Episódio 1 - Semana Mundial de Aleitamento Materno (SMAM) - A legislação a favor da mulher trabalhadora que amamenta

Este episódio será dividido em duas partes e trará como tema a Semana Mundial de Aleitamento Materno (a SMAM). Ela é lembrada todos os anos entre 1º a 7 de agosto em mais de 170 países, sendo uma importante estratégia de promoção da amamentação, alinhada aos objetivos para o Desenvolvimento Sustentável da Organização Mundial de Saúde. No Brasil, desde 2017, o apoio à amamentação não se promove apenas durante a SMAM, e sim durante todo o mês de agosto, conhecido como Agosto Dourado, devido à cor que simbolizam padrão ouro de qualidade do leite humano.

Podcast RP Convida: Como apoiar a amamentação na volta ao trabalho?

Com o tema "Como apoiar a amamentação na volta ao trabalho?”, o podcast RP Convida da revista Residência Pediátrica (RP) apresenta o episódio especial em alusão ao Agosto Dourado. Nesta edição, a convidada é a dra. Simone Silva Ramos, do Departamento Científico de Aleitamento Materno da Sociedade Brasileira de Pediatria (SBP).

Neoliberalism: Unpacking Limited Employment Success for Persons with SMI.

BACKGROUND.: A mixed-methods case study exploring access to competitive employment for persons with serious mental illness (SMI) revealed limited access to work and low employment success across two northern communities. PURPOSE.: To explore possible explanations for why low employment rates persist despite existing employment services and supports. METHODS.: A total of 46 individual or group interviews were conducted with persons with SMI, vocational providers, and decision-makers regarding access to competitive employment in the case communities. Data were systematically analysed for dominant ideas, interests and institutions using a neo-institutional framework. FINDINGS.: Participants described access to employment to be constrained by provider competition, limited supports, and a lack of consideration of difference-ideas and interests associated with neoliberal influences within provincial employment supports policy. IMPLICATIONS.: Enabling participation in meaningful employment for people with SMI will require occupational therapists to appreciate and contest the oppressive nature of neoliberal policies on local programs and services.

Evaluating Return-to-work Ability Using Functional Capacity Evaluation.

It is beneficial for both worker and employer for the worker to return to work (RTW) as early as possible after an illness, injury, or prolonged absence. Because employers are ultimately responsible for the RTW decision, a medical RTW assessment is commonly required to assure that the worker is medically able to and physically capable of performing the job tasks. Consequently, many employers depend on opinions from medical providers. Valid functional capacity evaluations can provide objective measurements of work-related strength capabilities and are useful in supporting a medical provider's opinion of a worker's ability to RTW or fitness for duty.

The Work Disability Functional Assessment Battery (WD-FAB).

Accuracy in measuring function related to one's ability to work is central to public confidence in a work disability benefits system. In the United States, national disability programs are challenged to adjudicate millions of work disability claims each year in a timely and accurate manner. The Work Disability Functional Assessment Battery (WD-FAB) was developed to provide work disability agencies and other interested parties a comprehensive and efficient approach to profiling a person's function related to their ability to work. The WD-FAB is grounded by the International Classification of Functioning, Disability, and Health conceptual framework.

The Independent Medical Examination: Necessary Elements and Reporting Expectations of the Physician Examiner.

The Independent Medical Examination (IME), as it is commonly referred to, is currently a mainstay of the medicolegal system. The IME is typically a one-time interview, physical examination, and supplemental record review performed by an impartial (ie, nontreating) physician at the request of a claimant's legal counsel or opposing defense attorney, in order to provide focused answers to a particular set of questions intended to help resolve a medicolegal dispute over the claimant's alleged work injury or personal injury claim. IME services provide opportunity for physicians to broaden and diversify their expertise and scope of practice.

[The protection of the worker affected by neoplastic pathologies and the role of the occupational physician for his reintegration into work]. / Le tutele del lavoratore con patologie oncologiche e il ruolo del medico competente per il suo reinserimento lavorativo.

