Detection of plastic, cellulosic micro-fragments and microfibers in Laternula elliptica from King George Island (Maritime Antarctica).

It is generally acknowledged that microplastic pollutants are prevalent in ocean waters and sediments across a range of tropical, temperate, subpolar, and polar regions. The waters surrounding King George Island are significantly impacted by human activities, particularly those related to scientific stations, fishing, and tourism. Organisms, such as Laternula elliptica, can be used as environmental monitors due to the likelihood that they will bioaccumulate pollutants. The goal of this study was to quantify and identify plastic and cellulosic micro-fragments and microfibers present in the soft body of clams (n = 21), collected from Fildes Bay near sewage and wastewater discharges. Plastic and cellulose microfragments and microfibers were counted, and their compositions were determined using FT-IR. All 21 individuals sampled contained fragments and fibers, with a total of 900 items detected (42.86 ± 25.36 mean ± SD items per individual), or 1.82 items g.wet mass-1. 58 % of items were cellulose and 22 % plastic. Considering the plastic polymer compositions, 28.57 % were polyethylene terephthalate (PET), 21.43 % acrylic, 14.29 % high-density polyethylene (HDPE), 14.29 % Polypropylene (PP), 7.14 % ultra-high drawn polyethylene filament (UHMWPE), 7.14 % polyester and 7.14 % Polyethylene. The quantities and prevalence of MP in L. elliptica were higher than those found in other Antarctic marine species, and even in bivalves from populated regions of the world. Our work assessed the pollution status of L. elliptica near an effluent of wastewater plants and found that 95 % of individuals displayed MP and 100 % microfibers that could impact their population.

Integrating cultural competency in rehabilitation curricula in the new millennium: keeping it simple.

Pre-service rehabilitation education programmes in the United States still prepare future professionals in cultural competency primarily through one required course in multicultural counselling, though there is an expectation that such content will be woven into all graduate rehabilitation coursework. These authors believe that there is still a need in these dawning years of the 21st century to offer more guidance to rehabilitation educators on how to integrate cultural competency into each course at the graduate level. This discussion reviews the literature to date on cultural competency within rehabilitation education in the United States, then concludes by proposing a four-strategy framework for use by rehabilitation educators that is simple, comprehensive, multi-dimensional (i.e., it addresses faculty awareness, student coursework, the student clinical experience and lifelong learning for the student after exiting the pre-service educational programme), and that offers clear guiding parameters without being overly prescriptive.

Workplace discrimination and cancer.

Data from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database were analyzed with specific reference to allegations of workplace discrimination filed by individuals with cancer under ADA Title One. These 6,832 allegations, filed between July 27, 1992 and September 30, 2003, were compared to 167,798 allegations from a general disability population on the following dimensions: type of workplace discrimination; demographic characteristics of the charging parties (CPs); the industry designation, location, and size of employers; and the outcome or resolution of EEOC investigations. Results showed allegations derived from CPs with cancer were more likely than those in the general disability population to include issues involving discharge, terms and conditions of employment, lay-off, wages, and demotion. Compared to the general disability group, CPs with cancer were more likely to be female, older, and White. Allegations derived from CPs with cancer were also more likely to be filed against smaller employers (15-100 workers) or those in service industries. Finally, the resolution of allegations by CPs with cancer were more likely to be meritorious than those filed from the general disability population; that is, actual discrimination is more likely to have occurred.

Host Plant Volatiles and the Sexual Reproduction of the Potato Aphid, Macrosiphum euphorbiae.

In late summer, heteroecious aphids, such as the potato aphid, Macrosiphum euphorbiae, move from their secondary summer host plants to primary host plants, where the sexual oviparae mate and lay diapausing eggs. We tested the hypothesis that volatiles of the primary host, Rosa rugosa, would attract the gynoparae, the parthenogenetic alate morph that produce oviparae, as well as the alate males foraging for suitable mates. In wind tunnel assays, both gynoparae and males oriented towards and reached rose cuttings significantly more often than other odour sources, including potato, a major secondary host. The response of males was as high to rose cuttings alone as to potato with a calling virgin oviparous female. These findings are discussed within the seasonal ecology of host alternating aphids.

