Existing Employee (EE) evaluations should focus on the employee's current psychological functioning and whether there are clinically significant barriers to performing the essential functions of the position.

When reviewing workplace concerns, clinicians should consider:

• Current job performance and functional ability

• Emotional regulation

• Judgment and decision-making

• Interpersonal functioning

• Compliance with policies

• Observable behavioral concerns

• Presence of untreated psychological symptoms

Pending allegations, lawsuits, or internal investigations should be documented when relevant but should not independently determine the clinical recommendation unless they are supported by evidence of psychological impairment or maladaptive behavioral patterns.

If allegations remain unsubstantiated:

• Document the reported concerns.

• Recommend the employer continue its investigation as appropriate.

• Avoid drawing clinical conclusions based solely on unresolved allegations.

Historical concerns (e.g., prior disciplinary actions, financial problems, traffic violations, or previous employment issues) may provide useful context but should only influence the psychological recommendation when they demonstrate a pattern of impaired judgment, emotional dysregulation, aggression, or other clinically relevant concerns affecting current functioning.

• Existing Employee evaluations focus on current functioning, not simply past conduct.

• Unsubstantiated allegations should not be treated as established fact.

• Separate employment issues from psychological impairment.

• Consider whether behavioral concerns reflect an underlying psychological condition.

• The employer is responsible for investigating misconduct; FMRT evaluates psychological barriers to safe and effective job performance.