Fitness-for-Duty Psychological Evaluations

Webinar: ID# 1030969
Recorded CD or On-Demand
About This Course:
A chain is only as strong as its weakest link, mental illness has the potential if untreated or unrecognized to disrupt lives at home and also in our workplaces.

The intersection of stress, other changes in the work force, aging, and the prevalence of substance abuse may raise fitness questions. Businesses in the public and private sector are often unaware of how to set both the parameters or when to seek fitness-for-duty evaluations.

The pitfalls and benefits of using fitness-for-duty evaluations will be discussed. The credentials of individuals who should be conducting these evaluations for an organization will also be examined. The separations between medical and mental health issues will be explored. Further, sensitivity to ADA accommodations is appropriately included in this material.

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 a condition that has become chronic and irreparable is necessary in order to determine if they should return to work. Further we need to determine if it is personality, workplace issues or mental illness fueling these concerns. How these conclusions are reached and documented is a central feature of this webinar.


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 Assessment 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 Difficulties
  • Parties Interviewed
  • Informed Consent
  • Diagnostic Procedures
  • Releases From Treatment Providers
  • Special Considerations If There Is a Substance Abuse
  • Establishing Rapport
Reporting and Closure
  • What Should Be Written in a Report
  • Pitfalls to Avoid
  • Organizational Readiness
  • Workplace Community Needs
  • Documentation
  • Questions and Discussion Presentation
About The Presenter

Glenn S. Lipson, Ph.D., A.B.P.P.
  • Diplomate in forensic psychology, the American Board of Professional Psychology
  • CEO of Making Right Choices, providing sexual misconduct/harassment prevention courses
  • Manager and creator of the NASDTEC Academy for Prevention and Correction of violations
  • Menninger trained postdoctoral fellow
  • Keynote speaker who has lectured and presented in the United States, Canada and England
  • His work has been reviewed in U.S. Supreme Court and State Supreme Courts
  • SME for Bridg-It See something Send something, Prevention and Intervention, Platform
  • He conducts employment evaluations and is retained as an expert in litigation
  • He belongs to numerous professional organizations including the National Register of Health Care Providers in Psychology, American Psychological Association, and the Association of Threat Assessment Professionals
Fitness-for-Duty Psychological Evaluations
Available on CD or On-Demand formats
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