To the Editor.—
In the response of T. Forrest Fisher, MD (1982;247:1407), to the letter from Joseph L. Crumrine, MD, regarding inguinal hernias and employment, Dr Fisher suggests that the decision of the physician to waive restrictions relative to an employee with an inguinal hernia should include consideration of Equal Employment Opportunity Commission (EEOC) regulations and decisions on similar cases.In my opinion, a physician should not allow nonmedical considerations, especially laws that are directed to the employer and not to the physician, to modify his best medical judgment. The physician should advise management—without revealing a specific diagnosis—if a prospective employee has a medical condition that may, with a reasonable degree of certainty, affect the safety of the employee or others or interfere with performance of the job in question. The physician should make appropriate recommendations for modification of activities or exposures based on the patient's medical evaluation. A further
Lerner S. Preemployment Medical Examinations. JAMA. 1982;248(14):1709–1710. doi:10.1001/jama.1982.03330140023016
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