OBJECTIVES: The protection of the worker affected by neoplastic pathologies and his reintegration into work represent subjects of undoubted relevance for the occupational physician. Many are the workers affected by neoplastic diseases and more are those who are able to regain good living conditions and sufficient work capacity to be reintegrated into profitable work. Several rights are related to the assessment of a certain percentage of disability, the recognition of "Handicap in a serious situation", and others according to the requirements of the Italian law for the right to work of disabled people -L. 68/99 s.m.i.-. METHODS: The Occupational Physician manages the oncology patient through the targeted placement ex L. 68/99 s.m.i. or, more often, during the activity of health surveillance has to assess whether the job, considering the risks connected to it, is compatible with the conditions of biological validity of the worker, identifying, possibly, prescriptions or limitations. RESULTS: In our experience, customized working plan is an operational methodology that has proved to be very useful. In practice, the Occupational Physician uses a method to help the back to work of the worker with disability, formalizing before the limits to the performance of the work activity. The assessment of fitness for work is related to a work plan presented by the employer, based on the indications of the occupational physician, based on disability (health conditions / worker's susceptibility) that modulates or avoids job tasks that could prove harmful or aggravating the health condition of the employee. Teleworking and smart working can also be considered among the possible protection measures. CONCLUSIONS: Finally, it is useful to recall the role of INAIL for workers with a recognized neoplastic pathology related to work. With the Italian law 190/2014 art. 1, paragraph 166 are assigned to the INAIL the skills relating to the reintegration and work integration of people with disabilities from work with expenses for the INAIL. There are therefore a number of reference measures by the INAIL and the types of interventions for reintegration are identified..

Caring for Workers' Health: Do German Employers Follow a Comprehensive Approach Similar to the Total Worker Health Concept? Results of a Survey in an Economically Powerful Region in Germany.

Similar to 'Total Worker Health' in the United States (USA), 'Workplace Health Management' in Germany is a holistic strategy to protect, promote, and manage employees' health at the workplace. It consists of four subcategories. While the subcategories 'occupational health and safety' and 'reintegration management' contain measures prescribed by law, 'workplace health promotion' and 'personnel development' can be designed more individually by the companies. The present study focused on the current implementation of voluntary and legally required measures of the four subcategories, as well as companies' satisfaction with the implementation. A total of N = 222/906 companies (small, medium, and big enterprises of one German county) answered a standardized questionnaire addressing the implementation of health-related measures, satisfaction with the implementation, and several company characteristics. In the subcategory 'occupational health and safety', 23.9% of the companies fulfilled all of the legally required measures, whereas in the category 'reintegration management', that rate amounted to 50.9%. There was a positive correlation between company size and the implementation grade, and as well between company size and the fulfilling of measures required by law. Companies tended to be more satisfied with higher implementation grades. Nevertheless, a surprisingly high proportion of the companies with poor implementation indicated satisfaction with the measures' implementation.

Does 'right to work' imperil the right to health? The effect of labour unions on workplace fatalities.

OBJECTIVE: Economic policies can have unintended consequences on population health. In recent years, many states in the USA have passed 'right to work' (RTW) laws which weaken labour unions. The effect of these laws on occupational health remains unexplored. This study fills this gap by analysing the effect of RTW on occupational fatalities through its effect on unionisation. METHODS: Two-way fixed effects regression models are used to estimate the effect of unionisation on occupational mortality per 100 000 workers, controlling for state policy liberalism and workforce composition over the period 1992-2016. In the final specification, RTW laws are used as an instrument for unionisation to recover causal effects. RESULTS: The Local Average Treatment Effect of a 1% decline in unionisation attributable to RTW is about a 5% increase in the rate of occupational fatalities. In total, RTW laws have led to a 14.2% increase in occupational mortality through decreased unionisation. CONCLUSION: These findings illustrate and quantify the protective effect of unions on workers' safety. Policymakers should consider the potentially deleterious effects of anti-union legislation on occupational health.

Can chiropractors contribute to work disability prevention through sickness absence management for musculoskeletal disorders? - a comparative qualitative case study in the Scandinavian context.

