Fitness for Duty Lecture Flashcards
Which of the following best distinguishes the fitness for duty evaluation from disability evaluations?
a. Fitness for duty evaluations seek to compare employees functional capacity to relevant job requirements.
b. Fitness for duty evaluations arise from an employer’s concern about workplace safety.
c. Fitness for duty evaluations seek to determine reasonable accommodations at work.
d. The only significant difference is the referral source.
b. Fitness for duty evaluations arise from an employer’s concern about workplace safety.
Fitness for duty evaluations are often high-stakes evaluations because:
a. Employee stands to lose job.
b. Employee must relinquish privacy and confidential psychiatric information.
c. Employer is worried about workplace safety.
d. Employees and employers usually retain attorneys in anticipation of litigation.
e. All of the above.
e. All of the above.
Which of the following is the most common reason for the fitness for duty evaluation referral?
a. To humiliate employees in the hope that they will quit.
b. Impaired work performance.
c. ADA compliance.
d. Concerns about future violence.
e. Both B&D.
e. Both B&D.
Employers’ legal obligations to make an FDE referral derived from all the following except:
a. Vicarious liability for employees.
b. Americans with Disabilities Act.
c. Company policy addressing workplace safety.
d. Occupational Safety and Health Act of 1970 (OSHA)
b. Americans with Disabilities Act.
Behavior suggestive of a “disruptive physician” may include all the following except:
a. Sexual boundary violations.
b. Inappropriate or excessive displays of anger.
c. Intimidation of health care colleagues.
d. Verbal or physical conduct with potential negative effects on patient care.
a. Sexual boundary violations.
Under what conditions can an employer legally refer an individual with an ADA covered disability for a fitness for duty evaluation?
a. When the employees behavior creates an undue hardship.
b. When there is reasonable belief that the employee may pose a direct threat due to a psychiatric condition.
c. Never; the ADA strictly prohibits discrimination against disabled employees.
d. When accommodation claims pose an undue hardship for the employer.
b. When there is reasonable belief that the employee may pose a direct threat due to a psychiatric condition.
Which of the following statements about fitness for duty evaluations is the least correct?
a. Triage efforts should determine whether the referral represents a psychiatric emergency.
b. A written account of incidents leading to referral should be requested.
c. Surveillance videos are virtually always powerful evidence.
d. Lab work or further medical evaluation should be coordinated through the referral source.
c. Surveillance videos are virtually always powerful evidence.
Which of the following represents an ethically problematic scenario when conducting fitness for duty evaluations?
a. Accepting a forced FFD referral without further clarification.
b. Informing the evaluate he is fit for duty at the end of the interview.
c. Declining to perform a fitness for duty evaluation on a treatment patient.
d. Both A&B.
d. Both A&B.
Which of the following is true?
a. The prognosis for physician substance use recovery is poor.
b. Disruptive physicians are likely to have serious mental illness.
c. Prevalence of physicians’ substance use disorder is similar to the general population.
d. Disruptive physicians are less likely to be FFD than those with sexual misconduct.
c. Prevalence of physicians’ substance use disorder is similar to the general population.
Which of the following is not true about Workplace violence?
a. Most is nonfatal.
b. Most due to nonemployees entering the workplace to commit crimes.
c. U.S. Postal workers experienced the highest rates.
d. High risk occupations include retail sales, police and healthcare.
c. U.S. Postal workers experienced the highest rates.
