Search

Purpose: To determine how different voluntary leaves of absence (parental vs. community service) affect individuals' preferences for working with either male or female supervisors. Drawing on role congruity theory, the authors examined whether individuals would least prefer supervisors who took voluntary leave that violated role expectations. Design/methodology/approach: In Study 1, participants (n = 372) evaluated supervisors who took different forms of leave (none vs. parental vs. community service). In Study 2 (n = 202), the authors tested an intervention to reduce negative bias toward males taking community service leave. In both studies the authors examined the sex of the supervisor (male vs. female) on perceptions of typicality and supervisor preference. Findings: Males who took community service leave were perceived as most atypical and were least preferred as supervisors. However, providing relevant research-based information about typicality reduced this bias. Practical implications: The results show that people respond negatively toward males who take community service leave. Managers can help reduce this bias by providing relevant research-based information regarding community service leave. Originality/value: This work is among the first to explore the consequences of community service leave and how it interacts with supervisor sex. The authors also identify a simple way to reduce bias against males who take community service leave. [ABSTRACT FROM AUTHOR]

Copyright of Revista Producao Online is the property of Associacao Brasileira de Engenharia de Producao and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: National data on the satisfaction of radiology residents enrolled in standardized residency training (SRT) are rather scarce in China. This study identified a set of potential factors concerning SRT satisfaction among radiology residents as well as the association between SRT satisfaction and post-competency and well-being. Methods: A total of 3666 radiology residents who were receiving SRT during 2020 in China were recruited across all 31 provinces. The cumulative odds logistic regression was used to examine the potential factors associated with SRT satisfaction as well as associations between satisfaction and well-being, burnout, professional identity and competency. Results: The prevalence of satisfaction with SRT was 68.6%. Participants who were male, worked in central China, aged more than 28 years old, had long working hours and claimed increased workload during the COVID-19 pandemic were more likely to be unsatisfied with the SRT program. Participants who were more satisfied with the radiation protection were more likely to report higher degree of SRT satisfaction (OR = 3.00, 95% CI 2.58–3.50). In addition, SRT satisfaction was positively associated with well-being, professional identity, competency and lower burnout. Conclusions: Perceived satisfaction can be introduced into hospital management, as it may reflect the overall situation of the residents during residency training and influence radiologists' well-being, professional identification and competency. Appropriate measures should be taken to reduce the risk of radiation exposure, ensure employee safety (such as risk assessment system and paid time off), provide radiology residents with fair treatment and guarantee the time out of working for optimizing their professional ability. Key points: The radiology residents at all levels in China were systematically landscaped. 68.6% of the 3666 residents reported satisfaction with the residency training. Radiation protection was significantly associated with residency satisfaction. Satisfaction significantly impacts radiology residents' well-being, professional identity and self-reported competency. The findings provide new insights into sustaining and improving the radiology residency. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to demonstrate the importance and influence of paternity leave on individual level organizational outcomes. Drawing on signaling theory, the study examines the relationship between paid paternity leave entitlement (PPLE) and organizational attractiveness (OA) through a mediating path of anticipated organizational support (AOS). Furthermore, the study proposes that this mediated relationship would be conditional on traditional masculinity ideology (TMI) such that the relationship would be stronger for individuals who score low on TMI. Design/methodology/approach: The study analyzed a moderated mediation model using the data from a survey experiment. Data were collected from 264 professionals enrolled in an executive education course and will soon be looking for employment. Findings: The findings supported the mediating role of AOS between PPLE and OA. As predicted, the positive impact of PPLE on AOS and OA is stronger for individuals scoring low on TMI. Originality/value: This study takes a multidisciplinary approach to understand the underlying mechanisms that impact decisions related to employers. It is one of the few studies that study paternity leave in the Indian context and makes important contributions to theory and practice. [ABSTRACT FROM AUTHOR]

The article focuses on U.S. Surgeon General Vivek Murthy's advisory addressing the high levels of stress among parents of children under 18, highlighting the need for policy measures and support to improve their mental health and well-being.

