FITNESS FOR DUTY EVALUATIONS. If an employee is requested to attend a legal fitness for duty evaluation, the employer shall provide the employee with rationale for the fitness for duty exam. (This does not apply to workers’ compensation cases)
FITNESS FOR DUTY EVALUATIONS. 23.1 Both parties agree the Employer shall have the ability to refer Officers for Psychological and other Fitness for Duty Evaluations or assessments, with a respective licensed authority selected by the Employer, in accordance with established directives, PPPM, and applicable laws.
FITNESS FOR DUTY EVALUATIONS. The Fire Chief may require a Member to be examined and approved as fit for duty by a licensed doctor in those instances where it is reasonably believed that the Member may not be able to fulfill all the essential duties of the Member’s position due to a physical or mental condition. Any examination/evaluation shall be by a licensed Doctor of Medicine or osteopathy who has been designated by the fire department to provide professional expertise in the areas of occupational safety and health as they relate to emergency services. All costs associated with the examination/evaluation shall be paid for by the Employer. The medical examination shall be conducted in accordance with the provisions of the IAFF / IAFC Wellness Fitness Initiative (WFI) while utilizing the evaluation standards contained in the National Fire Protection Association (NFPA) 1582 as a guideline. The current NFPA 1582 document includes a flexible guide or standards for incumbent firefighters’ medical determinations, which are based upon their condition, as well as the duties and functions of their job. Job tasks are identified in Chapters 5 and 9 of the standard (NFPA 1582) with an explanation of medical conditions that can potentially interfere with a member’s ability to safely perform essential job tasks. These are further broken down and listed by different medical conditions. The presence of one or more of the conditions listed for incumbent fire department members does not indicate a blanket prohibition for the incumbent member from continuing to perform essential job tasks, nor does it require automatic retirement or separation from the fire department. The utilization of current NFPA standards shall be to provide the Physician conducting the examination guidance to determine a member’s ability to medically and physically function using an individual medical assessment for the conditions listed in the standard Following the medical evaluation of a member, including the evaluation of the member’s medical history, physical examination, any laboratory or other test that may be required, should the physician conclude that there exist a physical, mental or medical condition(s) that prevents the affected member from performing their essential job functions without undue risk of harm to themselves or others, he shall notify the Fire Chief immediately of these findings. The report shall not contain or list any specific medical condition(s), rather a professional medical opinion that the employ...
FITNESS FOR DUTY EVALUATIONS. The parties recognize that at various times and for reasonable circumstances the City may require a fitness for duty evaluation by a professional selected by the City as a condition of being released to full duty. In order to complete the Fitness for Duty evaluation, such professional may need to speak to or obtain reports from the EAP counselor. The City agrees that if the employee gives written consent so that such information may be disclosed by the EAP counselor to the City's professional, that under no circumstances shall the information obtained by the City's professional be disclosed any further to any person or entity whatsoever without the employee's further written consent. The employee shall not be threatened or coerced in any manner whatsoever, directly or indirectly, into giving that further written consent. In order to insure the confidentiality provided by this section, the City shall seek from its professional only his conclusion as to whether the employee if fit for duty. Prior to the evaluation, if the employee objects to a fitness for duty evaluation due to a reasonable belief that a conflict exists between the professional and the employee, the City shall require that the evaluation be completed by an alternative professional. The selection of the alternative professional must be approved by the City.
FITNESS FOR DUTY EVALUATIONS. Section 15.1 The Employer may require a fitness for duty evaluation to be conducted by a licensed medical provider for any officer when such evaluation is job-related and consistent with business necessity, as defined by the EEOC’s “Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees under the Americans with Disabilities Act” (EEOC No. 915.002, 7/27/00), i.e., when the Employer has a reasonable belief, based on objective evidence that an employee’s ability to perform essential job functions will be impaired by a medical condition or an employee will pose a direct threat to the safety of the officer or others due to the employee’s medical condition, as the term “direct threat” is defined by EEOC regulation. A fitness for duty evaluation may include both a physical evaluation and/or a psychological evaluation. An officer who is required to submit to a fitness for duty evaluation shall fully cooperate in undergoing the evaluation, including signing all medical authorizations required by the evaluating medical provider. The evaluating medical provider shall maintain the confidentiality of the officer’s medical information. After completion of the evaluation, the medical provider is authorized to report to the Employer only whether the officer is presently fit for duty, i.e., can perform the essential job functions of the officer’s position and do so without any direct threat to the safety of the officer or others, and if not, whether reasonable accommodations can be made so that the officer can perform the essential job functions and what those particular accommodations may be. The City shall provide the Fitness for Duty Statement in Appendix L to the physician performing the fitness for duty evaluation. The employee directed to submit to a fitness for duty evaluation shall be required to sign Part B of the Fitness for Duty Statement in Appendix L.
FITNESS FOR DUTY EVALUATIONS. Fitness for Duty (“FFD”) Evaluations are available when the employer decides that an employee cannot be at work until or unless a qualified professional states that they are safe to be at work and can perform the essential functions of their role. These FFD Evaluations are appropriate for extremely serious employee issues. In these situations, the employee is generally required to undergo the evaluation as a condition of continued employment. An FFD Evaluation is performed by a neutral, independent forensic specialist who has no treatment, financial, or professional relationship with the examinee or the examinee's care givers. These evaluations provide concrete information about an employee’s level of functioning and appropriateness for their work environment. An FFD Evaluation can be considered for circumstances such as: • Threats, expressions or overt violent behavior to self or others; • Bizarre or highly disruptive behavior impacted performance or the workplace; • Aggressive or abusive behavior violating company code of conduct; or • Intoxication or failed drug/alcohol tests (not intended to address acute intoxication). Humana Wellness will fully case-manage the referral and the FFD Evaluation arrangements and work closely with Human Resources or other designated persons at Customer to resolve the situation. Fees associated with FFD Evaluations are outlined in Appendix A.
