant collateral sources which may provide helpful information and corroboration (e.g., current and past mental health professionals, physicians, and/or managers, etc.).

We will provide a fitness for duty outcome and relevant treatment recommendations to address the employee’s limitations and any work related restrictions and/or accommodations that could foster a safe return to work plan. These evaluations address the most appropriate options for both the employee and the employer.

Individuals are typically referred for the following reasons:

  • Poor reliability or dependability
  • Excessive use of sick leave
  • Impaired concentration
  • Demonstrated pattern of poor judgment
  • Socially withdrawn
  • Known sexual misconduct
  • Aggression or violence towards coworkers
  • Increased suspiciousness or paranoid thinking
  • Bizarre behavior
  • Suspected alcohol or illicit substance use
  • Employee is convicted for a DUI
  • Suspected misuse or abuse of prescription medication or over the counter medication