This study is to investigate the surface dissipation and foliar penetration of acetamiprid following application to live tea plants in the presence and absence of two adjuvants (Alligare 90® and Peptoil®). SERS mapping protocol with a self-assembled AuNP mirror as substrates was utilized for in situ and real time pesticide analysis. The surface dissipation analysis showed that acetamiprid with Alligare 90® had the lowest dissipation rate (34%) compared to acetamiprid alone (60%) or with Peptoil® (44%), indicating the addition of Alligare 90® was more effective in reducing the surface dissipation of acetamiprid than Peptoil®. The study also investigated the foliar penetration of acetamiprid into tea leaves with and without adjuvants using SERS and LC-MS/MS. The study concludes that the two adjuvants tested can enhance spreadability, surface stability, and foliar penetration of acetamiprid applied on tea leaves. The information will facilitate the development and application of efficient and safe pesticide formulations. [Display omitted] • Quantification of the surface dissipation and foliar penetration of acetamiprid on tea leaves with and without adjuvants. • In situ SERS mapping method with AuNP mirror is the first to be used to study the behavior of chemicals on complex matrices. • Two adjuvants enhanced the spreadability of the acetamiprid insecticide. • The adjuvant Alligare 90® was more effective in reducing the surface dissipation of acetamiprid than adjuvant Peptoil®. • The two adjuvants improved the foliar penetration of acetamiprid. [ABSTRACT FROM AUTHOR]

Background: Long stay in forensic mental healthcare hospitals is a risk for forensic mental healthcare users. Families are reluctant to receive such mental healthcare users for leave of absence and discharge. Aim: To explore and describe the perceptions of families on receiving forensic mental health care users for leave of absence and discharge. Methodology: The research used a descriptive qualitative design. The sample size was 13 families, comprising 21 participants. Data was collected through the Mmogo method and interviews. A six-step data analysis strategy was employed. Findings: The families’ perceptions were ambivalent, influenced by the behaviour of the forensic mental healthcare user and the type of offense committed. Families accept the forensic mental healthcare user, but endured behavioural, social, psychological, and emotional discomfort. Conclusions: Families’ perceptions provide the multidisciplinary team with an understanding of support required by the family prior to re-integrating the forensic mental healthcare user within communities.

Many works are designed to improve efficiency or enhance security and privacy of publicly-auditable cloud storage. However, building timeliness for cloud storage has not been well studied. Few works presented time-sensitive cloud storage and only focused on specific issues, such as the earliest creation time of files or resistance against a procrastinating auditor. Therefore, there leaves an absence of building traceable timeliness for publicly-auditable cloud storage. In this paper, we propose a solution PPTPS to build Privacy-Preserving auditable service with Traceable timeliness for Public cloud Storage. First, we use the security properties of the blockchain to provide a time-stamp for each phase. It enables the timeliness of cloud storage. Second, we construct efficient publicly-verifiable cloud storage. Third, a customized random mask solution is proposed to prevent privacy leakage during the auditing phase. Moreover, we formally proved the security of PPTPS. At last, experimental results demonstrate that PPTPS is economically sound and technically viable. [ABSTRACT FROM AUTHOR]

The article describes both the Family Medical Leave Act and New York Paid Family Leave (NYPFL), and explains how these two laws work together to provide leave to New Yorkers. Topics include limitations of these laws, with a focus on the obstacles that NYPFL presents to low-income worker; flexible private paid leave programs, the costs for corporations to implement these leave policies; and recommendation to specific changes to NYPFL.

Key message: Identification and mapping of an inhibitor of Ndhrl1 mediating nitrogen-dependent hypersensitive reaction-like phenotype in wheat. Hypersensitive reaction-like (HRL) traits are characteristic of spontaneous lesions including yellowish spots, brown spots or white-stripe that appeared randomly and dispersedly on all the leaves in the absence of plant pathogens. Our previous studies have shown that the wheat line P7001 showed an HRL trait at low nitrogen supply, and this trait was controlled by the gene Ndhrl1 (Nitrogen-dependent hypersensitive reaction-like 1). In order to investigate the robustness of the trait expression mediated by Ndhrl1 under different genetic backgrounds, seven genetic populations, with P7001 being the common female parent, were constructed and analyzed. F1 plants from six of the seven combinations showed HRL trait and Ndhrl1 segregated in a dominant way of HRL: non-HRL = 3:1 in the six populations (F2). Exceptionally, the F1 plants of P7001/Fielder combination showed non-HRL trait and HRL trait in the F2 population showed a contrasting recessive segregation ratio of HRL: non-HRL = 1:3, suggesting Fielder may have another HRL-related gene. Using 55 K SNP array and PCR-based markers, the HRL-related gene in Fielder was mapped to an interval of 5.63–12.91 Mb on the short arm of chromosome 2B with the flanking markers Yzu660R075552 and Yzu660F075941. A recombinant with genomic region of Fielder at Ndhrl1 locus showing HRL trait demonstrated that Fielder also harbored Ndhrl1 same as P7001. Thus, Fielder carries a single dominant suppressor of Ndhrl1, designated as Ihrl1 (Inhibitor of hypersensitive reaction-like). Interestingly, Ihrl1 is tightly linked to Ndhrl1 and may be also involved in nitrogen metabolic and (or) signaling pathways. [ABSTRACT FROM AUTHOR]

