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1
Koshan, Jennifer. "Intersections and Roads Untravelled: Sex and Family Status in Fraser v Canada." Constitutional Forum / Forum constitutionnel 30, no. 2 (May 12, 2021): 29–42. http://dx.doi.org/10.21991/cf29420.
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It has been a long road to the judicial recognition of women’s inequality under the Cana‑ dian Charter of Rights and Freedoms.1 The Supreme Court of Canada ruling in Fraser v Can‑ ada is significant for being the first decision where a majority of the Court found adverse effects discrimination based on sex under section 15,2 and it was only two years prior that a claim of sex discrimination in favour of women was finally successful at the Court,3 almost 30 years after their first section 15 decision in Andrews v Law Society of British Columbia. 4
1 Part I of the Constitution Act, 1982, being Schedule B to the Canada Act 1982 (UK), 1982, c 11 [Charter], s 15. 2 Fraser v Canada (Attorney General), 2020 SCC 28 [Fraser]. 3 Quebec (Attorney General) v Alliance du personnel professionnel et technique de la santé et des services sociaux, 2018 SCC 17 [Alliance] (majority found sex discrimination under s 15 and rejected the government’s justification argument under s 1 in the pay equity context). See also Centrale des syndicats du Québec v Quebec (Attorney General), 2018 SCC 18 [Centrale] (majority found violation of s 15 but accepted the government’s s 1 argument, also in the pay equity context). For comments on these decisions see Fay Faraday, “One Step Forward, Two Steps Back? Substantive Equality, Systemic Discrimination and Pay Equity at the Supreme Court of Canada” (2020) 94 SCLR (2d) 301; Jonnette Watson Hamilton & Jennifer Koshan, “Equality Rights and Pay Equity: Déjà Vu in the Supreme Court of Canada” (2019) 15 JL & Equality 1. See also British Columbia Teachers’ Federation v British Columbia Public School Employers’ Association, 2014 SCC 70 (a one-paragraph decision restoring an arbitrator’s award allowing a s 15 employment benefits claim by women); Newfoundland (Treasury Board) v NAPE, 2004 SCC 66 (finding a violation of s 15 but accepting the government’s s 1 argument, again in the pay equity context).4 [1989] 1 SCR 143, 56 DLR (4th) 1.
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Bell, Christine, Angela Hegarty, and Stephen Livingstone. "The Enduring Controversy: Developments in Affirmative Action Law in North America." International Journal of Discrimination and the Law 1, no. 3 (March 1996): 233–60. http://dx.doi.org/10.1177/135822919600100303.
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This article seeks to examine the current state of the law on affirmative action in the United States and Canada. Drawing upon developments at both a statutory and constitutional level it considers to what extent the law permits or requires measures to alter the composition of institutions to make them more representative in terms of race or gender. Its primary focus is on employment. It argues that constitutional provisions and judicial interpretation in Canada has been more sympathetic to affirmative action measures, especially in the past decade. After surveying the early development of affirmative action law in the United States it focuses on recent developments, notably the Civil Rights Act of 1991 and recent Supreme Court decisions such as the Adarand v Pena case, to examine the extent to which the scope for affirmative action measures has been reduced. In Canada the article considers both Charter equality jurisprudence and statutory developments such as the Employment Equity Act of 1986. The article concludes by observing that the position remains complex but that there is scope for affirmative action measures in both jurisdictions, perhaps more so in Canada where such measures do not require a backward looking, compensatory rationale. It also suggests that such measures may now have become well established in the human resources strategies of large corporations in both jurisdictions, rendering their disappearance unlikely.
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C. Jain, Harish, John J. Lawler, Bing Bai, and Eun Kyung Lee. "Effectiveness of Canada’s Employment Equity Legislation for Women (1997-2004): Implications for Policy Makers." Articles 65, no. 2 (August 31, 2010): 304–29. http://dx.doi.org/10.7202/044304ar.
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This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to female employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1997 to 2004. Women constitute the largest of the designated groups, so the effectiveness of the law could have major implications for the welfare of a significant proportion of the Canadian workforce. The most significant finding is that employment equity has increased over time, but at a diminishing rate. In fact, there may be something of a downturn in employment equity for women in the industries covered by the EEA. It is clear from our analysis that women employees in the companies covered by the EEA continue to be under-represented, especially in large companies. Monitoring and enforcement of employment equity in these firms by the Canadian Human Rights Commission (CHRC) needs to be undertaken and is essential, since it cannot be taken for granted that larger firms do well in employment equity, overall. Our results and analysis indicate that smaller firms had higher employment equity than larger firms. It may also be necessary for the CHRC to examine the particular occupational groups within larger companies where employment equity is either low or non-existent relative to the Census. The continuing underlying pattern of sex segregation has changed to only a limited extent. For instance, employment opportunities for women continue to be problematic (that is, senior managers, skilled crafts and trades workers) and will require continued and perhaps intensified efforts to resolve. There are large discrepancies between employment equity in primary (i.e., full-time, permanent jobs) and secondary (i.e., temporary and part-time jobs), with employment equity being much lower in the primary sector. Human Resources and Social Development Canada need to have active labour market policies to correct this imbalance.
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Deveau, Jean Louis. "Workplace accommodation and audit-based evaluation process for compliance with the Employment Equity Act: inclusionary practices that exclude—an institutional ethnography." Canadian Journal of Sociology 36, no. 3 (July 30, 2011): 151–72. http://dx.doi.org/10.29173/cjs10479.
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Matt kept the operable window in his office open all the time because he needed unlimited access to fresh air. This was terminated after a Heating, Ventilation, and Air Conditioning system was installed in his Government of Canada office building. After Matt’s access to fresh air became mechanically controlled through extra-locally developed air quality standards, the workplace became a barrier for him. Matt was deemed to suffer from a disability known as environmental sensitivity because he became ill every time he spent more than 45 minutes inside his office building. Yet, according to a textually-mediated assessment of Matt’s workplace performed by a Compliance Review Officer from the Canadian Human Rights Commission, his workplace was barrier-free. Using Dorothy E. Smith’s institutional ethnography, this paper explicates how the social organization of workplace accommodation and compliance—processes that were developed to promote inclusion—are exclusionary.
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Kanter, Arlene S. "A Comparative View of Equality Under the UN Convention on the Rights of PERSONS with Disabilities and the Disability Laws of the United States and Canada." Windsor Yearbook of Access to Justice 32, no. 2 (October 1, 2015): 65. http://dx.doi.org/10.22329/wyaj.v32i2.4682.
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In 2006, the United Nations adopted the Convention on the Rights of Persons with Disabilities [CRPD], the first international treaty addressing specifically the rights of people with disabilities, including in the workplace. The purpose of the CRPD is “to promote, protect and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity....” The CRPD has been ratified by 160 countries, including Canada, but not yet by the United States. Article 27 of the CRPD, entitled Work and Employment, prohibits not only discrimination against people with disabilities in employment, but also the right of people with disabilities to reasonable accommodations, equal remuneration for work of equal value, safe and healthy working conditions, assistance in finding, obtaining, maintaining and returning to employment, rehabilitation, job retention and return-to-work programmes, as well as affirmative action programmes, incentives and other measures to promote equal employment opportunities. As compared to the Americans with Disabilities Act and the Canadian Charter, the CRPD, therefore, goes beyond prohibiting discrimination and instead seeks to ensure greater substantive equality for people with disabilities in the workplace. As such, the author proposes that both US and Canadian legislatures and courts should look to the CRPD to help their respective countries move beyond traditional notions of formal equality towards a new right to substantive equality in the workplace for people with disabilities.En 2006, les Nations Unies ont adopté la Convention relative aux droits des personnes handicapées [CDPH], le premier traité international portant explicitement sur les droits des personnes handicapées, y compris les droits dans le milieu de travail. La CDPH a pour objet de « promouvoir, protéger et assurer la pleine et égale jouissance de tous les droits de l’homme et de toutes les libertés fondamentales par les personnes handicapées et de promouvoir le respect de leur dignité intrinsèque […] ». La CDPH a été ratifiée par 160 pays, dont le Canada, mais les États-Unis ne l’ont pas encore ratifiée. En plus d’interdire la discrimination fondée sur le handicap dans tout ce qui a trait à l’emploi, l’article 27 de la CDPH, intitulé « Travail et emploi », protège le droit des personnes handicapées de bénéficier d’aménagements raisonnables, de l’égalité de rémunération à travail égal ainsi que de la sécurité et de l’hygiène sur les lieux de travail, le droit d’obtenir de l’aide liée à la recherche et à l’obtention d’un emploi, au maintien dans l’emploi et au retour à l’emploi, l’accès à des programmes de réadaptation, de maintien dans l’emploi, de retour à l’emploi et d’action positive, de même que l’accès à des incitations et à d’autres mesures visant à promouvoir l’égalité des chances dans l’emploi. En conséquence, comparativement à l’Americans with Disabilities Act et à la Charte canadienne, la CDPH va plus loin qu’interdire la discrimination et vise à assurer une plus grande égalité réelle pour les personnes handicapées dans le milieu de travail. C’est pourquoi l’auteur propose que les assemblées législatives et les tribunaux des États-Unis et du Canada examinent la CDPH afin d’aider les instances décisionnelles de leurs pays respectifs à dépasser les notions traditionnelles de l’égalité formelle et à promouvoir un nouveau droit à l’égalité réelle dans le milieu de travail pour les personnes handicapées.
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Odendaal, Barend Röges. "Employment Equity." International Journal for Innovation Education and Research 1, no. 4 (December 31, 2013): 69–83. http://dx.doi.org/10.31686/ijier.vol1.iss4.127.
