I would keep the drug test decision separate from the FFD decision.  That way the employer gets the medical determination and separately gets the final determination for the MRO drug test determination so that HR gets that as separate data points.

If there is a medical condition that needs further assessment it should be "Not cleared for work until medical condition is under adequate control" or "Not cleared for work until receive additional information".  Sometimes I add an additional statement that this physician will make the final determination to discourage the employer from trying to get the medical info and make the final determination. This should be for a good safety reason but also is the one means to make sure the employee follows through. 

Camille T. Hinojosa, MD MPH C-MRO CPS/A

Medical Director of Occupational Health

The WorkCenter of UPMC Susquehanna

1100 Grampian Blvd.

Williamsport, PA 17701

p 570-320-7444

f 570-320-7445


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From: MCOH-EH <mcoh-eh-bounces@mylist.net> on behalf of Higazi, Patricia <Patricia.Higazi@chkd.org>
Sent: Friday, January 24, 2020 11:46 AM
To: MCOH-EH <mcoh-eh@mylist.net>
Subject: Re: [MCOH-EH] FFD communication
 
We use the not fit for duty at this time for situations where a drug screen etc is pending.  I hesitate to be more specific or add more status types for fear of identifying the reason by default


Patricia Higazi  MSN RN COHN
Occupational Health Director
Children’s Hospital of The King’s Daughters
Norfolk, Virginia 23507
Tel: 757 668 7852
Fax: 757 668 8775

Occupational Health has MOVED to Medical Tower I, 5th Floor




-----Original Message-----
From: MCOH-EH [mailto:mcoh-eh-bounces+higazipj=chkd.com@mylist.net] On Behalf Of Philip Adamo
Sent: Thursday, January 23, 2020 6:27 PM
To: MCOH/EH
Subject: Re: [MCOH-EH] FFD communication

<p><font size="3" color="red" face="times new roman"><strong>External</strong>:</font></p>

Hello all
I am inquiring as to your communication to HR/Employee Relations with FFD cases. I have always determine-“Fit for duty” or Not fit for duty” and communicated what needed to be done ie PCP contact, Drug/alcohol progeram, cognitive testing etc.

Recently I have engage with our Employee relations colleagues who want a third decision “unable to determine Fitnesss for duty, No return to work.” They feel this is needed when a drug test is pending, or if we require cognitive testing an due are unsure if there are cognitive deficits. I have not done this in the past and would like your input.

Thanks,

Philip Adamo, M.d., MPH
Dartmouth- Hitchcock
Lebanon, NH




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The MCOH-EH List has always been moderated by members of the ACOEM Medical Center Occupational Health Section. It is currently moderated by Joe Fanucchi MD FACOEM.
List membership is free, but only subscribers may post to the list.
To post send messages to: mcoh-eh@mylist.net
To become a subscriber, or to change your subscription options (turn off email while you're on vacation, etc):   http://www.mcoh-eh.net
MediTrax / Occupational Health Systems, Inc. provides financial support to ensure the list remains a free resource for the occupational health community.
---------------------------------------
List archives (public): http://mylist.net/archives/mcoh-eh/
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Send administrative requests to: drjoe@meditrax.com
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When replying to a message, PLEASE delete all footers, and all messages to which you're NOT replying.