Psychological Fitness for Duty Evaluations

Psychological fitness for duty evaluations for employees takes place in high-stress jobs when the employer gets a feeling that the employees may be incapable of carrying out some duties. It could also be for an individual who is yet to have a job where pre-employment screening needs to be done. For the case of an employee who has been working already, this could be a result of showing signs of stress either emotionally or psychologically.

Why an evaluation?

It is usually easy to point out signs of stress through their behavior. They could be hostile and threatening to their coworkers, therefore, causing the employer to be worried about safety. A high-stress job, for example, is likely to cause a serious impact on an employee. The evaluation is important in determining whether an employee exhibiting such signs is physically impaired or not, and if he or she can work safely and effectively.

Psychological evaluations may also be triggered by a situation where an employer does not want to be discriminative based on disabilities. This kind of employer referral requires a third party of observation report to the employee’s condition to be allowed by the Americans with Disabilities Act. The employee’s consent is also required in this case, and it should be obtained in writing.

A record of their behavior and some background study is required too. The consent does not mean the employee is required to accept in advance. It means that they will be aware of the happenings to enable them to accept findings and recommendations. In addition, pre-employment screening is essential to prevent future problems, especially if it involves a high-stress job.

Both psychiatrists and psychologists have come up with approaches to evaluate and employer referral procedures, not forgetting responses to evaluation results. There are specific guidelines that are followed until an employer is granted permission to evaluate an employee. Once that is done, doctor-client confidentiality is highly observed and emphasized.

When the psychological evaluation is done, a written report of the results of the evaluation is given. The report contains recommendations too. The opinion of whether the employee is fit for duty or restricted is also included. Employees could be fit for duty with restrictions, unfit for duty, or fit for duty without restrictions.

Terms of employment and law should be observed in deciding the fate of the victim. Medication, counseling, and therapy should be recommended if need be. On the implementation checklist there is;

1. Establishment of the policy governing psychological evaluations on fit for duty.

2. Specifications of coverage and scope of the evaluation associating procedures, rights, and oblivious.

 

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