Those who serve in the military in the National Guard or Reserves must balance civilian life in addition to their service duties, including time away from a civilian job. To help service members strike that balance, Congress enacted the Uniformed Services Employment and Reemployment Rights Act of 1994 ("USERRA"). USERRA protects service members from workplace discrimination based on their military service or affiliation. The law also provides employees with a variety of leave entitlements for absences related to military service. However, courts remain unclear as to whether USERRA requires employers to provide short-term paid military leave if they provide paid leave for comparable non-military absences, such as for jury duty, sick time, vacation, or bereavement. Although USERRA does not impose a general mandate for employers to pay all service members taking military leave, it does mandate service members be treated equally to other workers. Notwithstanding this requirement, many companies do not provide service members with paid leave when they take short-term military leave even when they do provide paid leave to workers taking similar forms of nonmilitary leave. This Article argues that USERRA's plain language, purpose, history, and implementing regulations require employers to provide short-term paid military leave if they provide paid leave for comparable non-military absences. First, this Article begins by exploring the genesis of employment law protections for service members, including the early history of these laws and their original purpose. Next, this Article examines specific USERRA, regulatory, and state law protections relevant to the military short-term paid leave debate. The Article then shifts to examining the application of these authorities by courts and identifies some of the salient coverage gaps created by judicial precedents. Finally, this Article asserts that USERRA mandates short-term paid military leave contrary to these precedents and offers some positive suggestions on how to ameliorate these pay disparities in the future. [ABSTRACT FROM AUTHOR]

Functional and structural adjustments of plants in response to environmental factors, including those occurring in alpine habitats, can result in transient acclimation, plastic phenotypic adjustments and/or heritable adaptation. To unravel repeatedly selected traits with potential adaptive advantage, we studied parallel (ecotypic) and non-parallel (regional) differentiation in leaf traits in alpine and foothill ecotypes of Arabidopsis arenosa. Leaves of plants from eight alpine and eight foothill populations, representing three independent alpine colonization events in different mountain ranges, were investigated by microscopy techniques after reciprocal transplantation. Most traits clearly differed between the foothill and the alpine ecotype, with plastic adjustments to the local environment. In alpine populations, leaves were thicker, with altered proportions of palisade and spongy parenchyma, and had fewer trichomes, and chloroplasts contained large starch grains with less stacked grana thylakoids compared to foothill populations. Geographical origin had no impact on most traits except for trichome and stomatal density on abaxial leaf surfaces. The strong parallel, heritable ecotypic differentiation in various leaf traits and the absence of regional effects suggests that most of the observed leaf traits are adaptive. These trait shifts may reflect general trends in the adaptation of leaf anatomy associated with the colonization of alpine habitats. [ABSTRACT FROM AUTHOR]

Artificial pollination may be a promising practice to both improve pistachio fruit production by mitigating the losses caused by phenological gaps or by adverse meteorological events and establish new production areas. Artificial pollination requires large quantities of pollen and manual collection is not economically viable. Mechanical capture of pollen, for subsequent storage and application, could achieved in two ways: by releasing mature pollen from the inflorescences and capturing it in the air, or detaching mature male inflorescences for taking pollen in laboratory. In this work, the dynamic behaviour of branches of the male 'Peter' variety was analysed under controlled laboratory conditions. A wide range of vibration frequencies was used for branch excitation, and the responses of the stem and its inflorescences were analysed. The stem and inflorescences had clearly differentiated dynamic responses according to the vibration frequency. The stem attained maximum acceleration transmissibility values at specified frequency values (8, 13.5, 20.5–22 Hz). At these values, the vibration applied amplified the stem movement and could clearly contribute to pollen release to the atmosphere. At the highest frequency values (45 Hz), the stem damped the vibration, but the inflorescences amplified the response. In the 54–59 Hz range, the inflorescences amplified the acceleration received by an average 5-fold. In this range, detachment of the inflorescences is facilitated without exciting the stems. Thus, current commercial trunk shakers must be adapted if they are used to collect pollen from pistachio trees owing to the higher transmission values of trees without leaves. [Display omitted] • Stem and male inflorescences of the Peter variety have a different dynamic response. • Precise vibration frequency applied to branch enables a selective organ excitation. • Trunk shakers can be adapted for mass pollen detachment. • Absence of leaves during the pollination period may increase damage to shaken trees. [ABSTRACT FROM AUTHOR]

