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The in vivo modified forms of low-density lipoprotein LDL are important for the formation of foam cells and as mediators of the immuno-inflammatory process involved in the progression of atherosclerosis. The recombinant 2C7 scFv was produced in a yield of 9. In addition, compared with untreated cells, lipid accumulation in macrophages was decreased, and the expression of Cd36, Tlr-4 and Cox-2 was downregulated in macrophages treated with 2C7 scFv. In conclusion, our data show that 2C7 scFv inhibits foam cell formation and atherosclerotic plaque development by modulating the expression of genes relevant to atherogenesis. These results encourage further use of this antibody fragment in the development of new therapeutic strategies that neutralize the pro-atherogenic effects of LDL -.

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Los sitios del Gobierno federal frecuentemente terminan en dominios. Good morning, Chair Lipnic and Commissioner Burrows. Thank you for convening this roundtable and inviting me to participate. Before my arrival at UGA in January , I served as the assistant vice president for business administration and director of human resources at Davidson College, a private college in Davidson, North Carolina.

CUPA-HR serves as the voice of human resources HR in higher education, representing more than 31, HR professionals and other campus leaders at more than 2, colleges and universities across the country, including 93 percent of all U.

Higher education employs more than 3. In addition, approximately 50 percent of our membership has reporting and compliance responsibilities under Title IX of the Education Amendments of The primary driver behind our members' efforts to ensure equal opportunity in employment and education, however, is not legal responsibilities, but rather their unwavering commitment to diversity, inclusion, access and equitable practices as a means to achieve excellence in higher education.

We are pleased to join the many industries represented at this roundtable to discuss this critical issue. While helping members build diverse and inclusive workplaces has long been a focus of CUPA-HR, the well-publicized incidents of employment-related sexual harassment and assault that have come to light in the last few years made clear to us that we can and must do more.

For CUPA-HR, this has meant leveraging access to the 30, higher education HR professionals in our membership to harness their expertise, bring greater attention to the problem of sexual harassment and provide additional education on harassment prevention. We have done so by increasing direct member engagement to better identify the challenges and successes our members have faced in fighting sex discrimination.

We have leveraged what we learned via this engagement by making qualitative changes to and significantly increasing the number of member communications, resources and professional educational opportunities on this issue. We also employ this expertise to engage policy makers in an effort to improve applicable laws and regulations.

To be effective and impactful as an association, we must strive to understand the key challenges faced by our member organizations and the actions they are taking to address these challenges. We must also move quickly to create and curate programs, resources and best practices to help our members meet these challenges. Training and heightening awareness will always be important, but we must be committed to creating and sustaining workplace cultures that do not tolerate harassment in any way, shape or form.

Many employers regularly check the training compliance box, but as we have seen played out across the country, checking this box is not enough stop these egregious behaviors. In this blog post, I also emphasized that a precondition of successfully combating harassment is ensuring that the campus environment is one where women can and do have leadership roles.

On April 19, , Lynn A. Clements, Esq. In the webinar, Clements recommended that higher education HR leaders:. In July , the chair of CUPA-HR's national board of directors led the board through an activity to identify current campus challenges related to sexual harassment and assault, and examples of programs and resources used to create a more inclusive campus culture. We facilitated a similar activity with our four region boards.

What we discovered from our work with association leaders include the following:. During those same activities with our national and region boards, we asked them to share important actions being taken on their campuses to address these and other challenges. Their responses included the following:. As mentioned above, we also leverage our members' expertise to provide input to policy makers on possible improvements to laws and regulations. In this regard, we would like to highlight one issue - greater coordination among federal agencies and to the extent possible state and local agencies.

The number and appalling nature of the recent high-profile incidents of sexual harassment and assault has federal, state and local government agencies investigating what steps they can and should take to better address the issue.

We strongly encourage the EEOC to work closely with these other agencies to help ensure consistency and streamline reporting obligations in an effort to avoid unnecessary conflicts, overlap, confusion and undue burdens. For example, we urge the EEOC to work with the National Science Foundation NSF and the National Institutes of Health to ensure that these and similar agencies do not create differing definitions of harassment as part of grantees' reporting obligations.

Similarly, we urge the Commission to work with the Department of Education on how to address circumstances where Title IX and Title VII may overlap and provide guidance on how higher education employers can best navigate these situations. Attached is a copy of those comments. As evidenced by the list, we take very seriously our responsibility to provide communications, resources and programs to help higher education leaders create a more inclusive higher education community and address sexual harassment and assault on campus.

We have also redoubled our efforts on member resources and education, updating and increasing the number of web pages and community forums, online toolkits, webinars and virtual workshops and conference sessions focused on harassment prevention. As noted at the beginning of my testimony, we must be committed to creating and sustaining workplace cultures that do not tolerate harassment in any way, shape or form.

As demonstrated by the work of our leaders, the work of our staff, and my presence here today, CUPA-HR is committed to not only providing resources to address these challenges, but also to helping higher education institutions create and sustain a diverse, inclusive culture where harassment does not occur. El dominio. In the webinar, Clements recommended that higher education HR leaders: Evaluate vulnerable work environments and risky employment practices Audit and update harassment policies Review confidentiality and mandatory arbitration provisions of employment agreements Conduct effective anti-harassment messaging and training Revamp investigative procedures to address contemporary issues and ensure accountability In July , the chair of CUPA-HR's national board of directors led the board through an activity to identify current campus challenges related to sexual harassment and assault, and examples of programs and resources used to create a more inclusive campus culture.

What we discovered from our work with association leaders include the following: The increased willingness of people to speak out has led to a reassessment of the processes for addressing harassment at higher education institutions. Many campuses have also increased the number of employees who are able to quickly and professionally manage the review process. There is much more pressure from leaders, employees, students and parents to quickly resolve claims of harassment and assault.

As we all know, due process is required and cannot always occur as quickly as everyone including the investigators would like. Students and employees are becoming more vocal, including the use of social media, when there is no finding or a finding that is different that the outcome they wanted or expected. They are using social media to challenge the process and the outcomes. Their responses included the following: Using two investigators typically male and female to address claims of harassment or assault.

More frequent use of law firms and other external investigators to investigate claims to help ensure an unbiased and timely review. Weekly meetings of human resources, public safety and those in offices charged with handling claims of sexual harassment and sexual assault. Title IX office leaders spending more time proactively engaging with students and other campus leaders outside of their compliance and investigative responsibilities.

Heightening awareness of bystander intervention and reporting responsibilities for all employees. Thank you again for the opportunity to participate in this roundtable. This session was led by Lynn A.

More than higher education leaders participated in this webinar.

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Los sitios del Gobierno federal frecuentemente terminan en dominios. Good morning, Chair Lipnic and Commissioner Burrows. Thank you for convening this roundtable and inviting me to participate. Before my arrival at UGA in January , I served as the assistant vice president for business administration and director of human resources at Davidson College, a private college in Davidson, North Carolina.

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Mazza provides tax advice to both local and multinationals companies, not only about fiscal planning but also in matters concerning legal representation of clients in provincial municipal and national administrations. Abogada, Universidad del Salvador, graduada en Our mission is to provide clients with high-quality, cost-efficient legal services ,ey. El tratado de Roma y otras normas comunitarias. His legal practice also includes the analysis of the tax impact of investment projects and business activities, and the structuring of tax framework of investments projects.

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