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The Employment Equity Act, 1998, Act 55 of 1998 was created in order to bring about a paradigm shift in South Africa’s labour relations, transforming it into a system based on equality. This change in the political life of all South Africans has brought about huge challenges to employers and employees alike. Seen as a threat to some, others view it as a positive beacon. If the Act was correctly implemented, South Africa will be heading towards a better competitive market and the workforce should be equally representative of the population. This paper aims to illustrate whether the Act has achieved its goals over the past 13 years by means of analysis and assessment of reports and statistical reviews. An overview is offered in the form of a literature review of the Act and defining the current legislation thereof in conjunction with management theory. The paper challenges the perceptions of all South Africans and finding possible solutions to areas in which the Act has failed. The paper further proposes action steps for the effective implementation of the legislation and for the process to follow to ensure that is fair in the sense that all employees can compete on equal terms.
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Donguiz, Renebeth G. "The Perspective Of The Cordilleran People On The Political, Economic And Socio-Cultural Advantages Of Federalism." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 1481–95. http://dx.doi.org/10.17762/turcomat.v12i4.1388.
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The government's ideal focus is to prioritize the citizenry's welfare when they intend to implement governance changes. This would include sustainable political, social, and economic development. In terms of political development, the officials must have a robust value system that motivates them to pursue equality, peace, justice, and overall development and implement policies against hostility and abuse. In terms of social development, the country must pursue the advancement of education, health, culture, information, and the environment. In terms of economic, the government must promote trade, employment, investment, infrastructure, technology, and inclusive growth. And Federalism is recently perceived in the Philippines as an ideal form of governance to eliminate dissidence in the country.
Federalism is being scrutinized in the Philippines since it has advantages, as observed among first-world countries like the USA, Australia, and Canada and developing countries like Mexico, India, and Brazil. Among these advantages include political advantages in which the regions or states could act independently in constitutionally drawn governance areas. Several social and economic drivers include technology, employment, and efficient use of resources pressing the government to change governance. These would require the regions or states to immediately cope with changes that confront them without relying on the government's bureaucratic system. In this manner, the government becomes closer to the constituents, allowing them to govern themselves, rule based on their own beliefs, culture, and joint problems, and pursue their advancement. For example, the states could issue licenses, provide for public health, conduct elections and form local governments, and look after intra-state trade (Tayeb, 2016).
This paper aims to measure the level of agreement of the constituents in the Cordillera Administrative Region (CAR) on the political, social, and economic advantages of Federalism. Moreover, this paper provides theoretical contributions on Federalism since there has been limited literature on Federalism in the Philippines. The study would also provide empirical evidence and findings on Federalism's advantages, particularly in the case of the Cordillera Administrative Region.
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Daigle, Scott R., Sung Choe, Lynn Quek, Courtney D. DiNardo, Anthony Stein, Eytan M. Stein, Amir T. Fathi, et al. "High Rate of IDH1 Mutation Clearance and Measurable Residual Disease Negativity in Patients with IDH1-Mutant Newly Diagnosed Acute Myeloid Leukemia Treated with Ivosidenib (AG-120) and Azacitidine." Blood 134, Supplement_1 (November 13, 2019): 2706. http://dx.doi.org/10.1182/blood-2019-122590.
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Background: Somatic mutations in isocitrate dehydrogenase 1 (IDH1) are reported in 6-10% of patients (pts) with acute myeloid leukemia (AML). Ivosidenib (IVO; AG-120) is an oral, potent, targeted inhibitor of mutant IDH1 (mIDH1) approved for treatment of mIDH1 relapsed/refractory AML, and newly diagnosed (ND) AML ineligible for intensive chemotherapy (IC). Here we report the genetic mutation and multiparameter flow analyses on longitudinal samples collected from pts receiving IVO + azacitidine (AZA) in the phase 1b portion of the ongoing phase 1b/2 study of mIDH1/2 inhibitors + AZA in pts with IC-ineligible ND AML (NCT02677922). Methods: Pts received oral IVO 500 mg daily continuously and subcutaneous AZA 75 mg/m2 on Days 1-7 in 28-day cycles. The secondary efficacy endpoint of complete remission (CR) plus CR with partial hematologic recovery (CR+CRh) rate was sponsor derived, and CRh was defined as CR with absolute neutrophil count >0.5 × 109/L and platelets >50 × 109/L. Genomic DNA from baseline and longitudinal bone marrow (BMMCs) and peripheral blood mononuclear cells (PBMCs) were used for molecular studies. Co-occurring mutation profiling of 20/23 (14 CR/CRh) pts by targeted next-generation sequencing (NGS) using the ACE Extended Cancer Panel was performed, with 500× average target coverage for the full coding region of 1400 genes (detection limit 2%). mIDH1 variant allele frequency (VAF) for 23/23 (16 CR/CRh) pts was also tested by a highly sensitive BEAMing digital PCR assay (detection limit 0.02-0.04%). Multiparameter flow cytometry was conducted centrally on bone marrow aspirate from 14/23 (12 CR/CRh) pts (detection limit 1%). Fisher's exact test (two-sided) was applied for statistical analysis. Results: As of February 19, 2019, 23 pts received IVO+AZA (11 male; median age 76 years [range 61-88]). Median duration of treatment was 15.1 months (range 0.3-32.2); 10 pts remained on treatment as of the data cutoff. Overall response rate was 78% (18/23 pts): CR 61% (14/23), CR with incomplete hematologic or platelet recovery 9% (2/23), and morphologic leukemia-free state 9% (2/23). CR+CRh rate was 70% (16/23). The top 3 most frequently co-mutated genes at study entry were RUNX1 (7/20 pts, 35%), SRSF2 (7/20, 35%), and DNMT3A (4/20, 20%). Given the small sample size, no gene or pathway identified at baseline was statistically associated with clinical response or resistance. Interestingly, CR/CRh was achieved in ND AML pt populations who typically have a poor prognosis, or did not achieve a CR/CRh response to single-agent IVO therapy: 3/3 pts with poor risk karyotypes (local cytogenetics), 1/2 harboring TP53 mutations, and 3/5 with RTK pathway (KRAS, NRAS, PTPN11) mutations. Longitudinal mutation clearance (MC) of mIDH1 and the most frequent baseline co-mutations in CR/CRh and non-CR/CRh pts are summarized in the Table. IDH1-MC in BMMCs was observed in 13/14 (93%) CR/CRh pts by NGS and in 11/16 (69%) by digital PCR. Utilizing the 2-log more sensitive digital PCR assay specific to mIDH1, there was strong concordance in the mIDH1 VAF observed in BMMCs and PBMCs (Pearson correlation coefficient [r]=0.919) with 12/16 (75%) CR/CRh pts achieving MC in PBMCs, and 11/12 (92%) achieving MC in both BMMCs and PBMCs. These IDH1-MC rates are higher than those previously observed in IC-ineligible ND AML pts treated with single agent IVO (Roboz et al. ASCO 2019; NCT02074839). Similarly, in CR/CRh pts with available baseline co-mutation data by NGS, all mutations were cleared in 11/14 (79%) pts, apart from mutations in the "DTA" (DNMT3A/TET2/ASXL1) genes typically associated with clonal hematopoiesis. In contrast, mutations in the "DTA" genes were cleared in 2/5 (40%) CR/CRh pts. Orthogonal evaluation of the depth of these remissions by flow cytometry found that 10/12 (83%) CR/CRh pts achieved measurable residual disease (MRD) negativity. Conclusion: Combination of IVO+AZA in IC-ineligible ND AML leads to a high rate of clinical response with molecular remissions. The strong association between MC, clinical response, and flow cytometry MRD in this phase 1b study warrants further investigation of single gene mIDH1 VAF as a biomarker for monitoring response in pts with mIDH1 AML treated with IVO+AZA. Furthermore, the high concordance of mIDH1 VAF between BMMCs and PBMCs indicates that peripheral blood could be a surrogate tissue for monitoring mIDH1 VAF in these pts. Disclosures Daigle: Agios: Employment, Equity Ownership. Choe:Agios: Employment, Equity Ownership; Agios: Employment, Equity Ownership. Quek:Celgene: Research Funding, Speakers Bureau; Agios: Research Funding. DiNardo:jazz: Honoraria; syros: Honoraria; celgene: Consultancy, Honoraria; notable labs: Membership on an entity's Board of Directors or advisory committees; agios: Consultancy, Honoraria; medimmune: Honoraria; daiichi sankyo: Honoraria; abbvie: Consultancy, Honoraria. Stein:Stemline: Speakers Bureau; Amgen: Consultancy, Speakers Bureau; Celgene: Speakers Bureau. Stein:Daiichi Sankyo, Inc.: Membership on an entity's Board of Directors or advisory committees; Bioline: Membership on an entity's Board of Directors or advisory committees; Genentech: Membership on an entity's Board of Directors or advisory committees; Celgene Corporation: Membership on an entity's Board of Directors or advisory committees; Agios: Consultancy, Membership on an entity's Board of Directors or advisory committees; Astellas Pharma US, Inc: Membership on an entity's Board of Directors or advisory committees; Novartis: Membership on an entity's Board of Directors or advisory committees; PTC Therapeutics: Membership on an entity's Board of Directors or advisory committees; Syros: Membership on an entity's Board of Directors or advisory committees. Fathi:Agios, Astellas, Celgene, Daiichi Sankyo, Novartis, Takeda, Amphivena, Kite, Forty Seven,Trovagene, NewLink genetics, Jazz, Abbvie, and PTC Therapeutics: Consultancy; Amphivena, Kite, Jazz, NewLink Genetics,: Honoraria. Schuh:Jazz: Honoraria, Membership on an entity's Board of Directors or advisory committees; Pfizer: Honoraria, Membership on an entity's Board of Directors or advisory committees; Amgen: Honoraria, Membership on an entity's Board of Directors or advisory committees; Teva Canada Innovation: Honoraria, Membership on an entity's Board of Directors or advisory committees; Astellas: Honoraria, Membership on an entity's Board of Directors or advisory committees; Celgene: Honoraria, Membership on an entity's Board of Directors or advisory committees; Agios: Honoraria; AbbVie: Honoraria, Membership on an entity's Board of Directors or advisory committees. Kantarjian:Agios: Honoraria, Research Funding; Immunogen: Research Funding; Pfizer: Honoraria, Research Funding; Jazz Pharma: Research Funding; Daiichi-Sankyo: Research Funding; Cyclacel: Research Funding; BMS: Research Funding; Novartis: Research Funding; Amgen: Honoraria, Research Funding; AbbVie: Honoraria, Research Funding; Astex: Research Funding; Actinium: Honoraria, Membership on an entity's Board of Directors or advisory committees; Takeda: Honoraria; Ariad: Research Funding. Zhang:Agios: Employment, Equity Ownership; Agios: Employment, Equity Ownership. Winkler:Agios: Employment. Vyas:Celgene: Research Funding, Speakers Bureau; Novartis: Research Funding, Speakers Bureau; Pfizer: Speakers Bureau; Daiichi Sankyo: Speakers Bureau; Forty Seven, Inc.: Research Funding; Abbvie: Speakers Bureau; Astellas: Speakers Bureau. Wu:Agios: Employment, Equity Ownership. OffLabel Disclosure: Ivosidenib is an IDH1 inhibitor indicated for the treatment of AML with a susceptible IDH1 mutation as detected by an FDA-approved test in: 1) adult patients with newly-diagnosed AML who are more than 75 years old or who have comorbidities that preclude use of intensive induction chemotherapy; 2) Adult patients with relapsed or refractory AML. It is being investigated in clinical trials in combination with azacitidine in patients with IDH1-mutant newly diagnosed AML.