Policy PointsIn the absence of federal policy, states adopted policies to support family caregivers, but availability and level of support varies.We describe, compare, and rank state policies to support family caregivers as aligned with National Academy of Medicine recommendations.Although the landscape of state policies supporting caregivers has improved over time, few states provide financial supports as recommended, and benefit restrictions hinder accessibility for all types of family caregivers.Implementing policies supporting family caregivers will become more critical over time, as the reliance on family caregivers as essential providers of long‐term care is only expected to grow as the population ages. Context: In the United States in 2020, approximately 26 million individuals provided unpaid care to a family member or friend. On average, 60% of caregivers were employed, and they provided 20.4 hours of care per week on top of employment. Although a handful of patchwork laws exist to aid family caregivers, systematic supports, including comprehensive training, respite, and financial support, remain limited. In the absence of federal supports, states have adopted policies to provide assistance, but they vary in availability and level of support provided. Our objectives were to describe, compare, and rank state policies to support family caregivers over time. Methods: We used publicly available data from the AARP Long‐Term Services and Supports State Scorecard, the National Academy for State Health Policy, and Tax Credits for Workers and Families for all 50 states and the District of Columbia (2015‐2019). Findings: We found that states had increased supports to family caregivers over this five‐year period, although significant variability in adoption and implementation of policies persists. Approximately 20% of states had enacted policies that exceed the federal Family and Medical Leave Act requirements, and 18% offered paid family leave. However, most states had not improved spousal impoverishment protections for Medicaid beneficiaries. For example, from 2016 to 2019, 24% of states provided fewer or no protections, while 71% of states did not improve spousal impoverishment protections over time. Access to training for caregivers varied based on eligibility criteria (e.g., select populations and/or only co‐residing caregivers). Conclusions: Overall, state approaches to support family caregivers vary by eligibility and scope of services. Substantial gaps in support of caregivers, particularly economic supports, persist. Although the landscape of state policies supporting caregivers has improved over time, few states provide financial supports as recommended by the National Academy of Medicine, and benefit restrictions hinder accessibility for all family caregivers. [ABSTRACT FROM AUTHOR]

In addition to retaliation via wrongful termination, Starbucks announced they would increase pay and slightly adjust benefits for stores that have not stated their intent to unionize. Keywords: collective bargaining; capitalism; health care; living wage; unorganized workers EN collective bargaining capitalism health care living wage unorganized workers 75 79 5 09/20/22 20220901 NES 220901 Graph Editor's Note For this article, I New Labor Forum's i "Working-Class Voices" columnist Kressent Pottenger interviewed Alyssa Sperrazza, a barista trainer at Starbucks in Oklahoma City, and Media Communications Coordinator for Oklahoma City Starbucks Workers United. I am a barista trainer at Starbucks in the Nichols Hills neighborhood of Oklahoma City, and the Media Communications Coordinator for the Oklahoma City Starbucks Workers United. In our store, as a first step, we wrote a letter of intent to former Starbucks CEO Kevin Johnson and signed it from our union committee in Oklahoma City. [Extracted from the article]

Medical emergency response staff are exposed to incidents which may involve high‐acuity patients or some intractable or traumatic situations. Previous studies on emergency response staff stress‐related absence have focused on perceived factors and their impacts on absence leave. To date, analytical models on absenteeism risk prediction use past absenteeism to predict risk of future absenteeism. We show that these approaches ignore environment data, such as stress factors. The increased use of digital systems in emergency services allows us to gather data that were not available in the past and to apply a data‐driven approach to quantify the effect of environment variables on the risk of stress‐related absenteeism. We propose a two‐stage data‐driven framework to identify the variables of importance and to quantify their impact on medical staff stress‐related risk of absenteeism. First, machine learning techniques are applied to identify the importance of different stressors on staff stress‐related risk of absenteeism. Second, the Cox proportional‐hazards model is applied to estimate the relative risk of each stressor. Four significant stressors are identified, these are the average night shift, past stress leave, the squared term of death confirmed by the Emergency Services and completion of the safeguarding form. We discuss counterintuitive results and implications to policy. [ABSTRACT FROM AUTHOR]

