ABSTRACT
Fitness for duty (FFD) evaluations involve psychological assessment guided by knowledge of discrimination law. A core aspect of the law is the individualized assessment of disabled employees, taking into account how a disability like depression affects job performance, as well as strengths and weaknesses in the personality that impact the effect of the depression on functioning. This chapter posits that the Comprehensive System (CS; Exner, 2003) provides a well-differentiated description of the disabled employee. Vulnerability and resilience can be described by the CS. Case material is presented to illustrate this application of the test. When interview findings are integrated with test data from the CS, conclusions about the employee’s fitness can be supported by empirical data, which is the benchmark standard for psychological opinions.
