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In 2020, the Department of Energy established the National Virtual Biotechnology Laboratory (NVBL) to address key challenges associated with COVID-19. As part of that effort, Pacific Northwest National Laboratory (PNNL) established a capability to collect and analyze specimens from employees who self-reported symptoms consistent with the disease. During the spring and fall of 2021, 688 specimens were screened for SARS-CoV-2, with 64 (9.3%) testing positive using reverse-transcriptase quantitative PCR (RT-qPCR). Of these, 36 samples were released for research. All 36 positive samples released for research were sequenced and genotyped. Here, the relationship between patient age and viral load as measured by Ct values was measured and determined to be only weakly significant. Consensus sequences for each sample were placed into a global phylogeny and transmission dynamics were investigated, revealing that the closest relative for many samples was from outside of Washington state, indicating mixing of viral pools within geographic regions.

Academic inbreeding refers to the practice of universities hiring their own graduates. Academic inbreeding has been shown to reduce research productivity, encourage hiring and promotion practices based on social connections rather than transparent, objective and merit-based criteria, and to inhibit innovation by entrenching existing academic culture. Despite the negative effects of inbreeding, there is little empirical research on the problem. This paper investigates the extent and profile of different types of inbreeding among 700 legal academics in 17 Australian law schools. It examines the extent, characteristics and effects of different types of inbred academics, including ‘highly immobile’ academics who have spent their entire careers in the one institution and ‘silver-corded’ academics who return to their alma mater after working elsewhere. We also examine whether inbreeding relates to the status of the university and law school in which an academic is employed, gender, level of appointment, and research productivity. We find that over 40% of Australian legal academics are inbred at some level, and that high levels of inbreeding are more likely to occur in elite law schools and among female and early career academics, although inbreeding does not relate to research productivity.

Elek and Rottman argue that judicial evaluation is often biased against women and minority judges. The need to address bias is important, however often the desire for diversity seems so self-evident as to belie deeper analysis. This paper examines the two main rationales for gender equality on the bench. First, female judges are often considered necessary in order to bring a gendered perspective to judging, however it is argued that this rationale is flawed. Second, an alternative rationale based on equality and legitimacy is offered which avoids gender essentialism. While debates typically focus on these two rationales, a third rationale embraces both difference and equality/legitimacy. The presence of female judges has an important symbolic value which destabilises existing fraternal legal norms. Finally, increasing the number of female judges may not necessarily change judging, and this paper also analyses how the transformative potential offered by judicial diversity can work in practice. Elek y Rottman defienden que la evaluación judicial suele estar sesgada en contra de las mujeres y los jueces pertenecientes a minorías. La necesidad de abordar el sesgo es importante, sin embargo a menudo el deseo de diversidad parece tan evidente como para contradecir un análisis más profundo. Este artículo examina los dos motivos principales para la igualdad de género en el banquillo. En primer lugar, las mujeres jueces a menudo se consideran necesarias para aportar una perspectiva de género al hecho de juzgar, sin embargo, se defiende que este razonamiento es erróneo. En segundo lugar, se ofrece una alternativa lógica basada en la igualdad y la legitimidad que evita el esencialismo de género. Mientras que los debates suelen centrarse en estas dos razones, una tercera justificación abarca tanto la diferencia como la igualdad/legitimidad. La presencia de mujeres en la judicatura tiene un importante valor simbólico que desestabiliza las normas legales fraternales existentes. Por último, aumentar el número de juezas no puede cambiar necesariamente el hecho juzgar en sí, y este artículo también analiza cómo el potencial transformador que ofrece la diversidad judicial puede funcionar en la práctica. DOWNLOAD THIS PAPER FROM SSRN: http://ssrn.com/abstract=2533912

As law firms and law graduates work in an increasingly globalised environment and often work across multiple jurisdictions, this article outlines the results of a qualitative research project to assess employer perspectives on required graduate knowledge, skills and attributes. There is broad consensus among legal academics and practitioners that law schools need to deliver law programs that take cognisance of global developments and the increasing emphasis on internationalisation. This article addresses the question of how internationalisation is affecting what employers want from Australian law graduates and consequently what those law graduates need from their legal education both to secure jobs and to be as effective as possible as new employees, from the employers’ perspective. The findings presented in the article are based on a qualitative analysis of data gathered through representative employer roundtable discussions. Seven categories emerged, identifying the most important knowledge, skills and attributes required particularly for multi-jurisdictional practice. The findings provide a useful basis for law schools in their review, development and renewal of their law curriculum.