Allegation of ethnic minorities from 1993-2008: an Equal Employment Opportunity Commission (EEOC) study.

BACKGROUND: Approximately 25% of working-aged Americans with disabilities work full or part time, yet still face discrimination despite the passing of the American's with Disabilities Act (ADA) over 20 years ago. OBJECTIVES: To determine if the proportion of allegations of ADA Title I workplace discrimination with merit closed at any year between 1993 and 2008 differs among Whites, African Americans, Hispanics, and Asians; to determine if there was a change over time from 1993 to 2008 in merit closure rate within each race/ethnicity group; and to determine whether changes over time between 1993 and 2008 in the merit closure rate differ among the race/ethnicity groups. METHODS: Logistic regression was used for this cross-sectional panel study to model the merit closure rate for each ethnic group from 1993 to 2008 using 318,587 charging parties from the EEOC database. RESULTS: All ethnic groups exhibited significant changes over time in the merit closure rate. There were significant differences in the closure rates among the race/ethnicity groups specifically at closure years 1995-2000, 2002, 2003, and 2006. Finally, there was evidence that the trends in merit closure rates over time differed significantly among the race/ethnicity groups. CONCLUSIONS: There was significant evidence that the proportion of claims closed with merit was significantly different among the racial/ethnicity groups.

Pulmonary histoplasmosis producing a spindle cell "pseudotumor".

Pulmonary spindle cell proliferations have been reported in association with a limited group of infectious agents. These lesions are rare and identified most often in the setting of immunosuppression. Because their appearance can simulate a spindle cell neoplasm, they are diagnostically treacherous, sometimes delaying antimicrobial therapy or resulting in unnecessary surgery. We report a case of a spindle pseudotumor of the lung resulting from Histoplasma capsulatum infection, a previously unreported cause of a spindle cell lesion in the lung. The patient was a 67-year-old woman in whom positron emission tomography-positive nodules developed in the left lung and left mediastinum. The patient had undergone renal transplantation and was receiving immunosuppressive therapy with mycophenolate, tacrolimus, and low-dose prednisone. Infection with H capsulatum was confirmed by culture of pleural effusion fluid, DNA probe analysis of the pleural fluid culture isolate, urinary Histoplasma antigen detection, and Grocott methenamine silver stains of tissue sections. To our knowledge, this is the first case of a spindle cell "pseudotumor" of the lung resulting from histoplasmosis. It highlights the importance of performing special stains for organisms when evaluating pulmonary spindle cell lesions in an immunocompromised host.

Discrimination in hiring under the Americans with Disabilities Act: an overview of the National EEOC ADA Research Project.

This article is intended to provide an overview of the National EEOC ADA Research Project. It also previews four subsequent articles pertaining to the issue of hiring discrimination involving Americans with disabilities.

A comparison of EEOC closures involving hiring versus other prevalent discrimination issues under the Americans with Disabilities Act.

INTRODUCTION: This article describes findings from a causal comparative study of the Merit Resolution rate for allegations of Hiring discrimination that were filed with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005. An allegation is the Charging Party's perception of discrimination, but a Merit Resolution is one in which the EEOC has determined that a discriminatory event did indeed occur. A Non-Merit Resolution is an allegation that is closed due to a technicality or lacks sufficient evidence to conclude that discrimination occurred. Merit favors the Charging Party; Non-Merit favors the Employer. METHODS: The Merit Resolution rate of 19,527 closed Hiring allegations is compared and contrasted to that of 259,680 allegations aggregated from six other prevalent forms of discrimination including Discharge and Constructive Discharge, Reasonable Accommodation, Disability Harassment and Intimidation, and Terms and Conditions of Employment. Tests of Proportion distributed as chi-square are used to form comparisons along a variety of subcategories of Merit and Non-Merit outcomes. RESULTS: The overall Merit Resolution rate for Hiring is 26% compared to Non-Hiring at 20.6%. Employers are less likely to settle claims of hiring discrimination without mediation, and less likely to accept the remedies recommended by the EEOC when hiring discrimination has been determined. CONCLUSION: Hiring is not an unusual discrimination issue in that the overwhelming majority of allegations are still closed in favor of the Employer. However, it is counterintuitive that hiring has a higher merit resolution rate than other prevalent issues. This finding contradicts the assumption that hiring is an "invisible process." Considering that the EEOC makes merit determinations at a competitive rate, it is clear that hiring is sufficiently transparent.

