Your Medical Legal Partner
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  • No. With the exception of our workers’ compensation QMEs, who are listed on our website, our medical experts are not advertised or marketed by name.

  • CME is NOT a referral service or an expert database. With the exception of our workers’ compensation QMEs, who are listed on our website, our medical experts are not advertised or marketed by name. CME is a medical-legal practice management company and provides administrative support to our busy active-practice doctors with respect to their medical-legal work.

  • Yes, CME works with both plaintiff and defense attorneys throughout California. CME is selective with both the doctors and clients we choose to work with and pride ourselves on working with the most reputable of doctors and law firms.

  • Yes, CME works with physicians in all specialties throughout California. If CME does not have a particular specialty in the geographic region needed, CME’s consultants will find one for you quickly.

  • CME provides attorneys with access to its network of excellent Board Certified physicians for medical-legal services in a variety of matters. CME’s physicians conduct, among other things, initial case assessments (to determine the viability of a claim), record reviews and independent medical evaluations. CME’s physicians may also be retained as an expert witness specifically to testify at trial.


  • Yes. CME offers our doctors a report writing consulting program. Our medical-legal consultant has over 30 years’ experience in the workers’ compensation industry and is a certified workers compensation professional. She has collaborated with QME and AME physicians on thousands of reports regarding all facets of reporting including:

    • Preparing for the evaluation including record review
    • Report templating
    • Report compilation
    • Impairment Ratings
    • Causation
    • Apportionment
    • P+S Status
    • Temporary and Permanent Disability
    • Future Medical Treatment
    • Deposition Preparation
  • Yes. When you conduct an evaluation through CME at one of CME’s offices, we will provide a chaperone or medical assistant as neede

  • CME requires that our doctors carry both medical malpractice and errors & omissions coverage. It is important for doctors to determine whether their current medical malpractice policy covers medical-legal evaluations (most do not). Doctors may carry their own coverage or opt to be covered under CME’s policy (which includes medical malpractice and errors & omissions coverage for medical-legal evaluations performed through CME).

  • There are many variables that determine the volume of cases a doctor will get. Some of those variables include specialty, location, availability and type of evaluation. When you set up an initial consultation with CME, the volume of cases/evaluations will be assessed and discussed based statistics involving these variables.

  • All 10 of CME’s flagship locations were built out to perform psychological and medical evaluations. CME also has over 40 satellite offices throughout California that may be equipped for either psychological or medical evaluations.

  • Workers’ compensation evaluations (QMEs) are performed in the designated CME offices that the doctor is listed in (per state regulation). When a doctor signs up with CME, there will be an initial consultation in which the doctor and trained CME staff can discuss locations. Independent medical evaluations can be performed in either the doctor’s own office or any one of CME’s offices. Pursuant to California law, an IME must take place within 75 miles of a plaintiff’s residence. Accordingly, the location may be dictated by geographic restrictions.

  • CME is a full service medical-legal management company and provide our doctors with all administrative support to run a medical-legal practice. Our services include:

    • Document management
    • Handling of retention agreements (applicable to medical experts)
    • Correspondence with state agencies (applicable to QMEs)
    • Scheduling & calendaring of evaluations
    • Large network of medical offices
    • On-site coordinator and chaperone for evaluations
    • Billing & collections
    • Dictation service
    • Transcriptions
    • Report writing consulting and review
    • Report quality assurance program
    • Client relations
    • Marketing (applicable to QMEs)
    • Full insurance coverage (medical malpractice and errors & omissions)


  • Yes. CME provides training for physicians performing employee psychological and medical evaluations to ensure that employers receive a thorough and applicable medical opinion and report.

  • CME will provide you with a complimentary phone consultation to help you determine what type of physician you need.

  • Yes, CME has Board Certified physicians in all specialties throughout California.

  • ME provides complimentary consultations with employers to determine the type of service they need as well as the specialty of doctor that will be needed to perform the service. CME’s Board Certified physicians perform employee medical evaluations, employee psychological evaluations, fitness for duty evaluations, “direct threat” psychological evaluations, disability evaluations and job applicant screening. CME can also provide employers with customized risk management and applicant screening and personality testing programs.

Fitness for Duty Evaluation

  • An accommodation is assistance or changes to a position or workplace that will enable an employee to do his or her job despite having a disability. Under the Americans with Disabilities Act, employers are required to provide reasonable accommodations to qualified employees with disabilities, unless doing so would pose an undue hardship. Whether to provide an accommodation (and whether the accommodation is reasonable) are legal determinations that are outside the scope of your opinion as an FFDE doctor.

    When drafting your FFDE Report, you should provide information about medical restrictions that you believe are necessary for the employee to perform his/her job given the employee’s medical/psychological condition. For example, if you believe that the employee has a medical condition that allows the employee to work no more than 5 hours per day, your report would include the restriction as follows:
    “Due to the employee’s medical condition, employee should not work more than 5 hours per day.”

    Based on your opinion, the employer will then make a determination whether they can accommodate a shortened schedule for the employee – which would be an accommodation.

  • The Employer will make decisions relating to the Employee’s employment status, such as: whether to provide accommodation or not, whether to move Employee to a different job or location, whether to put

    Employee on administrative leave, whether to terminate or keep the Employee. Once the doctor’s FFDE report is sent to the Employer, the doctor is not part of the conversation regarding the Employee’s employment status.

