Aortic arch tortuosity with PHACE syndrome : a rare case scenario

PHACE syndrome is a rare neurocutaneous disorder characterised by an association of infantile haemangiomas with structural anomalies of brain, cerebral vasculature, eye, aorta and chest wall.1 Coarctation of aorta (COA) is most the common cardiac anomaly reported in PHACE syndrome. COA or interrupted aortic arch in PHACE is unique and complex both in location and character compared to the typical coarctation anatomy. Arterial tortuosity of the cerebral vasculature has been well described in literature in PHACE syndrome. We present a rare case of tortuous aortic arch continuing as descending aorta in an infant with PHACE syndrome.peer-reviewe

Developmental programming: Interaction between prenatal BPA and postnatal overfeeding on cardiac tissue gene expression in female sheep

Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/136004/1/em22071.pdfhttp://deepblue.lib.umich.edu/bitstream/2027.42/136004/2/em22071_am.pd

Combination of searches for Higgs boson decays into a photon and a massless dark photon using pp collisions at √s = 13 TeV with the ATLAS detector

A combination of searches for Higgs boson decays into a visible photon and a massless dark photon (H → γγd) is presented using 139 fb−1 of proton-proton collision data at a centre-of-mass energy of √s = 13 TeV recorded by the ATLAS detector at the Large Hadron Collider. The observed (expected) 95% confidence level upper limit on the Standard Model Higgs boson decay branching ratio is determined to be B(H → γγd) < 1.3% (1.5)%. The search is also sensitive to higher-mass Higgs bosons decaying into the same final state. The observed (expected) 95% confidence level limit on the cross-section times branching ratio ranges from 16 fb (20 fb) for mH = 400 GeV to 1.0 fb (1.5 fb) for mH = 3 TeV. Results are also interpreted in the context of a minimal simplified model

Impact of marble waste as coarse aggregate on properties of lean cement concrete

Marble industry produces large amount of waste during mining and processing stages. This waste is dumped on to open land which creates a lot of environmental problems. The main objective of this study was utilization of marble waste as a replacement for conventional natural coarse aggregate in concrete. Experimental investigations were carried out to examine the feasibility of use of marble waste as a coarse aggregate in concrete. Conventional natural coarse aggregate was replaced by marble aggregate in different percentages 0–100% by weight. The concrete formulations were prepared with a constant water–cement ratio 0.60. It was observed that workability of concrete mixes containing marble aggregate was 14% more than that of control concrete. The average compressive strength of all the concrete mixes containing marble aggregate increased by 40% and 18% at 7 and 28 days, respectively

Impact of fire on mechanical properties of concrete containing marble waste

Concrete mixes with 75% fraction of coarse aggregate obtained from marble mining waste and 25% with conventional coarse aggregate were designed by particle packing density approach. The variations in mechanical properties of concrete exposed to real standard fire were investigated in a temperature range of 200–800 °C. Properties like compressive strength, ultra-sonic pulse velocity values, loss of mass in concrete specimens did not show any adverse impact at elevated temperature up to 400 °C. Water absorption in marble concrete mixes was less than that of control mixes. In all it was concluded that the mechanical properties of concrete mixes produced from marble waste were found to be satisfactory after fire exposure up to 400 °C. Concrete started deteriorating increase in temperature beyond this value. Keywords: Concrete, Marble waste, Fire, Mechanical propertie

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Not AvailableSuccessful treatment of two cases of Cystic ovarian degeneration in camels is reportedNot Availabl