Hiring discrimination against people with disabilities under the ADA: characteristics of employers.

INTRODUCTION: This article describes findings from a causal comparative study of the characteristics of employers against whom allegations of hiring discrimination were filed with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005. METHODS: Employer characteristics derived from 19,527 closed Hiring allegations are compared and contrasted to 259,680 closed allegations aggregated from six other prevalent forms of discrimination including Discharge and Constructive Discharge, Reasonable Accommodation, Disability Harassment and Intimidation, and Terms and Conditions of Employment. Tests of Proportion distributed as chi-square are used to form comparisons along a variety of factors including industry classification, size of workforce, and location. RESULTS: As compared to non-hiring allegations, hiring allegations were more likely to be filed against employers with 15-100 employees, in the West U.S. Census track region, or in industries including educational services; public administration; transportation and warehousing; professional, scientific, and technical services; agriculture, forestry, fishing, and hunting; and construction. CONCLUSION: More outreach regarding ADA responsibilities appears indicated for those employers who share the aforementioned characteristics.

Hiring discrimination against people with disabilities under the ADA: characteristics of charging parties.

INTRODUCTION: This article describes findings from a causal comparative study of the characteristics of Charging Parties who filed allegations of Hiring discrimination with the U.S. Equal Employment Opportunity Commission (EEOC) under Title I of the Americans with Disabilities Act (ADA) between 1992 and 2005. METHODS: Charging Party Characteristics derived from 19,527 closed Hiring allegations are compared and contrasted to 259,680 closed allegations aggregated from six other prevalent forms of discrimination including Discharge and Constructive Discharge, Reasonable Accommodation, Disability Harassment and Intimidation, and Terms and Conditions of Employment. Tests of Proportion distributed as chi-square are used to form comparisons along a variety of factors including age, gender, impairment, and ethnicity. RESULTS: Most allegations of ADA job discrimination fall into the realm of job retention and career advancement as opposed to job acquisition. Hiring allegations, however, tend to be filed by Charging Parties who are disproportionately male, younger or older applicants, white, and coping with physical or sensory disabilities. CONCLUSION: Prevailing theories about stigma suggest that negative attitudes are more prevalent toward persons with behavioral disabilities. However, this study provides clear evidence that one behavioral manifestation of negative attitudes, Hiring discrimination, is more often directed at persons with physical or sensory impairments. More outreach regarding ADA rights appears indicated for individuals who share the aforementioned characteristics.

Drivers of hiring discrimination for individuals with disabilities.

INTRODUCTION: Hiring discrimination in the workplace is defined as failure or refusal by an employer to engage a qualified applicant as an employee due to the existence or consequence of disability. The specific intent of this study is to determine what differentiates an allegation (perception of discrimination) from an actual discriminatory event (Merit Resolution). METHODS: Researchers used a data-mining approach, the Chi-square Automatic Interaction Detector (CHAID), to examine 19,527 resolved allegations of hiring discrimination in order to differentiate between Merit Resolution and Non-Merit Resolution outcomes. RESULTS: CHAID analysis confirmed that hiring discrimination is a complex matter with a variety of influences. Primary among these is the age of the Charging Party, with younger applicants (16-34) prevailing in their allegations 34% of the time. Within this subgroup, the sequence of predictor variables involves the Charging Party's impairment, followed by the Employer's industry classification. Behavioral disabilities, even among the young, result in generally lower Merit Resolution rates in hiring discrimination. CONCLUSIONS: Providers of training and technical assistance regarding hiring and disability may be able to adjust their services accordingly on the basis of findings such as these.