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Leck, Joanne D., and David M. Saunders. "Canada's Employment Equity Act: Effects on employee selection." Population Research and Policy Review 11, no. 1 (1992): 21–49. http://dx.doi.org/10.1007/bf00136393.
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Lum, Janet M. "The federal Employment Equity Act: goals vs. implementation." Canadian Public Administration/Administration publique du Canada 38, no. 1 (March 1995): 45–76. http://dx.doi.org/10.1111/j.1754-7121.1995.tb01129.x.
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Jain, Harish C., and John J. Lawler. "Visible Minorities under the Canadian Employment Equity Act, 1987-1999." Articles 59, no. 3 (June 20, 2005): 585–611. http://dx.doi.org/10.7202/010926ar.
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This study focuses on the effectiveness of the federal Employment Equity Act (EEA). We assess the EEA with regard to visible minority (VM) employees using quantitative data from employer reports published under the provisions of the EEA and the Canadian Census. Data in this study cover the period 1987 to 1999. We find that large companies, and larger employment groups within companies, have higher levels of employment equity attainment. There are also considerable variations in employment equity attainment across industrial sectors, across provinces and across occupations. Overall, there has been general improvement in employment equity (EE) attainment over time. However, visible minorities continue to be disadvantaged in management, sales and service and technical positions. Several policy implications are drawn from these findings.
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Leck, Joanne D., and David M. Saunders. "Hiring Women: The Effects of Canada's Employment Equity Act." Canadian Public Policy / Analyse de Politiques 18, no. 2 (June 1992): 203. http://dx.doi.org/10.2307/3551425.
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Grundy, John, and Miriam Smith. "Evidence and equity: Struggles over federal employment equity policy in Canada, 1984-95." Canadian Public Administration 54, no. 3 (September 2011): 335–57. http://dx.doi.org/10.1111/j.1754-7121.2011.00179.x.
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Jain, Harish C. "Racial Minorities and Affirmative Action/Employment Equity Législation in Canada." Articles 44, no. 3 (April 12, 2005): 593–614. http://dx.doi.org/10.7202/050516ar.
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The purpose of this article is to highlight the disadvantaged status of visible minorities in public and private sector organizations and the need for affirmative action/employment equity programs to ameliorate their disadvantaged statut, to describe and analyze public policy on employment equity at the federal and provincial levels, to evaluate the effectiveness of the federal EE initiatives; and to provide policy implications and recommendations for strengthening public policy initiatives.
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Senne, Yvonne, and Stella Nkomo. "The influence of labour brokering practices on employment equity in South Africa: A case of two universities." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 1 (February 19, 2019): 58–71. http://dx.doi.org/10.25159/2520-3223/5883.
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The purpose of this paper is to highlight the influence of labour brokering on employment practices, particularly those related to the Employment Equity Act 55 of 1998. The research reported on in this paper is based on a larger research project that investigated the barriers to and enablers of gender equity within two higher education institutions. Utilising a qualitative case study at the two South African universities, the findings demonstrate the contradictions between the intentions of employment equity policies and practices and the adoption of a labour brokering employment strategy. Employment equity policies and practices did not include employees in the cleaning and gardening job categories recruited through labour brokers. Most importantly, the practice has serious implications for the economic survival and development of the lowest level of employees at the universities. The implications of these findings are discussed in the light of the Labour Relations Amendment Act 6 of 2014.
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Boonzaier, Michèle, and Billy Boonzaier. "A shotgun marriage: Employment equity and human resource planning." South African Journal of Business Management 30, no. 1 (March 31, 1999): 23–32. http://dx.doi.org/10.4102/sajbm.v30i1.752.
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The current state of human resource planning in South Africa is that many companies conduct virtually no such planning or provide it only for senior managerial positions. Employment equity legislation will, however, force the hand of managers and human resource practitioners in the public and private sectors alike to engage in regular human resource planning. The Employment Equity Act (1998) seeks to address the existing discrepancies in the distribution of jobs, occupations and income amongst South Africans by not only eliminating unfair discrimination in employment, but also making provision for affirmative action measures to promote a diverse and representative workforce. The employment equity audit requires the preparation of a workforce profile and consequent employment equity plan to address discrepancies. The main purpose of human resource planning is to identify future human resource requirements (in terms of numbers, skills, and particular characteristics, inter alia gender, race and disability) and to develop action plans to eliminate any discrepancies between the demand and supply of labour that are forecast. The article presents a comprehensive model of human resource planning, incorporating the practical implications of the Employment Equity Act, as a workable guideline to assist managers in compiling thorough forecasts and action plans in fulfilment of organizational and employment equity requirements.
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Echevarria, Cristina, and Mobinul Huq. "Redesigning Employment Equity in Canada: The Need to Include Men." Canadian Public Policy / Analyse de Politiques 27, no. 1 (March 2001): 53. http://dx.doi.org/10.2307/3552373.
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Gunderson, Morley. "Pay and Employment Equity in the United States and Canada." International Journal of Manpower 15, no. 7 (October 1994): 26–43. http://dx.doi.org/10.1108/01437729410067991.
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Thomas, Adèle, and Harish C. Jain. "Employment equity in Canada and South Africa: progress and propositions." International Journal of Human Resource Management 15, no. 1 (February 2004): 36–55. http://dx.doi.org/10.1080/0958519032000157348.
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Jain, Harish C., Frank Horwitz, and Christa L. Wilkin. "Employment equity in Canada and South Africa: a comparative review." International Journal of Human Resource Management 23, no. 1 (January 2012): 1–17. http://dx.doi.org/10.1080/09585192.2011.606115.
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Sivaraja, Mohan, Sivan Sizikov, Nichole Sandoval, Kenneth Lin, Lev Igoudin, Subhadra Dash, Chengpei Xu, et al. "Novel Class of Direct Thrombin Inhibitors Prevent Thrombosis By Inhibiting Fibrinogen Cleavage While Preserving Platelet Function." Blood 128, no. 22 (December 2, 2016): 3834. http://dx.doi.org/10.1182/blood.v128.22.3834.3834.
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Abstract We have developed a new class of direct thrombin inhibitors (VE-DTIs) that act through reversible covalent enzyme inhibition. These compounds inhibit thrombin with high potency (IC50 < 10 nM) and with better than 100× selectivity against related serine proteases. In rodents, VE-DTIs show dose-dependent efficacy in preventing arterial and venous thromboses respectively in arteriovenous shunt thrombosis and venous stasis thrombosis models. They also prevent thrombin-induced pulmonary embolism in rodents. Despite their strong anticoagulation properties, VE-DTIs are associated with significantly lower bleeding times than other approved anticoagulants dabigatran, argatroban or apixaban in rodent bleeding models (tail bleeding time and saphenous vein bleeding time). We compared the effect of VE-DTIs and the DTIs argatroban and dabigatran on the coagulation cascade. In vitro, VE-DTIs inhibited thrombin-mediated fibrinogen cleavage with similar potency. Inhibition of thrombin/thrombomodulin complex-mediated activation of TAFI and protein C by VE-DTIs were also comparable. In contrast, VE-DTIs were more than 1000-fold less potent in inhibiting thrombin-mediated platelet activation than the other DTIs. Additionally, and also in contrast to argatroban and dabigatran, VE-DTIs protect rodents from the effects of thrombin-induced pulmonary embolism without significantly inhibiting platelet activation. The ability of VE-DTIs to prevent thrombosis without significantly impacting platelet function could lead to a new anticoagulant therapy with lower bleeding risk. Disclosures Sivaraja: Verseon Corporation: Employment, Equity Ownership. Sizikov:Verseon Corporation: Employment, Equity Ownership. Sandoval:Verseon Corporation: Employment, Equity Ownership. Lin:Verseon Corporation: Employment, Equity Ownership. Igoudin:Verseon Corporation: Employment, Equity Ownership. Dash:Verseon Corporation: Employment, Equity Ownership. Xu:Verseon Corporation: Employment, Equity Ownership. Clemens:Verseon Corporation: Employment, Equity Ownership. Estiarte:Verseon Corporation: Employment, Equity Ownership. Shiau:Verseon Corporation: Employment, Equity Ownership. Short:Verseon Corporation: Employment, Equity Ownership. Williams:Verseon Corporation: Employment, Equity Ownership. Datta:Verseon Corporation: Employment, Equity Ownership. Kita:Verseon Corporation: Employment, Equity Ownership.