Background: Despite extensive publication of clinical guidelines on how to manage musculoskeletal pain and back pain in particular, these efforts have not significantly translated into decreases in work disability due to musculoskeletal pain. Previous studies have indicated a potential for better outcomes by formalized, early referral to allied healthcare providers familiar with occupational health issues. Instances where allied healthcare providers of comparable professional characteristics, but with differing practice parameters, can highlight important social and organisational strategies useful for informing policy and practice. Currently, Norwegian chiropractors have legislated sickness certification rights, whereas their Danish and Swedish counterparts do not. Against the backdrop of legislative variation, we described, compared and contrasted the views and experiences of Scandinavian chiropractors engaging in work disability prevention and sickness absence management. Methods: This study was embedded in a two-phased, sequential exploratory mixed-methods design. In a comparative qualitative case study design, we explored the experience of chiropractors regarding sickness absence management drawn from face-to-face, semi-structured interviews. We subsequently coded and thematically restructured their experiences and perceptions. Results: Twelve interviews were conducted. Thematically, chiropractors' capacity to support patients in sickness absence management revolved around four key issues: issues of legislation and politics; the rationale for being a sickness absence management partner; whether an integrated sickness absence management pathway existed/could be created; and finally, the barriers to service provision for sickness absence management. Conclusion: Allied health providers, in this instance chiropractors, with patient management expertise can fulfil a key role in sickness absence management and by extension work disability prevention when these practices are legislatively supported. In cases where these practices occur informally, however, practitioners face systemic-related issues and professional self-image challenges that tend to hamper them in fulfilling a more integrated role as providers of work disability prevention practices.

Discrepancies in the evaluation of incapacity for work in a patient with epidermolysis bullosa acquisita between public pension fund and occupational medicine expert raise the issue of competencies.

Abstrat A 50-year-old female patient suffering from a severe form of epidermolysis bullosa acquisita (EBA) took legal action against the Croatian Pension Insurance Institute (CPII) in an attempt to overturn their assessment that she was no longer capable of working as a seamstress but still capable of doing administrative jobs. Her claim was that she was not capable of doing any job at all. She was first diagnosed EBA in 2000, and the disease progressed slowly with intermittent remissions. In 2012, skin erosions appeared on her feet, followed by the loss of all toenails and lesions and infiltrations on the tongue and oral mucosa. Her whole body was covered in oozing wounds, she was in pain, and parts of her skin would stick to fabric while changing clothes or bandages. The most recent findings showed oesophageal stricture. She can consume only liquid food and is on the waiting list for receiving a feeding tube. The occupational health expert witness confirmed that the patient was generally incapable of work and was fighting her life. The judge and CPII lawyers fully accepted this report and the earlier assessment was overturned. To avoid incompetent assessments of working (in)capacity in the future, CPII and similar institutions should engage occupational medicine specialists to work in their assessment teams.

Policy Guidelines for Effective Inclusion and Reintegration of People with Chronic Diseases in the Workplace: National and European Perspectives.

The increasing prevalence of chronic diseases among the European working age population, as well as the implications for the individual and societal level, underline the need for policy guidelines targeting the effective inclusion of persons with chronic diseases in the workplace. The aim of the present paper was to explore the perspectives of European and National-level stakeholders on existing strategies for work re-integration of persons with chronic diseases, and to provide policy guidelines. A highly-structured interview protocol was distributed to 58 National level stakeholders (policy makers, professionals and employers) from seven European countries. Additionally, 20 European organizations concerned with health-related issues and employment completed an online survey. The findings reveal that employment-related challenges remain largely unaddressed. Both national and European stakeholders considered the existing legislative frameworks inadequate and appraised the co-ordination for the implementation of employment re-integration policies as ineffective. Policies targeting at work re-integration of persons with chronic diseases at European and national level should focus on consistent cooperation among all key stakeholders, awareness raising to staff and management, dissemination of effective strategies, developing research and evaluation standards and establishing monitoring systems on inclusive labour markets.

Supporting return to work through appropriate certification: a systematic approach for Australian primary care.

Primary care practitioners play a critical role in supporting return to work (RTW) and minimising the detrimental physical and psychosocial sequelae of unnecessary and prolonged work absence in injured and ill workers. Accurate and consistent certification of capacity is an essential component of this role that has been scrutinised recently given the identified variation in certification practices between and within professions. This Perspective outlines the importance of correct certification of capacity for injured workers and provides a RTW flowchart to support systematised and appropriate certification. The flowchart is aimed at primary care practitioners (e.g. general practitioners or physiotherapists). The flowchart was developed at the Transport Accident Commission and WorkSafe Victoria as a guide for Australian primary care practitioners when certifying capacity. A more systematised approach to certification coupled with professional education and support may reduce variations and inaccuracies in certification, improve RTW rates and reduce the increasing burden of disease related to workplace injuries.

