Paternal age explains a major portion of de novo germline mutation rate variability in healthy individuals

De novo mutations (DNM) are an important source of rare variants and are increasingly being linked to the development of many diseases. Recently, the paternal age effect has been the focus of a number of studies that attempt to explain the observation that increasing paternal age increases the risk for a number of diseases. Using disease-free familial quartets we show that there is a strong positive correlation between paternal age and germline DNM in healthy subjects. We also observed that germline CNVs do not follow the same trend, suggesting a different mechanism. Finally, we observed that DNM were not evenly distributed across the genome, which adds support to the existence of DNM hotspots

Le partage du pouvoir dans les CEGEP : le rôle du conseil d'administration

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Le Cégep de demain : pouvoirs et responsabilités - Synthèse de la consultation

Comprend des références bibliographique

LES PROGRAMMES D’ACCÈS À L’ÉGALITÉ AU QUÉBEC : UNE CONDITION NÉCESSAIRE MAIS NON SUFFISANTE POUR ASSURER L’ÉGALITÉ DES FEMMES

L’hypothèse de base de ce texte veut que les revendications des femmes en termes d’égalité des droits aient été une condition nécessaire pour mettre en lumière les inégalités vécues par les femmes et ont amené des corrections importantes. Les politiques et les programmes d’égalité des chances ou d’accès à l’égalité s’inscrivent dans cette perspective de correction de ces inégalités. Une seconde hypothèse postule que les revendications des femmes en termes d’égalité des droits sont insuffisantes pour changer la réalité sexuée des marchés de travail. Après avoir tracé un bref historique des revendications des femmes du Québec en matière d’égalité en emploi et après avoir démontré les liens que le mouvement des femmes a eu et a encore aujourd’hui avec l’État, une synthèse des politiques et des programmes mis en place au Québec pour corriger les inégalités vécues par les femmes dans le domaine de l’emploi est présentée. Enfin, dans la dernière partie du texte, il est démontré, à travers les différents enjeux autour de la question des programmes d’accès à l’égalité pour les femmes, que plus ces dernières demandent des mesures correctives, plus l’opposition à de telles mesures s’intensifie. C’est ce qui expliquerait les limites inhérentes aux revendications visant l’égalité entre les hommes et les femmes, particulièrement dans le domaine de l’emploi.The basic premise of this article is that womens' demands for equality of rights have been a necessary condition in identifyng the forms of inequality that women encounter and in making important corrections. Policies and programmes of equality of opportunity or access to equality are part of this correcting of inequalities. A second premise holds that women's demands for equality are not enough to change the sexist reality of the job market. After tracing a brief history of the demands of Quebec women in the area of equality of employment and illustrating the links that the womens' movement has had and still has with the goverment, the authors present a résumé of the policies and programmes elaborated in Quebec in order to correct the employment inequalities that women encounter. Lastly, this article illustrates, through the different considerations surrounding the issue of affirmative action programmes, that the more women demand corrective measures, the greater becomes opposition to such measures. This explains the inherent limits to womens' claims for equality between the sexes, expecially in the area of employment

L’éthique en négociation collective : La perception de conseillères et conseillers syndicaux québécois

