Description
Learn how best to use fitnessforduty evaluations and how HR practices define the best approaches to avoid liability and additional problems.The workplace challenges brought on by COVID19 raises the need to be prepared to perform fitnessforduty evaluations (FDE) in key employment positions. Mental illness, if unaddressed, has the potential to disrupt not only lives but also our workplaces. COVID19 and social isolation, mourning and losses have increased anxiety and substance abuse creating new challenges for many businesses. As these issues arise now and continue postpandemic, knowing when it is appropriate to initiate a FDE is crucial. Learn the benefits and pitfalls of these evaluations, the fundamentals of how to use this tool, and how employment law, mental health standards, and HR practices define the best approaches to avoid liability and additional problems. Additionally, we will discuss the elements to be considered during the evaluations such as neurological and mental health impacted by COVID19, employee’s presenting problems, personality, race, gender identity, workplace issues or mental illness. How to address and document these concerns is central to the discussion.
Date: 2021-01-21 Start Time: End Time:
Learning Objectives
Fitness-for-Duty Evaluations in a Time of COVID-19
• The Bio-Psycho-Social Consequences of the Pandemic
• The Ravages of Isolation Including Loneliness and Substance Abuse
• Workplace Safety and Related Concerns
When Might You Conduct a Fitness-for-Duty Evaluation?
• When Are They Needed?
• What Are Best Practices, Guidelines and Procedures?
• How Do They Differ From Other Interventions?
Prior to the FDE (Fitness-for-Duty Evaluation)
• Who Are the Stakeholders That Are Likely to Be Involved?
• Establishing the Foundation for the Evaluation
• Obtaining the Information That Is Necessary to Arrive at a FDE Recommendation
Evaluations Incorporated When Being Conducted
• Awareness of Related Legal Considerations
• Appropriate and Thorough Interviews, Other Assessment Means
• Obtaining Informed Consent and Establishing Rapport With the Employee
• Additional Special Considerations Related to the Employer’s Concerns
Conclusion and Opinion Communication in a FDE
• What to Include in the Reported Findings?
• Reaching Workplace Consensus About the Next Steps
• Compassion, Concern, and Accountability
• Discussing Your Questions
HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Glenn S. Lipson, Ph.D., A.B.P.P.-Alliant International University