Socially Constructed Hierarchies of Impairments: The Case of Australian and Irish Workers' Access to Compensation for Injuries.

OBJECTIVES: Socially constructed hierarchies of impairment complicate the general disadvantage experienced by workers with disabilities. Workers with a range of abilities categorized as a "disability" are likely to experience less favourable treatment at work and have their rights to work discounted by laws and institutions, as compared to workers without disabilities. Value judgments in workplace culture and local law mean that the extent of disadvantage experienced by workers with disabilities additionally will depend upon the type of impairment they have. Rather than focusing upon the extent and severity of the impairment and how society turns an impairment into a recognized disability, this article aims to critically analyse the social hierarchy of physical versus mental impairment. METHODS: Using legal doctrinal research methods, this paper analysis how Australian and Irish workers' compensation and negligence laws regard workers with mental injuries and impairments as less deserving of compensation and protection than like workers who have physical and sensory injuries or impairments. RESULTS: This research finds that workers who acquire and manifest mental injuries and impairments at work are less able to obtain compensation and protection than workers who have developed physical and sensory injuries of equal or lesser severity. Organizational cultures and governmental laws and policies that treat workers less favourably because they have mental injuries and impairments perpetuates unfair and artificial hierarchies of disability attributes. CONCLUSIONS: We conclude that these "sanist" attitudes undermine equal access to compensation for workplace injury as prohibited by the United Nations Convention on the Rights of Persons with Disabilities.

Disability at Work: A Look Back and Forward.

Purpose This article presents new evidence on employment barriers and workplace disparities facing employees with disabilities, linking the disparities to employee attitudes. Methods Analyses use the 2006 General Social Survey to connect disability to workplace disparities and attitudes in a structural equation model. Results Compared to employees without disabilities, those with disabilities report: lower pay levels, job security, and flexibility; more negative treatment by management; and, lower job satisfaction but similar organizational commitment and turnover intention. The lower satisfaction is mediated by lower job security, less job flexibility, and more negative views of management and co-worker relations. Conclusion Prior research and the present findings show that people with disabilities experience employment disparities that limit their income, security, and overall quality of work life. Technology plays an increasingly important role in decreasing employment disparities. However, there also should be increased targeted efforts by government, employers, insurers, occupational rehabilitation providers, and disability groups to address workplace barriers faced by employees with disabilities, and by those with disabilities seeking to return to work.

Legislative change enabling use of early part-time sick leave enhanced return to work and work participation in Finland.

Objectives The aim of the study was to assess the effectiveness of the use of part-time sick leave at the early (first 12 weeks) stage of work disability due to mental disorder or musculoskeletal disease on sustained return to work (RTW) and overall work participation. Methods In a nation-wide register-based quasi-experimental study, we compared sustained RTW (ie, ≥28 consecutive days at work) and 2-year work participation between the part- and full-time sickness absence (SA) benefit groups (N=1878 in each group) using propensity-score matching. Persons who received partial or full SA benefit due to musculoskeletal diseases or mental disorders between January 1, 2010 and December 31, 2011 were eligible as cases or controls, respectively. Results A higher proportion showed sustained RTW after part- compared to full-time sick leave [absolute risk difference 8.0%, 95% confidence interval (95% CI) 5.3-10.9]. Moreover, the proportion of time at work was at a 10.5% higher level in the part- compared to full-time sick leave group. The prevalence of full disability retirement was almost three-fold among the full- compared to part-time sick leave group, whereas partial disability retirement was 4.5-fold more prevalent in the part- compared to full-time sick leave group. Conclusions The use of part-time sick leave during the first three months of SA enhances RTW and overall work participation during two years among persons with mental disorders and musculoskeletal diseases. The prescription of part-time sick leave can be recommended at an early stage of work disability.

The big sell: Managing stigma and workplace discrimination following moderate to severe brain injury.