  • The doctor will answer all questions posed in the employer’s cover letter which may include the following questions:

    1. Does the Employee currently have a medical/psychological condition?
    2. If yes, does the medical/psychological condition affect the Employee’s ability to perform his/her job functions?
    3. Does the Employee currently have a medical/psychological condition that renders him/her unfit to perform the Employee’s essential job functions?
    4. If the Employee is not fit for duty, what period of time is expected before he/she can achieve a fit for duty status?
    5. Identify and document any work accommodations, if any, that we can consider to assist the Employee in performing the full scope of his/her job functions.
    6. In your professional opinion, does the Employee need to undergo evaluations by any other type of specialist in order to determine his/her fitness for duty?

    These questions may vary slightly from case-to-case but the general issues are the same.

  • There may be times in which the Doctor does an evaluation and concludes that there are other medical or psychological issues affecting the employee’s ability to perform his/her job. (e.g. an employee is sent to an orthopedic surgeon to evaluate whether a back injury affects the employee’s ability to lift boxes but the doctor believes that dementia is affecting the employee’s job functions, not the injured back).

    The Doctor may include in the FFDE report a referral to another specialist for an evaluation (identified by specialty NOT name).

  • You will review the employer’s cover letter (which will summarize the events/issues leading up to the employer’s request for an FFDE), the employee’s job description, the employee personnel file, and possibly the Employee’s medical records (if medical records exist and the Employee consents to release them to the doctor for review in connection with the FFDE).

  • No. An independent medical evaluation (a/k/a an IME) is an evaluation performed by a non-treating physician of a plaintiff in a civil case. The doctor is hired by the defendant to examine the plaintiff to determine such things as causation, severity of injuries, future treatment, etc. The rules governing an independent medical evaluation are found in the California Civil Code.

    A non-treating physician also performs an FFDE but there is not a pending lawsuit as is the case with an IME. The requesting party is the employer and the FFDE is governed by the ADA and California Fair Employment and Housing Act. The doctor examines the employee to determine only whether he/she has a medical or psychological condition that either (1) affects the employee’s ability to perform essential job functions, or (2) poses a threat to the employee or others.

  • No. A disability evaluation occurs when an individual is seeking disability benefits and a doctor must determine impairment ratings within very stringent guidelines. An FFDE occurs because an employer has objective evidence that an employee has a medical or psychological condition that is affecting his/her ability to successfully and safely perform the employee’s essential job functions.

  • The parties involved in an FFDE are the employer, the employee and sometimes, Human Resources firms. There are generally no attorneys involved, unless the employee has retained an attorney.

  • The Doctor’s role in an FFDE is to determine, in his/her professional opinion, whether the employee is medically able to perform his or her job duties safely without harm to himself/herself or others. Additionally, it is the Doctor’s role to determine whether or not an employee has work-related restrictions (due to a medical/psychological condition) that should be considered by the employer.

  • There are many reasons why an employer would require an employee to undergo an FFDE. Some examples include: excessive or extended medical leave, disconcerting, dangerous or violent behavior at work, reported medical or psychological incidences at work, self-reported medical conditions affecting employee’s ability to perform essential job functions.

  • A fitness for duty evaluation (“FFDE”) is a medical or psychological evaluation of an employee to determine whether he or she is fit (physically, mentally, emotionally) to perform the essential duties of his or her job. The evaluation is requested by the employer who has concern for the employee’s health and well-being and/or the safety of the employee, co-workers or the public


  • In an IME, the plaintiff who has filed a lawsuit claiming damages as a result of his/her injuries is examined.

  • An IME will take place in the examiner’s office, or if the IME is being conducted through CME, may be at one of CME’s offices. In California, an IME must take place within 75 miles of the plaintiff’s residence.

  • Given the nature of injuries that are litigated over, the most common specialists needed to perform IMEs are orthopedic surgeons, neurosurgeons, physiatrists and neurologists. Mental health experts (psychiatrists, psychologists and neuropsychologists) are also frequently retained.

  • A doctor does not need to be certified in California to perform an IME.

  • An independent medical examination (IME) is a medical evaluation performed by a doctor that is used to resolve questions about a plaintiff or claimant’s injuries. Most frequently an IME is conducted in the context of a civil lawsuit, although an insurance company can request an IME pre-litigation. The IME doctor is someone who has not previously been involved in the examinee’s care.



  • QMEs must be certified by the Division of Workers’ Compensation – Medical Unit to examine injured workers. To become a certified QME, a physician must pass an exam (given twice annually), pass a report writing course and submit an application to the DWC. AMEs do not need to be certified to examine injured workers.

  • The Division of Workers’ Compensation (DWC) monitors the administration of workers’ compensation claims, and provides administrative and judicial services to assist in resolving disputes that arise in connection with claims for workers’ compensation benefits. The DWC is also responsible for regulating QME testing and licensing.

  • The fees billed for a workers’ compensation evaluation (both QME and AME) are set by California law and can be found here:

  • In the context of a workers’ compensation claim, an agreed medical evaluator (AME) is the doctor that the applicant attorney and the insurance company agree on to conduct the medical examination that will help resolve the claimant’s dispute. If the claimant does not have an attorney, the evaluating doctor will be a qualified medical evaluator (QME), an independent physician certified by the DWC Medical Unit.