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Joy Mighty, E. "FACTORS AFFECTING THE ADOPTION OF EMPLOYMENT EQUITY: AN EXAMPLE FROM CANADA." Equal Opportunities International 15, no. 5 (May 1996): 1–27. http://dx.doi.org/10.1108/eb010667.
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Leck, Joanne D., Sylvie St Onge, and Isabelle Lalancette. "Wage Gap Changes among Organizations Subject to the Employment Equity Act." Canadian Public Policy / Analyse de Politiques 21, no. 4 (December 1995): 387. http://dx.doi.org/10.2307/3551337.
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Blakely, John H. "What Should the Goals Be? Employment Equity for Female Faculty in Canada." Canadian Journal of Higher Education 19, no. 1 (April 30, 1989): 29–48. http://dx.doi.org/10.47678/cjhe.v19i1.183054.
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This paper investigates the process of setting employment equity goals and timetables for female faculty in Canadian universities. First, the paper identifies the conditions under which a goal of a 50-50 balance between men and women faculty members by the year 2000 can be achieved. Second, it identifies criteria for evaluating the reasonableness of this goal. Third, given that such criteria as external availability, impact on labour demand and fairness suggest that this goal may not be reasonable, the question becomes: what should the goals be? The paper addresses this question by analyzing the impact of alternative hiring targets (reflecting alternative assumptions about external availability) on the gender composition of faculty in the year 2000. These hiring targets range from an extremely conservative 16.8% female to an optimistic 44.4% female. Under appropriate assumptions, these yield gender composition estimates ranging from 17.5% to 35.4%. While recognizing that availability will vary across universities, it is hoped that the estimates provided herein will inform debates on setting employment equity goals: l)by illustrating and elaborating on a methodology for establishing goals and timetables; and 2) by providing lower-bound and upper-bound estimates (along with estimates based upon moderate assumptions) to illustrate the range of possibilities under Canadian employment equity policy.
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Ngwena, Charles. "Deconstructing the Definition of ‘Disability’ Under the Employment Equity Act: Social Deconstruction." South African Journal on Human Rights 22, no. 4 (January 2006): 613–46. http://dx.doi.org/10.1080/19962126.2006.11864904.
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Ngwena, Charles. "Deconstructing the Definition of ‘Disability’ Under the Employment Equity Act: Legal Deconstruction." South African Journal on Human Rights 23, no. 1 (January 2007): 116–56. http://dx.doi.org/10.1080/19962126.2007.11864910.
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Ebens, Allen J., Leanne Berry, Yung-Hsiang Chen, Gauri Deshmukh, Jake Drummond, Changchun Du, Michael Eby, et al. "A Selective PIM Kinase Inhibitor Is Highly Active In Multiple Myeloma: The Biology of Single Agent and PI3K/AKT/mTOR Combination Activity." Blood 116, no. 21 (November 19, 2010): 3001. http://dx.doi.org/10.1182/blood.v116.21.3001.3001.
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Abstract Abstract 3001 PIM kinases co-regulate several important elements of the PI3K/AKT/mTOR pathway in myeloma cells (Munugalavadla V. et al., ASH 2010 submitted abstr.). In this study we show that pan-PIM inhibition suppresses growth in myeloma cell lines, xenografts, and primary patient samples, both as a single-agent as well acting synergistically in combination with PI3K, AKT, and mTOR inhibition. The PIM kinases are a family of 3 ser/thr growth factor- & cytokine-induced proteins hypothesized to have redundant survival and growth functions. Although PIM-1,2 have been noted as highly expressed in myeloma (Claudio et al., 2002), there are few data to support potential therapeutic utility of PIM inhibition in this indication. We show myeloma cell lines express all 6 PIM protein isoforms to varying extents, and we describe the properties of a novel pan-PIM inhibitor GNE-652 with picomolar biochemical potency, an excellent selectivity profile, and favorable ADME properties. Myeloma cell lines exhibit a striking prevalence of response to GNE-652 (23 of 25 lines with IC50 < 1 micromolar, median < 0.1 micromolar) and synergy in combination with the PI3K inhibitor GDC-0941 (mean combination index values ~0.2 (n=25)). We used an unrelated compound GNE-568 which has a PIM-1,3 selective profile to test the hypothesis that PIM-2 may have a non-redundant role in myeloma cells. GNE-568 while having cellular potency against PIM-1 and PIM-3, did not have single agent activity in myeloma cell lines nor did it act synergistically with GDC-0941 (n=10 cell lines). Interestingly, PI3K and AKT inhibitors showed the greatest extent of synergy with GNE-652, whereas mTOR-selective inhibitors were synergistic to a lesser extent. Standard of care agents dexamethasone, revlimid, velcade, and melphalan also combined well with GNE-652, but to a lesser extent and not as broadly. The synergistic anti-tumor activity of GNE-652 and PI3K inhibitor GDC-0941 on cell lines or on primary myeloma bone marrow aspirates in vitro was associated with cell-cycle arrest and marked apoptosis. In addition, we found 4 of 4 myeloma xenograft mouse models tested with GNE-562 and GDC-0941 showed excellent combination efficacy that correlated with modulation of the expected pharmacodynamic markers. These results provide the rationale for further preclinical development of PIM inhibitors and provide the basis for a possible clinical development plan in multiple myeloma. Disclosures: Ebens: Genentech: Employment, Equity Ownership. Berry:Genentech: Employment, Equity Ownership. Chen:Genentech: Employment, Equity Ownership. Deshmukh:Genentech: Employment, Equity Ownership. Drummond:Genentech: Employment, Equity Ownership. Du:Genentech: Employment, Equity Ownership. Eby:Genentech: Employment, Equity Ownership. Fitzgerald:Genentech: Employment, Equity Ownership. S. Friedman:Genentech: Employment, Equity Ownership. E. Gould:Genentech: Employment, Equity Ownership. Kenny:Genentech: Employment, Equity Ownership. Maecker:Genentech: Employment, Equity Ownership. Moffat:Genentech: Employment, Equity Ownership. Moskalenko:Genentech: Employment, Equity Ownership. Pacheco:Genentech: Employment, Equity Ownership. Saadat:Genentech: Employment, Equity Ownership. Slaga:Genentech: Employment, Equity Ownership. Sun:Genentech: Employment, Equity Ownership. Wang:Genentech: Employment, Equity Ownership. Yang:Genentech: Employment, Equity Ownership. Munugalavadla:Genentech: Employment, Equity Ownership.
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Glastra, Folke, Petra Schedler, and Erik Kats. "EMPLOYMENT EQUITY POLICIES IN CANADA AND THE NETHERLANDS: enhancing minority employment between public controversy and market initiative." Policy & Politics 26, no. 2 (April 1, 1998): 163–76. http://dx.doi.org/10.1332/030557398782025691.
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Fischer, Kirsten, Anna-Maria Fink, Helen Bishop, Mark Dixon, Jasmin Bahlo, Michael Y. Choi, Robert Weinkove, et al. "Results of the Safety Run-in Phase of CLL14 (BO25323): A Prospective, Open-Label, Multicenter Randomized Phase III Trial to Compare the Efficacy and Safety of Obinutuzumab and Venetoclax (GDC-0199/ABT-199) with Obinutuzumab and Chlorambucil in Patients with Previously Untreated CLL and Coexisting Medical Conditions." Blood 126, no. 23 (December 3, 2015): 496. http://dx.doi.org/10.1182/blood.v126.23.496.496.