BACKGROUND: Misperceptions regarding persons with brain injuries (PWBI) can lead to stigmatization, workplace discrimination and, in turn, influence PWBIs full vocational integration. OBJECTIVE: In this study we explored how stigma may influence return-to-work processes, experiences of stigma and discrimination at the workplace for persons with (moderate to severe) brain injuries, and strategies that can be employed to manage disclosure. METHODS: Exploratory qualitative study; used in-depth interviews and an inductive thematic analytical approach in data analysis. Ten PWBI and five employment service providers participated. PWBI discussed their work experiences, relationships with supervisors and co-workers and experiences of stigma and/or discrimination at work. Employment service providers discussed their perceptions regarding PWBI's rights and abilities to work, reported incidents of workplace discrimination, and how issues related to stigma, discrimination and disclosure are managed. RESULTS: Three themes were identified: i) public, employer and provider knowledge about brain injury and beliefs about PWBI; ii) incidents of workplace discrimination; iii) disclosure. Misperceptions regarding PWBI persist amongst the public and employers. Incidents of workplace discrimination included social exclusion at the workplace, hiring discrimination, denial of promotion/demotion, harassment, and failure to provide reasonable accommodations. Disclosure decisions required careful consideration of PWBI needs, the type of information that should be shared, and the context in which that information is shared. CONCLUSIONS: Public understanding about PWBI remains limited. PWBI require further assistance to manage disclosure and incidents of workplace discrimination.

No apto pero no incapacitado. La controversia del ser o no ser / Not fit but not disabled. To be or not to be

La declaración de «no incapacidad y el no apto», o la de «no apto y no incapacidad» suponen una controversia en la decisión porque significan haber tomado dos calificaciones contrarias sobre un trabajador (su estado de salud y su trabajo), porque la no incapacidad lleva parejo la valoración de poder trabajar y la de no apto la contraria, considerar que no puede trabajar. Más allá de la diferente norma de aplicación, distintas entidades, profesionales y finalidades de la calificación, lo cierto y rotundo es que el trabajador afectado por esta controversia queda sin recursos administrativos públicos para solucionar una calificación tan controvertida, que finalmente puede conllevar la pérdida del empleo. Como causas del debate están la normativa específica, que no establece sinergias ni convergencias en la decisión, la falta de información completa y compartida entre el ámbito del trabajo, el ámbito sanitario y el ámbito de gestión de la incapacidad, la falta de un órgano de arbitrio de esta controversia, y la indefinición y confusión de los términos y conceptos valorados. La salud laboral es un contínuo y por ello las administraciones y entidades implicadas deben colaborar, compartir información, actuar de forma sinérgica y convergiendo en sus decisiones. Los poderes públicos deben de realizar las actualizaciones normativas para procurar evitar la ambigüedad o la fragmentación decisoria que deje en desamparo al trabajador. La valoración del alta es un acto médico, que va más allá de su consecuencia inmediata que pone fin a la prestación económica que se venía percibiendo y obliga al trabajador a reincorporarse al trabajo, y es que cuando se extiende el alta, estamos valorando con criterio médico laboral y con una actuación médica, mediante un reconocimiento médico, la capacidad para el trabajo. Los EVIs Equipos de Valoración de Incapacidades del INSS, deben conocer de forma cierta, pormenorizada y exhaustiva el trabajo para el que están considerando la capacidad/incapacidad laboral. No puede ser y no ser al mismo tiempo, no puede ser NO APTO porque trabajar conlleva serios problemas para su salud o porque sus capacidades psicofísicas le impiden trabajar y al mismo tiempo ser NO INCAPACIDAD, es decir, no estar impedido para el trabajo, no haber disminución o anulación de la capacidad laboral. Conclusiones: Mejorar la comunicación entre el ámbito laboral, el ámbito asistencial y el ámbito de gestión y control de la incapacidad, con información compartida sobre la salud del trabajador y el trabajo, para una valoración precisa y conjunta clínico laboral del trabajador y evitar las controversias. Modificación en su composición y funciones del EVI INSS (órgano valorador equipo valoración incapacidad), incluyendo nuevos vocales dar mayor contenido científico técnico y médico evaluador laboral (médicos de unidades de salud laboral, servicio de prevención, médicos atención primaria y técnicos laborales) y añadiendo a sus funciones la resolución de la controversia. Denominar al parte de alta parte de capacidad laboral. El EVI debe considerar la no incapacidad como capacidad plena para desarrollar su trabajo y conocer en qué consiste y además debe entender que trabajar no debe comportar un deterioro de la salud del trabajador o un riesgo de su seguridad y la de otros. Modificación de la normativa relativa a la valoración de la incapacidad. Reglamento de la incapacidad (¿reglamento de la capacidad laboral?) Cambio en la consideración de la profesión habitual como referencia obligada para valorar la incapacidad, con valoración concreta de las exigencias del trabajo; reformulación de la incapacidad permanente total, valorando si en circunstancias concretas no podría pasar a ser una compensación transitoria larga para facilitar la incursión laboral en otro trabajo. Adopción de protocolos de actuación conjuntos ámbito laboral, sanitario y de gestión de incapacidad. Actualización de la normativa en materia de prevención de riesgos laborales y de seguridad social e incapacidad. Cambio del paradigma de separación competencial en la calificación del no apto y la no incapacidad, cuando se declara esta última. Considerar el carácter preventivo no sólo el prestacional de las actuaciones de valoración de la capacidad laboral. Integración de los ámbitos sanitario asistenciales, preventivo laborales y de gestión-inspección de la incapacidad laboral, tanto en cuanto a la colaboración e intercambio de información como para la consideración integral decisoria tanto preventiva como prestacional. Valorar la capacidad laboral en positivo frente a la valoración de incapacidad (AU)

