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The search of the medical literature conducted by the Occupational Medical Practice Committee found no data to the contrary.The decision on waiving restrictions for the employee or the applicant for employment with a definite inguinal hernia and a moderate-sized defect rests with the examining physician, who should be guided by company guidelines.The company policy should be developed with physician input and full consideration of Equal Employment Opportunity Commission (EEOC) regulations and EEOC decisions on similar cases.The incarceration referred to in the original article certainly is future incarceration.The committee thinks that the decision on rescinding restrictions must be made on an individual basis after taking into consideration medical history and physical examination findings, as well as fair, equal, and consistent application of the company policy.
Fisher TF. Inguinal Hernias and Employment-Reply. JAMA. 1982;247(10):1407. doi:10.1001/jama.1982.03320350021015
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