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Abstract INTRODUCTION The Bcl-2 inhibitor venetoclax (GDC-0199/ABT-199) has yielded promising results in patients with relapsed/refractory chronic lymphocytic leukemia (CLL), both as monotherapy and in combination with rituximab. The CLL11 trial demonstrated that combining obinutuzumab, a type 2, glycoengineered anti-CD20-antibody, with chlorambucil resulted in improved overall survival compared to chlorambucil alone in patients with previously untreated CLL and coexisting medical conditions. Prior to opening the randomized phase of the current CLL14 trial, the successor trial to CLL11, a safety run-in phase of previously untreated patients with CLL and coexisting medical conditions was performed to assess the tolerability of obinutuzumab and venetoclax. Here, we report preliminary results of this safety run-in phase after completion of recruitment. METHODS The protocol specified to enroll 12 previously untreated patients with confirmed CLL and with coexisting medical conditions assessed by cumulative illness rating scale (CIRS) total score > 6 and/or estimated creatinine clearance (CrCl) < 70 mL/min requiring treatment (according to NCI/iwCLL criteria into the safety run-in phase of the CLL14 trial. All patients received 6 cycles of obinutuzumab and venetoclax followed by 6 additional cycles of venetoclax. Obinutuzumab was administered intravenously with 100 mg on day 1, 900 mg on day 2 (option to deliver 1000 mg on day 1), 1000 mg on day 8 and day 15 of cycle 1 and 1000 mg on day1 for cycles 2-6. A gradual weekly dose ramp-up of venetoclax with 20 mg, 50 mg, 100 mg, 200 mg up to 400 mg was administered starting at day 22 of cycle 1. Risk assessment for tumor lysis syndrome (TLS) based on absolute lymphocyte count and the largest diameter of measurable lymph nodes was performed before treatment in order to direct prophylactic measures. Study defined stopping criteria for all 12 patients included: one treatment-related death or one grade 4 adverse event related to a clinical TLS despite protocol-specified prophylaxis. Adverse events were graded per the NCI CTCAE v.4 criteria. RESULTS Between December 2014 and April 2015, 13 previously untreated patients from Australia, Canada, Germany, New Zealand, United States and Spain were enrolled; baseline patient characteristics are summarized in Figure 1. The median age was 75 years (range 59 - 88) and 54% of the patients were classified as Binet stage C; six patients were assessed medium risk and 7 patients high risk for TLS. At the timepoint of data cut-off, 12 of 13 patients have been on treatment for at least 4 weeks and completed the venetoclax dose ramp up. The median time on treatment with venetoclax is 64.5 days (range 34-153 days). One patient developed a grade 4 infusion related reaction (IRR) during the first dose of obinutuzumab and was therefore withdrawn from the trial according to the protocol requirements. All patients experienced at least 1 adverse event. Adverse events are summarized in Figure 2. Of note, 1 patient developed a self-limited grade 4 elevation of transaminases secondary to obinutuzumab. No clinical TLS was reported. Two patients developed laboratory TLS. One patient was classified as medium risk for TLS and developed hyperkalemia and hyperuricemia after the 100 mg infusion of obinutuzumab on day 1 of cycle 1. The second patient was classified as high risk for TLS (including a lymph node measuring 110 mm in diameter) and developed hypocalcemia, hyperphosphatemia and hyperuricemia after receiving 200 mg of venetoclax on day 15 of cycle 2. Neither event resulted in interruption or dose modification of study treatment. Rapid reduction in the peripheral lymphocyte count was observed in all 12 patients treated with the combination regimen. Initial response data is anticipated for all 12 patients in the next 6 months per the protocol schedule. CONCLUSIONS The treatment regimen developed for the experimental arm of the CLL14 trial comprising obinutuzumab monotherapy for one cycle followed by venetoclax and obinutuzumab in previously untreated, elderly patients with CLL and coexisting medical conditions appears tolerable. The majority of enrolled patients were older than 70 years of age and many of them had clinically meaningful comorbidities in addition to CLL. None of the protocol defined stopping criteria for the safety run-in phase of the study were met. The randomized phase of the CLL14 trial was opened in August 2015. Figure 1. Figure 1. Figure 2. Figure 2. Disclosures Fischer: Roche: Other: Travel Grants. Off Label Use: GAZYVA (obinutuzumab) is a CD20-directed cytolytic antibody and is indicated, in combination with chlorambucil, for the treatment of patients with previously untreated chronic lymphocytic leukemia (CLL). This abstract reports on obinutuzumab in combination with venetoclax for previously untreated CLL. Venetoclax is an investigational drug that is not yet approved in this indication. Fink:Roche: Honoraria, Other: travel grant. Bishop:Roche: Employment. Dixon:Roche: Employment, Equity Ownership. Choi:Gilead: Consultancy, Other: Advisory Board, Speakers Bureau; AbbVie: Consultancy, Other: Advisory Board, Research Funding. Weinkove:Avalia Immunotherapies: Consultancy; Janssen New Zealand: Consultancy; Roche New Zealand: Other: Travel support for conference. Robinson:Lundbeck: Other: Advisory boards; Novartis: Other: Advisory boards; CSL: Other: Advisory boards; Bering: Other: Advisory boards; Roche: Honoraria, Other: Advisory boards; Bayer: Other: Advisory boards; Pfizer: Other: Advisory boards; Celgene: Other: Advisory boards; Biogen Idec: Other: Advisory boards; Gilead: Other: Advisory boards; Janssen: Other: Advisory boards; Baxter: Other: Advisory boards. Dreyling:Roche: Honoraria, Research Funding. Opat:Roche: Honoraria, Membership on an entity's Board of Directors or advisory committees, Other: Subsidised drug. Owen:Gilead: Honoraria; Lundbeck: Honoraria; Janssen: Honoraria; Roche: Honoraria. Tausch:Gilead: Other: Travel support. Ritgen:Roche: Membership on an entity's Board of Directors or advisory committees, Research Funding. Humerickhouse:AbbVie: Employment, Equity Ownership. Humphrey:Roche: Employment. Wenger:Genentech, Inc.: Employment. Goede:Bristol-Myers Squibb: Honoraria; Mundipharma: Honoraria; GSK: Honoraria; Roche: Consultancy, Honoraria, Membership on an entity's Board of Directors or advisory committees, Other: Travel support, Research Funding. Eichhorst:AbbVie: Consultancy; Roche: Consultancy, Research Funding, Speakers Bureau; MundiPharma: Consultancy, Research Funding, Speakers Bureau. Wendtner:AbbVie: Consultancy, Honoraria, Research Funding; Roche: Consultancy, Honoraria, Research Funding; Genentech, Inc.: Consultancy, Honoraria, Research Funding. Stilgenbauer:Roche: Honoraria, Research Funding. Kipps:Pharmacyclics: Consultancy, Honoraria; Celgene: Consultancy, Honoraria, Research Funding; Roche: Consultancy, Honoraria, Research Funding; AbbVie: Consultancy, Honoraria, Research Funding; Gilead: Honoraria, Speakers Bureau. Hallek:Mundipharma: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; Celgene: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; Roche: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; AbbVie: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; Boehringher Ingelheim: Honoraria, Other: Speakers Bureau and/or Advisory Board; Pharmacyclics: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; Janssen: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding; Gilead: Honoraria, Other: Speakers Bureau and/or Advisory Board, Research Funding.
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Block, Richard N., and Karen Roberts. "A Comparison of Labour Standards in the United States and Canada." Articles 55, no. 2 (April 12, 2005): 273–307. http://dx.doi.org/10.7202/051309ar.
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This article introduces a methodology for measuring differences in the labour standards between the United States and Canada, taking into account variations by state and province. This methodology is then used to analyze differences in the two countries on ten labour standards. The results indicate that six standards are higher in Canada than in the United States: paid time off, unemployment/employment Insurance, workers' compensation, collective bargaining, unjust discharge and advance notice of plant closings/large scale layoffs. Standards covering minimum wages, overtime and occupational safety and health are higher in the United States than in Canada. There is no difference in the two countries in standards covering employment discrimination/employment equity. The results suggest that overall, although there are exceptions, labour standards are higher in Canada than the United States.
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Jain, Harish C., and Rick D. Hackett. "Measuring Effectiveness of Employment Equity Programs in Canada: Public Policy and a Survey." Canadian Public Policy / Analyse de Politiques 15, no. 2 (June 1989): 189. http://dx.doi.org/10.2307/3551162.
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Saha, Sudhir K., David O’Donnell, Taran Patel, and John Heneghan. "A study of individual values and employment equity in Canada, France and Ireland." Equal Opportunities International 27, no. 7 (September 19, 2008): 629–45. http://dx.doi.org/10.1108/02610150810904328.
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England, Kim, and Gunter Gad. "Social policy at work? Equality and equity in women's paid employment in Canada." GeoJournal 56, no. 4 (2002): 281–94. http://dx.doi.org/10.1023/a:1025989105680.
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Partlow, Emma. "Working towards equity: disability rights activism and employment in late twentieth-century Canada." Disability & Society 34, no. 4 (February 10, 2019): 676–77. http://dx.doi.org/10.1080/09687599.2019.1574102.
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Jacobs, Lesley A. "Equal Opportunity and Gender Disadvantage." Canadian Journal of Law & Jurisprudence 7, no. 1 (January 1994): 61–71. http://dx.doi.org/10.1017/s0841820900002563.
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Recently, in Canada both the Federal Government and various provincial governments have introduced a series of measures intended to address gender inequalities in the workplace. These measures are of two basic types. Employment equity policies involve the implementation of affirmative action programmes designed to encourage the hiring and promotion of more women in, for example, the civil service. Pay equity policies have sought to institutionalize the principle of equal pay for work of equal value or, to use the American terminology, comparable worth. The aim of this paper is to resurrect the presently out of fashion view that the principles of affirmative action and comparative worth that underlie employment equity and pay equity can be defended on the grounds that they contribute to the realization of an ideal of equality of opportunity between men and women in Canadian society. This view, although once prevalent among those concerned with gender issues, has been pushed aside, largely because of doubts about the visionary depth of the ideal of equality of opportunity. It has been replaced instead by an ideal of equality of results which emphasizes the goal of reducing the gender wage gap. It is my intention here to formulate a principle of equality of opportunity that can incorporate recent feminist legal and political philosophy in a way that offers a promising way to analyze issues posed by gender inequalities in the workplace and, as a result, provide a clear rationale for the recent employment equity and pay equity initiatives in Canada.
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Fuller, Sylvia, and Yue Qian. "Covid-19 and The Gender Gap in Employment Among Parents of Young Children in Canada." Gender & Society 35, no. 2 (March 19, 2021): 206–17. http://dx.doi.org/10.1177/08912432211001287.
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Economic and social disruptions of the COVID-19 pandemic have important implications for gender and class inequality. Drawing on Statistics Canada’s monthly Labour Force Survey, we document trends in gender gaps in employment and work hours over the pandemic (February–October 2020). Our findings highlight the importance of care provisions for gender equity, with gaps larger among parents than people without children, and most pronounced when care and employment were more difficult to reconcile. When employment barriers eased, so did the gender–employment gap. The pandemic could not undo longer-standing cultural and structural shifts motivating contemporary mothers’ employment. The pandemic also exacerbated educational inequalities among women, highlighting the importance of assessing gendered impacts through an intersectional lens.
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McGowan, Rosemary A., and Eddy S. Ng. "Employment equity in Canada: Making sense of employee discourses of misunderstanding, resistance, and support." Canadian Public Administration 59, no. 2 (June 2016): 310–29. http://dx.doi.org/10.1111/capa.12171.
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Rai, Bhuvana. "Policy Forum: Write It Off (and Start Again)—Adapting Home Office Deductions for the Digital Era." Canadian Tax Journal/Revue fiscale canadienne 69, no. 2 (August 2021): 487–511. http://dx.doi.org/10.32721/ctj.2021.69.2.pf.rai.