the declaration of «non-incapacity and the unfit one» or that of «unfit and not incapacity» implies a controversy in the decision since it supposes to have taken two opposite qualifications on a worker: the health status and the work. The non-incapacity signifies the assessment of ability to work and that of not, fit exact the opposite, considering that he/she cannot work. Beyond the different application rule, different entities, professionals and purposes of qualification, what is certain is that the worker affected by this controversy is left without public administrative resources to solve such a controversial classification, which can finally lead to the loss of jobs. The causes of such controversy can be found in the specific regulations (which do not establish synergies or convergences in the decision), the lack of completed and shared information among the scope of work, the health area and the area of disability management; the lack of an arbitration body, and the non-definition and confusion of the terms and concepts valued are the causes of such controversy. Occupational health is a continuum care and therefore the administrations and entities involved must collaborate, share information, act synergistically and converge in their decisions. The public authorities must make the normative updates to try to avoid the ambiguity or the fragmentation decision that leaves the worker helpless. The medical discharge assessment is a medical procedure, which goes beyond its immediate consequence of ending the economic benefit that was being perceived and forces the employee to return to work.As soon as the discharge is extended, the ability to work is valued not only with occupational medical criteria but with a medical performance, through a medical examination. The EVIs Disability Assessment Teams of the NSSI (Spain's Social Security National Institute) must know in a certain, detailed and exhaustive manner the work for which the incapacity for work is considered. It cannot be and not be at the same time, it cannot be NOT SUITABLE because work entails serious problems for your health or because the psychophysical capacities prevent you from working and, at the same time, being NO DISABILITY i.e. not being impeded for work, not having a decrease or a cancellation of work capacity. Conclusions: To improve the communication among the work environment, the healthcare area and the area of management and control of the disability, with shared information on the health of the worker and work, for a precise and joint clinical assessment of the worker and avoid controversy. Modification in its composition and functions of the EVI SSNI (assessment body team assessment disability), including new members of the board who can provide greater scientific content and technical medical evaluator labor (doctors of occupational health units, prevention service, primary care doctors and labor technicians) and adding to its functions the resolution of the dispute. Refer to the discharge report as medical report of labor capacity. The EVI should consider non-incapacity status as a full capacity to develop their work and to know what it is about and also must understand that working routine should not involve a deterioration of the workers' health or a risk of their safety and that of others. To modify the regulations regarding the assessment of disability; to regulate the incapacity (regulation of the work capacity?); to change in the consideration of the habitual profession like reference obliged to evaluate the incapacity, with concrete valuation of the work demands; to reformulate the total permanent disability, assessing whether in concrete circumstances it could not be a long transitory compensation to facilitate the labor incursion in another job. Adoption of joint action protocols for labor, health and disability management. Update of regulations on prevention of occupational risks and social security and disability. Change of the paradigm of competence separation in the qualification of the non-apt and the non-incapacity, when the latter is declared. To consider the preventive nature of the performance actions assess the work capacity. Integrate the assistance healthcare areas, preventive labor and management-inspection of the work incapacity in means not only of collaboration and information interchange but of preventive or prestational integral decisive consideration. To positive value the work capacity in comparison with that of the incapacity value. Material and method: The following bibliographic databases have been reviewed up to May 2016: SciELO, PUBMED and the bibliography and medical consultation documentation named in it (AU)