• A psychological FFDE is a formal, specialized examination with the purpose of determining whether an employee is able to safely and effectively perform their job. An FFDE is considered a “medical” examination under the terms of the Americans with Disabilities Act.a

  • A psychological FFDE may be appropriate when there is

    1. Objective evidence that the employee may be unable to safely or effectively perform a defined job.

    2. A reasonable basis for believing that the cause may be attributable to a psychological condition or impairment.

  • A psychological FFDE is conducted by a doctoral level psychologist with specialized training and experience in forensic assessment and competence in working with law enforcement and fire service personnel. They also must have knowledge of:

    1. APA Ethical Principles of Psychologists and Code of Conduct

    2. APA Professional Practice Guidelines for Occupationally Mandated Psychological Evaluations

    3. Psychological Fitness for Duty Guidelines outlined by the International Association of Chief’s of Police Psychological Services Division.

    4. Statutory and case law applicable to the employer’s jurisdiction.

  • The examining psychologist is to remain impartial, objective, and avoid undue influences by any of the parties involved in the case. A mental health clinician providing treatment to the employee is not considered impartial.

  • The referring agency should provide a detailed account of the situation that precipitated the FFDE, any documentation (emails, text messages, video) relevant to the evaluation, and a list of essential job functions.

  • The employee can be placed on administrative leave prior to and during the FFDE process. However, according to the ADA, employees can not participate in an FFDE while they are on FMLA. The employee must return from FMLA prior to the FFDE.