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This article examines the current and historical legal schemes for deducting employment expenses—particularly those associated with a home office—under Canada's Income Tax Act, and concludes that the current legal test for such deductions is inequitable, ineffective, and imprecise. The author reviews the employment expense deductions available to taxpayers in other jurisdictions and proposes options for modifying Canada's employment expense deduction. The proposed changes would account for increasingly digital modes of working, advance equity, and add to taxpayer certainty.
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Kilgour, John G. "Mental Health and Substance Use Disorder Benefits Parity." Compensation & Benefits Review 50, no. 2 (April 2018): 95–106. http://dx.doi.org/10.1177/0886368719828215.
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Traditionally mental health and substance abuse disorders have been treated less generously than medical/surgical benefits in employment-provided health plans and health insurance contracts. That changed with the Mental Health Parity and Addiction Equity Act of 2008 as amended and extended by the Affordable Care Act of 2010 (Obamacare). It has been found that parity has not added significantly to health plan cost. The parity concept now applies to health plans and insurance contracts throughout the United States. This article examines that legislative development and the attending regulations and enforcement efforts. The Trump administration has vowed to repeal the Affordable Care Act, and it has already weakened it. If it succeeds, it will also weaken the Mental Health Parity and Addiction Equity Act and its parity requirements. That would be regrettable requirements.
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Leck, Joanne D., and David M. Saunders. "Achieving diversity in the workplace: Canada's employment equity act and members of visible minorities." International Journal of Public Administration 19, no. 3 (January 1996): 299–321. http://dx.doi.org/10.1080/01900699608525097.
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Klaus, Christine R., Scott R. Daigle, Dorothy Iwanowics, L. Danielle Johnston, Carly A. Therkelsen, Jesse J. Smith, Mikel P. Moyer, et al. "DOT1L Inhibitor EPZ-5676 Displays Synergistic Antiproliferative Activity in Combination with Standard of Care Drugs or DNA Hypomethylating Agents in MLL-Rearranged Leukemia Cells." Blood 122, no. 21 (November 15, 2013): 3930. http://dx.doi.org/10.1182/blood.v122.21.3930.3930.
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Abstract EPZ-5676 is a small molecule inhibitor of the histone methyltransferase DOT1L that is currently under clinical investigation as a potential therapy for acute leukemias bearing MLL-rearrangements. Gene knockout and small molecule inhibitor studies have demonstrated that DOT1L is required for MLL-fusion protein–mediated leukemogenesis in model systems. In preclinical studies EPZ-5676 promoted cell killing of acute leukemia lines bearing MLL translocations in vitro while sparing those without MLL gene translocations and also caused sustained tumor regressions in a rat xenograft model of MLL-rearranged leukemia [Daigle et al. Blood 2013]. To support potential future clinical scenarios, we evaluated the activity of EPZ-5676 in combination with current standard of care agents for acute leukemias as well as other chromatin modifying drugs in cell proliferation assays with three human acute leukemia cell lines; Molm-13 (MLL-AF9 expressing acute myeloid leukemia (AML)), MV4-11 (MLL-AF4 expressing acute biphenotypic leukemia cell line) and SKM-1 (non-MLL-rearranged AML). We established a high density combination platform suitable for testing the anti-proliferative activity of a complete titration matrix of two agents with multiple replicate points to enable generation of statistically meaningful results. This platform was used to evaluate the anti-proliferative effects of EPZ-5676 combinations tested in a co-treatment model in which the second agent was added along with EPZ-5676 at the beginning of the assay, or in a pre-treatment model in which cells were incubated for several days in the presence of EPZ-5676 prior to the addition of the second agent. The drug combination analysis was performed using the Chou-Talalay method [Chou TC Pharmacological Reviews 2006]. Graphs representing values of combination index (CI) versus Fractional effect (Fa) known as Fa-CI plots were generated and synergy was evaluated. Drug synergy was statistically defined by CI values less than 1, antagonism by CI >1 and additive effect by CI equal to 1. We found that EPZ-5676 acts synergistically with the AML standard of care agents cytarabine or daunorubicin in Molm-13 and MV4-11 MLL-rearranged cell lines. However, in the non-rearranged SKM-1 cell line EPZ-5676 had no effect alone and did not act synergistically with cytarabine or daunorubicin. Moreover, a persistent combination benefit was observed even when EPZ-5676 was washed out prior to the addition of the standard of care agents (Figure 1), suggesting that EPZ-5676 sets up a durable altered chromatin state that enhances the effect of chemotherapeutic agents in MLL-rearranged cells. We are currently exploring the mechanism of action of this synergy in more detail.Figure 1. Fa-CI plots show that EPZ-5676 and cytarabine act synergistically to induce an antiproliferative effect in the Molm-13 cell line in a pre-treatment model. (A) Ten-day continuous dosing of EPZ-5676 with addition of cytarabine at day 7 showed a range of fractional effects with CI values <1 denoting synergy. (B) EPZ-5676 was removed at day 7 prior to the addition of cytarabine showing durable combination benefit.Figure 1. Fa-CI plots show that EPZ-5676 and cytarabine act synergistically to induce an antiproliferative effect in the Molm-13 cell line in a pre-treatment model. (A) Ten-day continuous dosing of EPZ-5676 with addition of cytarabine at day 7 showed a range of fractional effects with CI values <1 denoting synergy. (B) EPZ-5676 was removed at day 7 prior to the addition of cytarabine showing durable combination benefit. Our evaluation of EPZ-5676 in conjunction with other chromatin modifying drugs also revealed a consistent combination benefit including synergy with DNA hypomethylating agents. In summary, our results indicate that EPZ-5676 is highly efficacious as a single agent and is synergistic with other anticancer agents including AML standard of care drugs and DNA hypomethylating agents in MLL-rearranged cells. Disclosures: Klaus: Epizyme, Inc.: Employment, Equity Ownership, Patents & Royalties, Stock Options Other. Daigle:Epizyme, Inc.: Employment, Equity Ownership, Patents & Royalties, Stock Options Other. Iwanowics:Epizyme, Inc.: Employment, Equity Ownership, Stock Options Other. Johnston:Epizyme, Inc: Employment, Equity Ownership, Stock Options Other. Therkelsen:Epizyme, Inc.: Employment, Equity Ownership, Stock Options Other. Smith:Epizyme, Inc.: Employment, Equity Ownership, Stock Options Other. Moyer:Epizyme, Inc.: Employment, Equity Ownership, Stock Options Other. Copeland:Epizyme Inc. : Employment, Equity Ownership, Membership on an entity’s Board of Directors or advisory committees, Patents & Royalties; Mersana: Membership on an entity’s Board of Directors or advisory committees. Olhava:Epizyme, Inc: Employment, Equity Ownership, Patents & Royalties, Stock Options Other. Porter Scott:Epizyme, Inc: Employment, Equity Ownership, Patents & Royalties, Stock Options Other. Pollock:Epizyme Inc.: Employment, Equity Ownership, Patents & Royalties, Stock Options Other. Raimondi:Epizyme, Inc: Employment, Equity Ownership, Patents & Royalties, Stock Options Other.
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Urien, Kurtis, and David Groshoff. "An Essay Inquiry." Texas A&M Law Review 1, no. 3 (January 2014): 559–81. http://dx.doi.org/10.37419/lr.v1.i3.3.
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This jointly authored Article scaffolds our respective research interests that analyze laws, rules, regulations, and policy levers that may inhibit—or exploit— a market’s ability to recognize an asset’s intrinsic value, whether in terms of social, human, or financial capital. In particular, this Article describes recent material changes to the Securities and Exchange Commission (SEC) rules promulgated in 2013 that Congress authorized by passing 2012’s JOBS Act. Contrary to statutory timing, the SEC has delayed the implementation of these new rules that impact the ability of small and entrepreneurial businesses to attract equity capital financing via Internet platforms. By applying the Court’s historical tests for public equity offerings to the new regulatory regime, this Article analyzes what types of equity-securities offerings ought to be permitted under the new regulatory regime. This Article, however, also illustrates numerous material shortcomings of the JOBS Act and articulates the reasons underpinning those shortcomings and how they affect the U.S. economy, entrepreneurship, and job creation, thus undermining much of the purpose of the JOBS Act. To address these deficiencies, this Article suggests several proscriptive amendments to the JOBS Act that not only would enhance equity crowdfunding for small businesses and entrepreneurs, leading to job growth in the U.S., but also preserve investor protection. This Article concludes that the current regulatory regime may very well fail not only to create jobs by crowdfunded equity financing of new businesses sought by the JOBS Act but also eliminate the jobs of the traditional equity financers—investment banks—thereby leading to a potential equity capital crunch and a reduction, rather than an increase, in employment relative to equity financing.
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Aggarwal, Arjun P. "Adjudication of Grievances in Public Service of Canada." Relations industrielles 28, no. 3 (April 12, 2005): 497–549. http://dx.doi.org/10.7202/028418ar.
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Employer-employee relations in the Federal Public Service of Canada entered a new era with the proclamation on March 13, 1967, of three Acts— The Public Service Staff Relations Act ; The Public Service Employment Act ; and anAct to Amend the Financial Administration Act. The employees have been guaranteed the right to organize, the right to bargain, the right to strike and the right to get grievances adjudicated by an independent tribunal. The statutory right to grieve and get the grievances adjudicated have provided to the federal public employees a sense of justice and « fairplay ». The adjudication system has made the private sector of industrial jurisprudence applicable to the federal public services with a remarkable success. This article deals with the function and operation of the statutory Grievance Process and Adjudication.
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Espi, Gabriel, David Francis, and Imraan Valodia. "Gender inequality in the South African labour market: Insights from the Employment Equity Act data." Agenda 33, no. 4 (October 2, 2019): 44–61. http://dx.doi.org/10.1080/10130950.2019.1674675.