La littérature spécialisée est peu loquace sur les règles d’éthique spécifiques à appliquer lors du processus de négociation collective. Cet article tente de dresser un premier portrait de ces règles. Suite à des entrevues auprès de praticiennes et praticiens québécois qui oeuvrent à titre de porte-parole syndicaux dans ce domaine, ce premier inventaire indique que le bilan des écrits actuels néglige certaines facettes de la négociation collective. Les résultats font de plus ressortir que l’éthique en la matière va au-delà de l’application d’une méthode de négociation basée sur les intérêts.A number of authors (Adler and Bigoness 1992; Hébert 1992; Lewicki et al. 1994) have already underscored the relevance of and the need for ethical thinking in collective negotiations, yet this is a subject that has been virtually ignored by the specialist literature. Indeed, a study by Leahy (2001) uncovered less than ten papers written in the last twenty years whose principal subject was the ethical aspect of collective negotiations. Even if the search criteria are extended to include all organizational negotiations, the number of publications is still relatively low.This article takes an exploratory approach and attempts to draw up a basic profile of the ethical rules applicable to collective negotiations in Quebec. It begins by describing the Quebec regulations applicable to ethics in collective negotiations, and goes on to present a survey of past research on the subject, showing that most authors have tended to present ways of negotiating “ethically” (among other things by applying an interest-based negotiation method) or criticisms of certain negotiation tactics (including bluffing), based on either a legal or an ethical standpoint. However, the studies taking the latter standpoint reached different conclusions, in that a given tactic was considered ethical in some cases and unethical in others. Very few of the studies were based on empirical research, and of the handful of empirical studies that were carried out, almost all involved a student population. None involved collective agreement practitioners.The research presented in this article attempts to fill this gap in the specialist literature by gathering the views of front-line players in the collective negotiation process. It compiles all the implicitly expected or implicitly unacceptable behaviours mentioned in interviews with twenty people (ten men and ten women) working as spokespeople in one of Quebec’s largest trade union organizations. The rules of ethics were compiled by reviewing each of the subsystems underlying the collective negotiation process identified by Walton, Cutcher-Gershenfeld and McKersie (1994), namely negotiation of the distributive and integrative content, structuring of inter-group attitudes, and management of internal differences. In addition to a list of the rules of ethics mentioned by research subjects, the compilation also includes a statement of each rule, together with verbatim examples from the interviews.The results of the literature survey show that certain aspects of collective negotiation, such as the management of internal differences, have been neglected by researchers. The limitations of the literature on the subject of rules of ethics are also clear. The list proposed in this article comprises no less than 42 rules of ethics, including keeping one’s word and honesty in negotiations (i.e., no lying or presenting untrue or dishonest documents or facts). In addition, practitioners appear to expect a certain level of professionalism during the collective negotiation process. Interestingly, none of the people questioned felt that bluffing was unacceptable, suggesting that this may, in fact, be an implicitly acceptable behaviour. With regard to the relationship between the parties, the most frequently cited rules were listening to the other party and its representatives, respect for the other party and its representatives, decorum, use of appropriate vocabulary, and refraining from personal attacks and angry exchanges. With regard to relations with principals, the rules of ethics mentioned most frequently were professionalism in dealings with the committee and the people being represented, compliance with and enforcement of the rules governing the right to speak during the distributive phase of the negotiation, and the importance of representing all principals.In addition, the results show that ethics in collective negotiations go beyond the legal obligations imposed by Quebec, and beyond an interest-based negotiation method.The article then discusses some of the limitations of the research, including its exploratory nature, the size of the sample and its use of spokespeople from the same party, and goes on to describe its contributions. From a scientific standpoint, although the research cannot claim to present an exact profile of the ethical role of collective negotiators, it is, to the authors’ knowledge, the first study to employ a descriptive analysis approach in the field of collective or organizational negotiation ethics. In addition, it is centered on a sample of collective negotiation practitioners, unlike most previous work on the subject, which has tended to derive from university or laboratory studies involving students. From a more practical standpoint, our preliminary list of the rules of ethics for collective negotiations clearly illustrates the ethical expectations of practitioners, thus contributing to raising general awareness.The article ends by pointing out that practitioners do not all share the same view of ethics in collective negotiations, and the article then proposes a number of avenues for future research that would lead to a deeper understanding of the topic.La literatura especializada es poco locuaz a propósito de las reglas de ética específicamente aplicables en el proceso de negociación colectiva. Este artículo intenta establecer un primer balance de estas reglas. Basado en entrevistas con profesionales que laboran como voceros sindicales en este campo, este primer inventario indica que los escritos actuales descuidan ciertas facetas de la negociación colectiva. Los resultados destacan además, que la ética en la materia va más allá de la aplicación de un método de negociación basado en los intereses

Évaluation de la conformité à la politique de double vérification sur la feuille d’administration des médicaments en établissements de santé

Résumé Objectif : L’objectif de cet article est de présenter une évaluation pré-post de la conformité à la politique de double vérification sur la feuille d’administration des médicaments en établissements de santé. Mise en contexte : La double vérification est définie comme le fait de confier à une personne la vérification d’une tâche effectuée par une autre personne. Il peut s’agir de deux personnes ayant un même titre d’emploi (p.ex. deux infirmières) ou ayant des titres d’emploi différents (p.ex. un assistant-technique en pharmacie et un pharmacien). On reconnaît que la double vérification favorise une prestation sécuritaire de soins afin de réduire les risques d’incidents ou d’accidents. Après la mise à jour de la politique de la double vérification et sa diffusion auprès du personnel soignant, on note que la conformité globale est passée de 79 % en pré à 69 % en post. On observe une augmentation du nombre moyen de doubles vérifications par patient, qui est passé de 1,0 en pré à 1,4 en post. Conclusion : Cette étude observationnelle pré-post indique une réduction non significative de la conformité globale à la politique de double vérification dans un centre hospitalier tertiaire au Québec, après la mise à jour des médicaments ciblés. Abstract Purpose: The purpose of this article is to present an evaluation of the conformity to a double verification policy for the medication administration sheet used in healthcare establishments before and after the implementation of this policy. Context: Double verification can be defined as entrusting to someone else the act of verifying a task performed by another person. It can involve two people having the same job title (for example, two nurses) or different job titles (for example, a pharmacy technician assistant and a pharmacist). Double verification favors safer delivery of care by reducing the risk of incidents and accidents. After the update of the double verification policy and its diffusion to healthcare staff, it was seen that global conformity to the policy went from 79% to 69%. An increase in the average number of double verifications per patient was observed (from 1.0 to 1.4) Conclusion: This observational study revealed a nonsignificant reduction in global conformity with respect to a double verification policy in a Quebec tertiary care hospital, after the update of targeted substances. Key Words: double verification; medication administration sheet; conformity

Portrait statistique du personnel des cégeps et des universités

"L'Avenir est à l'Egalité"Bibliogr.: p. 2

CNVs identified for each family.

<p>CNVs identified for each family.</p

Summary of DNM found for each twin quartet.

<p>Summary of DNM found for each twin quartet.</p