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Not AvailableThe testes are normally in the scrotum or just after birth in most of the domestic livestock. The incidence of cryptorchidism i.e. failure to descend of one or both testes is higher in horses followed by pigs and least in cattle (Arthur et al., 1989). In camels the development of scrotal sac and descent of testes occurs after birth between 66 and 296 days and this process has been reported to be influenced by the ambient temperature (Bissa et al., 1988). Incidence of cryptorchidism was reported by Kohli and Verma (1981). The cryptorchidism may occur due to disordered endocrine secretion and could also be due to genetic abnormality (Arthur et al., loc. cit.). A case of cryptorhid camel belonging to Bikaneri breed of India is reported in this article. This animal was born at N.R.C. on Camel. The scrotal sac of the cryptorchid camel was rudimentary without testicles. It exhibited symptoms of rut viz. restlessness, aggressiveness, grinding of teeth, gurgling sound, ejection and blowing of soft palate oozing of acrid dark brown secretions from the poll glands during breeding season after attaining puberty and also mounted females for mating. Attempts to collect semen in artificial vagina from the animal were successful. The camel exhibited normal libido. During breeding season ejaculation time was 4.0 ? 0.5 min. which was almost similar to ejaculation time reported by Rai et al., (1988) for normal camel studs. In all 8 semen samples were collected. The volume of ejaculates varied from 3.7 to 4.0 ml. The semen was grayish in color, thin viscid with mild gel. The pH varied from 8.0 to 8.5. The microscopic examination revealed azoospermia and the volume was comparatively lesser than in the breeding season (average 2.2 ml). The sexual behaviour was comparable to the behaviour of normal camel studs during non breeding season reported by rai et al., (1996).Not Availabl

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Not AvailableThe Indian Council of Agricultural Research (ICAR) has been laying emphasis and greater focus on Training and Capacity Building of all categories of ICAR employees (Scientific, Technical including Drivers, Administrative including Finance and Stenographer Grades, and Skilled Support Staff) since 2014. In order to develop a system of training and giving appropriate direction, speed and scale to the Training and Capacity Building of employees, ICAR appointed Assistant Director General (HRM) in 2014 as Training Manager as per National Training Policy - 2012 of GoI and created HRM Unit at ICAR Headquarters in September, 2014 which started developing Institutionalized System of Training in ICAR, and formulated and implemented ICAR HRM Policy: Training and Capacity Buildingî with the help of NAARM, Hyderabad and other ICAR-Institutes. Special focus is being given for training and capacity building of those categories of employees who were never considered for any kind of effective training in the past. For the first time in ICAR, many strategic initiatives were taken like implementation of Systematic Approach to Training through Training Needs Analysis (TNA); Design, Development, Implementation, Evaluation, and Impact Assessment of Training. First time, ICAR-Institutes/HQs identified 253 training need areas for all categories of employees; developing Annual Training Plan (ATP) and organized large number of new specialized training programmes for Technical Staff, HRD Nodal Officers, Scientific Staff, Administrative Staff, Stenographer Grades, Farm Managers, Guest House Incharges/Caretakers, regular Drivers and Skilled Support Staff. Besides for the first time, Senior Executive Development Programme for Senior Officers of ICAR was organized with international exposure visits of multidisciplinary Scientific and Administrative staff together. ICAR is not only arranging training programmes for the serving employees of all categories but also providing opportunity of training for retiring employees for better, peaceful and healthy post-retirement life. During the initial phase of implementation of Policy (2014-16), many perceptible changes were noticed in the ICAR system which became more explicit during the effective phase of Policy implementation (2016-18). On average of 2 years basis, the number of employees trained were 2617 and 3871 during 2014-16 and 2016-18, respectively as compared to 2409 during 2013-14. Based on the feedback of 2211 Trainees and their respective Reporting Officers of 106 ICAR-Institutes, the overall Impact of training was assessed as Considerable - Great Extent based on the parameters specified by DoPT, GoI. The HRM Initiatives and Accomplishments of ICAR during 2014-18 have been ascribed to valuable guidance and support received from Dr S Ayyappan, Former Secretary, DARE & DG, ICAR in the initial phase; and later from Dr T Mohapatra, Secretary, DARE & DG, ICAR and Sh C Roul, Special Secretary, DARE & Secretary, ICAR in the effective phase of Policy implementation. It is noteworthy to mention the support and contribution of all Deputy Director Generals; Assistant Director Generals; Directors of ICAR-Institutes with special mention of all the Directors of NAARM who contributed during this period; and all HRD Nodal Officers of ICAR-Institutes without which the Initiatives could have not been turned into the Accomplishments.Not Availabl