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Chu, Seung Y., Sung-Hyung Lee, Rumana Rashid, Hsing Chen, Emily W. Chan, Sheryl Phung, Erik Pong, et al. "Immunotherapy with Long-Lived Anti-CD20 × Anti-CD3 Bispecific Antibodies Stimulates Potent T Cell-Mediated Killing of Human B Cell Lines and of Circulating and Lymphoid B Cells in Monkeys: A Potential Therapy for B Cell Lymphomas and Leukemias." Blood 124, no. 21 (December 6, 2014): 3111. http://dx.doi.org/10.1182/blood.v124.21.3111.3111.
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Abstract CD20 is highly expressed on normal and malignant B cells, and is a well-established target of antibody therapeutics for B cell leukemias and lymphomas. However, a limitation of approved anti-CD20 antibodies such as rituximab, ofatumumab, and obinutuzumab is that they are unable to stimulate T cell-mediated killing of CD20+ B cells. To exploit the potent activity intrinsic to T cell immunotherapy while maintaining the favorable dosing regimen of a therapeutic antibody, we have designed novel humanized bispecific antibodies that bind to both CD20+ B cells and CD3+ T cells. Such antibodies act via a mechanism known as "redirected T cell-cytotoxicity" (RTCC), because they stimulate targeted T cell-mediated killing regardless of T cell receptor antigen specificity. Unlike other bispecific formats, these antibodies possess a full Fc domain and spontaneously form stable heterodimers that are readily manufactured. Their Fc domain was also engineered to abolish binding to Fcγ receptors (to reduce the potential for nonselective T cell activation), yet preserve binding to human FcRn (to maintain long serum half-life). We first generated a series of affinity-optimized anti-CD20 × anti-CD3 bispecific antibodies and screened these using RTCC assays in which bispecifics stimulated killing of the CD20+ Ramos B cell line by purified human T cells. From this cell-based screen, we selected two candidates for further study in animal models. The bispecific antibodies XmAb13676 and XmAb13677 have identical T cell-engaging domains with 8 nM affinity for human CD3. XmAb13676 stimulated T cell killing of Ramos cells with an EC50 of ~53 ng/ml (~420 pM), while XmAb13677 (with higher affinity for CD20) had an EC50 of ~2 ng/ml (~16 pM). To assess in vivo half-life, we next dosed mice with 2 mg/kg of XmAb13676 or XmAb13677. In marked contrast to non-Fc domain-containing bispecific antibody formats, XmAb13676 and XmAb13677 had an extended serum half-life in mice of 6.7 and 6.6 days, respectively. Because these bispecifics were optimized for binding to human CD20 and CD3 targets and do not crossreact with mouse antigens, we evaluated efficacy in cynomolgus monkeys. We treated 3 monkeys per group with a single dose of XmAb13676 or XmAb13677 at 0.03, 0.3, or 3 mg/kg. Within 4 hr after dosing, T cells were strongly activated and stimulated depletion of over 97% of circulating CD40+ B cells, with the two 3 mg/kg groups showing greatest depletion. B cells continued to decrease for 24 to 48 hr after dosing, with the high-dose groups remaining at baseline levels for the duration of the study (29 days). CD4+ and CD8+ T cells in the circulation were activated immediately after treatment with XmAb13676 and XmAb13677, and this state was sustained for over 48 hr, as measured by greatly increased levels of the activation markers CD25 and CD69. Bispecific antibodies also induced rapid margination of CD4+ and CD8+ T cells from the circulation, with blood T cell populations returning to baseline from 2 to 7 days after dosing. Notably, CD40+ cells in lymph nodes and in bone marrow were depleted by over 90% at all doses, and at the higher dose levels, these B cell populations had not recovered by 29 days after treatment. Our results demonstrate that bispecific antibodies can recruit and activate T cells to efficiently kill CD20+ B cells not only in the circulation but also in the more resistant reservoir of lymphoid organs. These preclinical data in cynomolgus monkeys provide a rationale for clinical assessment of anti-CD20 × anti-CD3 bispecific antibodies in patients with CD20+ B cell leukemias and lymphomas. Disclosures Chu: Xencor: Employment, Equity Ownership. Lee:Xencor, Inc.: Employment, Equity Ownership. Rashid:Xencor, Inc.: Employment, Equity Ownership. Chen:Xencor, Inc.: Employment, Equity Ownership. Chan:Xencor, Inc.: Employment, Equity Ownership. Phung:Xencor, Inc.: Employment, Equity Ownership. Pong:Xencor, Inc.: Employment, Equity Ownership. Endo:Xencor, Inc.: Employment, Equity Ownership. Miranda:Xencor, Inc.: Employment, Equity Ownership. Bonzon:Xencor, Inc.: Employment, Equity Ownership. Leung:Xencor, Inc.: Employment, Equity Ownership. Muchhal:Xencor, Inc.: Employment, Equity Ownership. Moore:Xencor, Inc.: Employment, Equity Ownership. Bernett:Xencor, Inc.: Employment, Equity Ownership. Szymkowski:Xencor, Inc.: Employment, Equity Ownership. Desjarlais:Xencor, Inc.: Employment, Equity Ownership.
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Moore, Gregory L., Sung-Hyung Lee, Suzanne Schubbert, Yvonne Miranda, Rumana Rashid, Erik Pong, Sheryl Phung, et al. "Tuning T Cell Affinity Improves Efficacy and Safety of Anti-CD38 × Anti-CD3 Bispecific Antibodies in Monkeys - a Potential Therapy for Multiple Myeloma." Blood 126, no. 23 (December 3, 2015): 1798. http://dx.doi.org/10.1182/blood.v126.23.1798.1798.
Full textAbstract:
Abstract CD38 is highly expressed on plasma cells and is an attractive target for multiple myeloma (MM) therapies. Several anti-CD38 antibodies including daratumumab and SAR650984 show promising results in clinical development, though such antibodies are not able to stimulate T cell-mediated killing of myeloma cells. To exploit a T cell immunotherapy mechanism while retaining the favorable drug properties of therapeutic antibodies, we designed bispecific antibodies that recruit T cells to CD38+ MM cells. Such bispecifics act via redirected T cell-cytotoxicity (RTCC) to stimulate T cell-mediated target cell killing regardless of T cell receptor antigen specificity. These anti-CD38 × anti-CD3 antibodies possess a full Fc domain and spontaneously form stable heterodimers that are readily manufactured. Their Fc domain lacks binding to Fcγ receptors to minimize nonselective T cell activation, yet retains binding to FcRn to maintain long serum half-life. We have previously reported that XmAb13551, a humanized and affinity-optimized anti-CD38 × anti-CD3 antibody, stimulates killing of the CD38+ MM cell line RPMI8226 by human T cells and suppresses human Ig levels in SCID mice engrafted with human PBMCs, showing much greater efficacy than daratumumab in these models (Blood 2014 124:4727). We also investigated efficacy of XmAb13551 in monkeys given a single dose of 2, 5, and 20 μg/kg. Within 1 hr after dosing, CD25 and CD69 activation markers were upregulated on T cells and within 8 hr, circulating CD38+ cells were depleted by > 95% at the 20 μg/kg dose. However, depletion of peripheral CD38+ cells was not sustained, suggesting that a large antigen sink was limiting drug exposure. Although higher dosing might overcome an antigen sink, higher doses of XmAb13551 (0.2 mg/kg or higher) resulted in a T cell-mediated cytokine release syndrome (CRS) in monkeys. We reasoned that an anti-CD38 × anti-CD3 antibody with reduced CD3 affinity would stimulate sufficient RTCC to deplete MM cells, yet would attenuate the acute T cell activation (and associated CRS) induced by high-affinity coengagement of T cells with CD38+ target cells. Using XmAb13551 as a starting point, we engineered a series of bispecifics retaining the same high-affinity (0.2 nM) binding to CD38, but with reduced affinity to CD3. We selected two antibodies - XmAb15426 and XmAb14702 - that have significantly reduced CD3 affinity. As expected, these molecules showed reduced potency in RTCC assays using T cells to kill RPMI8226 cells, with potency correlating with CD3 affinity (XmAb13551 > XmAb15426 >> XmAb14702). We next tested XmAb15426 and XmAb14702 at single doses of 0.5 mg/kg and 3 mg/kg, respectively, in cynomolgus monkeys. Both antibodies were well-tolerated at these higher doses, consistent with the moderate levels of IL6 observed in serum from the treated monkeys. Moreover, XmAb15426, with intermediate CD3 affinity, more effectively depletes CD38+ cells at 0.5 mg/kg compared to the original high-affinity XmAb13551 dosed at 2, 5 or 20 µg/kg. Depletion by XmAb15426 was more sustained compared to the highest dose of XmAb13551 in the previous study (7 vs. 2 days, respectively). Notably, although target cell depletion was greater for XmAb15426, T cell activation (CD69, CD25 and PD1 induction) was much lower in monkeys treated with XmAb15426 even dosed 25-fold higher than the 20 µg/kg XmAb13551 group. XmAb14702, with very low CD3 affinity, had little effect on CD38+ cells and T cell activation. Our results demonstrate that modulating T cell activation by attenuating CD3 affinity is a promising method to improve the therapeutic window of T cell-engaging bispecific antibodies. This strategy has potential to expand the set of antigens amenable to targeted T cell immunotherapy by improving tolerability and enabling higher dosing to overcome antigen sink clearance with targets such as CD38. We have shown that by reducing affinity for CD3, XmAb15426 effectively depletes CD38+ cells while minimizing the CRS effects seen with comparable doses of its high-affinity counterpart XmAb13551. Our preclinical data for XmAb15426 provide a rationale for clinical testing of this bispecific antibody in patients with multiple myeloma and other CD38+ malignancies. Disclosures Moore: Xencor, Inc.: Employment, Equity Ownership. Lee:Xencor, Inc.: Employment, Equity Ownership. Schubbert:Xencor, Inc.: Employment, Equity Ownership. Miranda:Xencor, Inc.: Employment, Equity Ownership. Rashid:Xencor, Inc.: Employment, Equity Ownership. Pong:Xencor, Inc.: Employment, Equity Ownership. Phung:Xencor, Inc.: Employment, Equity Ownership. Chan:Xencor, Inc.: Employment, Equity Ownership. Chen:Xencor, Inc.: Employment, Equity Ownership. Endo:Xencor, Inc.: Employment, Equity Ownership. Ardila:Xencor, Inc.: Employment, Equity Ownership. Bernett:Xencor, Inc.: Employment, Equity Ownership. Chu:Xencor, Inc.: Employment, Equity Ownership. Leung:Xencor, Inc.: Employment, Equity Ownership. Muchhal:Xencor, Inc.: Employment, Equity Ownership. Bonzon:Xencor, Inc.: Employment, Equity Ownership. Szymkowski:Xencor, Inc.: Employment, Equity Ownership. Desjarlais:Xencor, Inc.: Employment, Equity Ownership.