The purpose of this article is to determine why public employees in Colombia should be granted a leave of absence for dysmenorrhea, due to the recognition of women as subjects of special protection in the Colombian legal system. For the development of the research, a methodology with a legal hermeneutic approach was used through a theoretical-documental analysis; applying the exegetical and systematic method to study the Colombian normative framework that regulates the protection of women and the conditions for granting work leaves as administrative situations, which are proper to public employees in this country. Through the analysis of the norms in force in the legal system, the jurisprudential decisions in Colombia on the subject under study and the case of the Court of Administrative Justice of the State of Mexico, it is possible to demonstrate the viability of this new type of leave for those public employees who medically prove that they suffer from dysmenorrhea; indicating also that this leave must be periodic and cannot be understood as a sick leave. [ABSTRACT FROM AUTHOR]

Law no. 283/2022 for the amendment and completion of Romanian Labor Code brings 32 amendments or additions. This Code applies to "employed persons, who perform legal work for an employer based in Romania." Most of this amendments or additions related to art. 17, regarding the clauses of the employment contract. The normative act also brings a limitation of the current right of employees to have several employment contracts. Also, Law no. 283/2022 introduced a series of details regarding the flexible organization of work time specific to individualized work programs, leave for caring for a sick child, carer's leave and the period absence from the workplace determined by a family emergency. for the employee who has employment relationships established prior to the date of entry into force of this law, additional information regarding the conditions applicable to the employment relationship shall be communicated by the employer, upon request, within a maximum of 30 working days from the date of receipt of the request written by the employee. [ABSTRACT FROM AUTHOR]

Previously, Rappi workers could refuse orders at their discretion if, for example, the cost to the driver in gas and expenses was greater than the wage earned from the order. By attending to the procedural arrangements that enable Venezuelan immigrants to work legally but ignoring the labor protections that would keep workers safe, the state is doing the bidding of global techno-capitalism at the expense of workers. This demonstrates the limits of amnesty laws to protect workers in the context of a growing gig economy that has deliberately developed a business model that skirts established employment protections for workers. [Extracted from the article]

Copyright of Canadian Journal of Education / Revue Canadienne de l'Éducation is the property of Canadian Society for the Study of Education and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Commiphora species are of high medicinal importance. They are distributed in Saudi Arabia, mainly in rocky habitats and regions under mountains, including the east of Tihama, forming a distinct element of Saudi flora. The present study focuses on the botanical characterization of five species of Commiphora, i.e., C. erythraea, C. gileadensis, C. kataf, C. myrrha, and C. quadricincta. The morphological characters for each species were recorded comparatively, and their taxonomic relationships were examined using gross morphology by generating a UPGMA dendrogram, which separated the Commiphora species into two distinct groups. A dichotomous key was generated to facilitate the identification process of the plant, even by naked eye, by obvious characteristics. Because of the similarities in anatomical structure of the stem and petiole of most studied species, only the quantitative variations are illustrated comparatively. Seed macro- and micro-morphological characteristics were recorded comparatively to be used in the identification of a species in the case of leaf absence. The phytochemical study included measurements of total phenolic and flavonoid contents. The phytochemical results were correlated with the ethno-botanic survey. The traditional uses for all species were recorded using the questionnaire and open interviews method for data collecting. The results revealed that the most common Commiphora species that are traditionally used are C. myrrha and C. gileadensis. The study recommends more research on Commiphora species using more advanced techniques and tries to increase public awareness on the importance of these plants. [ABSTRACT FROM AUTHOR]

The state of Morelos is characterized by the diversity of ornamental species that are grown and marketed both in the national and international market. In Mexico, approximately 20 million plants finished in different container sizes are marketed annually, with a production value of 718 million. Genetic improvement programs for cultivated species run by government agencies are scarce. The largest proportion is carried out by foreign private companies. Poinsettia is subjected to the same model. Faced with this situation, the National Institute of Forestry, Agricultural and Livestock Research launched the Poinsettia Genetic Improvement Program in the Experimental Field of Zacatepec, Morelos. The poinsettia variety called Victoria is a product of this program and was generated through hybridization, selection and grafting technique. Victoria is an intermediate plant with medium branching and width. The outstanding attributes of this variety are the oval shape of the leaf, the size of the leaf and the absence of lobes. The shape of the base of the leaf is rounded. The bracts are elliptical in shape, red in color and of intermediate size. The width of the cyme and the size of the gland are medium. It is considered an intermediate cycle variety. The response of Victoria is statistically comparable to commercial varieties and represents an option for the country’s producers in order to diversify the offer in the Christmas season. [ABSTRACT FROM AUTHOR]