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Lyons, Torrey, and Dong-ah Choi. "Transit Economic Equity Index: Developing a Comprehensive Measure of Transit Service Equity." Transportation Research Record: Journal of the Transportation Research Board 2675, no. 3 (January 7, 2021): 288–300. http://dx.doi.org/10.1177/0361198120970529.
Full textAbstract:
In this study an index is developed called the Transit Economic Equity Index, to enable quantitative assessment of transit service equity. The index measures convenience of travel for work trips for advantaged and disadvantaged populations, based on travel speed, using a multimodal network that includes transit lines, stop locations, transit schedules, and pedestrian connections via the street network. Non-peak hour service is compared with peak hour service to determine the degree to which operating resources are concentrated in times that might have greater benefits to advantaged populations. Finally, accessibility to the transit system is compared in relation to the number of transit stops in neighborhoods and employment centers, and these figures are compared between advantaged and disadvantaged locations. The scores for these three components are combined to create a single measure of transit economic equity. Disadvantage is defined using criteria established in Title VI of the Civil Rights Act of 1964. The index is constructed in a way that balances a robust and meaningful measure of transit equity that is decipherable by practitioners so that they can assess the equity of their systems as well as how potential service changes affect equity.
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Samuel, John, and Kogalur Basavarajappa. "The Visible Minority Population in Canada: A Review of Numbers, Growth and Labour Force Issues." Canadian Studies in Population 33, no. 2 (December 31, 2006): 241. http://dx.doi.org/10.25336/p6kk7s.
Full textAbstract:
In this paper, the Visible Minority Population in Canada: Numbers, Growth and Labour Force Issues, the characteristics of the visible minority population and labour force are examined including those employed by firms under the Legislated Employment Equity Program and the Federal Contractors Program. The future growth of the visible minority labour force and the socio-economic impact of the findings are discussed along with their implications.
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Chu, Seung Y., Yvonne Miranda, Sheryl Phung, Hsing Chen, Rumana Rashid, Nancy A. Endo, Emily W. Chan, et al. "Immunotherapy with Long-Lived Anti-CD38 × Anti-CD3 Bispecific Antibodies Stimulates Potent T Cell-Mediated Killing of Human Myeloma Cell Lines and CD38+ Cells in Monkeys: A Potential Therapy for Multiple Myeloma." Blood 124, no. 21 (December 6, 2014): 4727. http://dx.doi.org/10.1182/blood.v124.21.4727.4727.
Full textAbstract:
Abstract CD38, being highly expressed on malignant plasma cells, is an attractive target of new therapies for multiple myeloma (MM). Several anti-CD38 antibodies including daratumumab are in clinical development; however, a limitation of such monospecific antibodies is their inability to stimulate cytotoxic T cell killing of myeloma cells. To exploit the potent mechanism of T cell immunotherapy yet preserve the favorable drug and dosing properties of therapeutic antibodies, we designed bispecific antibodies that recruit T cells to CD38+ MM cells. Such bispecifics act via a "redirected T cell-cytotoxicity" (RTCC) mechanism because they stimulate targeted T cell-mediated killing regardless of T cell receptor antigen specificity. Unlike other bispecific formats, these antibodies possess a full Fc domain and spontaneously form stable heterodimers that are readily manufactured. Their Fc domain was also engineered to abolish binding to Fcγ receptors (to reduce the potential for nonselective T cell activation), yet preserve binding to human FcRn (to maintain long serum half-life). We first generated a library of humanized and affinity-optimized anti-CD38 × anti-CD3 antibodies and measured their potency using RTCC assays in which antibodies stimulated killing of the human MM cell line RPMI8226 by human T cells. From this screen, we selected two candidates for further assessment. XmAb13243 and XmAb13551 have 21 and 0.2 nM affinities, respectively, for human CD38, and have identical T cell-engaging domains with 8 nM affinity for human CD3. XmAb13243 stimulated RTCC with an EC50 of 2.5 ng/ml (20 pM) after 24 hr, while XmAb13551 had an EC50 of ~100 pg/ml (~1 pM). In contrast to bispecific formats lacking an Fc domain, XmAb13243 and XmAb13551 had long half-lives in mice of ~7.6 and 8.3 days, respectively. Because these bispecifics were optimized for human CD38 and CD3 binding and do not crossreact with mouse antigens, we next evaluated efficacy in immunodeficient SCID mice engrafted with human PBMCs. In this model, engrafted human B cells differentiate into CD38+ plasma cells, which produce high levels of human Ig. Bispecific antibodies dosed at 0.2, 1, and 5 mg/kg, 7 and 15 days after engraftment, suppressed human IgG2, IgM, and IgE to below detectable levels by Day 14 (> 50-fold for IgG2, > 1,000-fold for IgM, and > 80-fold for IgE). Daratumumab at 5 mg/kg was markedly less potent than bispecifics, reducing IgG2 by 2-fold, IgM by 6-fold, and IgE by 3-fold. The control bispecific anti-RSV × anti-CD3 (which binds to T cells but not to CD38+ cells) had no effect on IgG2, IgM, or IgE levels. To investigate activity against an immune response requiring production of new human plasma cells, mice were vaccinated with tetanus toxoid 8 days after engraftment. Anti-CD38 × anti-CD3 bispecifics suppressed human anti-tetanus antibody titers to baseline (> 100-fold), while daratumumab suppressed titers by only 2-fold. We next assessed efficacy in cynomolgus monkeys. Unlike daratumumab, which does not crossreact with monkey CD38, XmAb13243 and XmAb13551 bind to both CD38 and CD3 in monkeys (23 and 0.3 nM, respectively, to CD38, and 6 nM to CD3 for both). We treated monkeys with a single dose of XmAb13243 or XmAb13551 at 2, 5, and 20 μg/kg. T cells were activated within 1 hr, as measured by dramatic increases in CD25 and CD69 activation markers. Within 8 hr, T cells depleted circulating CD38+ cells by > 95% at the 20 μg/kg dose. Our results demonstrate that XmAb13243 and XmAb13551 effectively recruit T cells to kill CD38+ cells in vivo. Our preclinical data in monkeys and humanized mice provide a rationale for clinical testing of anti-CD38 × anti-CD3 bispecific antibodies in patients with multiple myeloma and other CD38+ malignancies. Disclosures Chu: Xencor: Employment, Equity Ownership. Miranda:Xencor, Inc.: Employment, Equity Ownership. Phung:Xencor, Inc.: Employment, Equity Ownership. Chen:Xencor, Inc.: Employment, Equity Ownership. Rashid:Xencor, Inc.: Employment, Equity Ownership. Endo:Xencor, Inc.: Employment, Equity Ownership. Chan:Xencor, Inc.: Employment, Equity Ownership. Pong:Xencor, Inc.: Employment, Equity Ownership. Bonzon:Xencor, Inc.: Employment, Equity Ownership. Muchhal:Xencor, Inc.: Employment, Equity Ownership. Leung:Xencor, Inc.: Employment, Equity Ownership. Bernett:Xencor, Inc.: Employment, Equity Ownership. Moore:Xencor, Inc.: Employment, Equity Ownership. Szymkowski:Xencor, Inc.: Employment, Equity Ownership. Desjarlais:Xencor, Inc.: Employment, Equity Ownership.
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Malin, Joel R., Debra D. Bragg, and Donald G. Hackmann. "College and Career Readiness and the Every Student Succeeds Act." Educational Administration Quarterly 53, no. 5 (June 6, 2017): 809–38. http://dx.doi.org/10.1177/0013161x17714845.
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Purpose: This study addressed the current policy push to improve students’ college and career readiness (CCR) as manifested within the Every Student Succeeds Act (ESSA) and examined CCR policy in the state of Illinois as a case study, noting ways in which provisions for CCR programs prepare all students, including those historically underserved by higher education, to be prepared for education and employment post–high school. Research Methods: A critical analytic approach was undertaken, foregrounding equity. We conducted thematic content analysis of ESSA and Illinois policy, employing a CCR accountability paradigm. Findings: CCR-related content was contained throughout ESSA. Although content varied, themes were identified. Dual enrollment provisions were prominent in ESSA but not the Illinois’ CCR laws; however, science, technology, engineering, and mathematics was emphasized in both. ESSA introduced but did not fully clarify what constitutes a well-rounded education and did not identify particular reporting and accountability provisions, whereas two Illinois’ CCR bills focused on remedial education and the third evidenced a more comprehensive and integrated CCR approach. These findings suggest distinct federal and Illinois’ CCR visions. A more systematic equity focus was evident within ESSA. Implications for Research, Policy, and Practice: ESSA provisions providing new flexibilities to states portend wide variation in emphasis toward, and accountability for, long-standing equity issues. District officials will also likely have substantial flexibility in their administration, design, and implementation of ESSA-funded CCR programming, which may affect educational equity in ways that advantage and disadvantage. We thus provide several cautions and recommendations.