Despite their identification more than 100 years ago by the French scientist Charles-Marie Benjamin Rouget, microvascular pericytes have proven difficult to functionally characterize, due in part to their relatively low numbers and the lack of specific cell markers. However, recent progress is beginning to shed light on the diverse biological functions of these cells. Pericytes are thought to be involved in regulating vascular homeostasis and hemostasis as well as serving as a local source of adult stem cells. To further define the properties of these intriguing cells, we have isolated pericytes from transgenic mice (Immortomouse®) harboring a temperature-sensitive mutant of the SV40 virus target T-gene. This Immortopericyte (IMP) conditional cell line is stable for long periods of time and, at 33°C in the presence of interferon gamma, does not differentiate. Under these conditions IMPs are alpha muscle actin-negative and exhibit a pluripotent phenotype, but can be induced to differentiate along both mesenchymal and neuronal lineages at 37°C. Alternatively, differentiation of wild type pericytes and IMPs can be induced directly from capillaries in culture. Finally, the addition of endothelial cells to purified IMP cultures augments their rate of self-renewal and differentiation, possibly in a cell-to-cell contact dependent manner.
An emerging area of law is developing regarding sex/gender identity discrimination, also referred to as transgender discrimination, as distinguished from discrimination based on sexual orientation. A transgendered individual is defined as “a person who has a gender-identity disorder which is a persistent discomfort about one’s assigned sex or a sense of belonging to the other sex.’ While Title VII of the Civil Rights Act of 1964 or it amendments do not provide protection from discrimination for individuals based on sexual orientation, transgender, or transvestites, there are a growing number of state, cities, and counties with transgender explicit non-discrimination laws. In addition to the above private employers, colleges and universities and collective bargaining agreements prohibit discrimination against transgendered people. While Title VII does not protect transgendered people, some federal courts have broadly interpreted Title VII’s prohibitation against sex discrimination as including transgendered people on the basis of the concept of “sex stereotyping” as a form of sex discrimination protected by Title VII. Additionally, the state courts of Massachusetts and New Jersey have held that transsexual people are protected under state disability laws. Human Resource Managers need to be sensitive to issues that can arise as a result of an employee making a sex change transition with respect to the following: 1) bathroom and dressing room usage; 2) dress codes; 3) identification and records changes; and (4) health benefits. Additionally, the transgendered employee, supervisory management and coworkers each have responsibilities to see that the transgendered transition is done respecting the rights of all concerned. As to the future, legal status of transgendered employees, transgender advocates should seek to change the existing laws; and if the existing law has sexual orientation protection, these laws should be written in such a way as to expressly include transgendered individuals. Additionally, transgender advocates should seek the voluntary cooperation of employers.
<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">To avoid successful sexual harassment claims against them, companies must work to prevent harassment from occurring through an effective sexual harassment policy, work to train employees through well designed programs for all levels of the organization, and promptly respond to any employee complaint.<span style="mso-spacerun: yes;"> </span>This article provides guidance for employers in these activities.</span></span></p>
<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">Presently before Congress is the proposal <span style="text-decoration: underline;">Employee Free Choice Act</span> which would amend the National Labor Relations Act in the following ways:<span style="mso-spacerun: yes;"> </span></span></span></p><p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">(1)<span style="mso-spacerun: yes;"> </span>By requiring employers to recognize a union after a majority of employees sign authorization cards for union representation.<span style="mso-spacerun: yes;"> </span>Under the present system the employer is not required to recognize the union on the basis of authorization cards and can ask for a secret ballot election conducted by the National Labor Relations Board.<span style="mso-spacerun: yes;"> </span></span></span></p><p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">(2)<span style="mso-spacerun: yes;"> </span>Provide for mediation and arbitration if the parties are not successful in negotiating a first contract after the union is recognized.<span style="mso-spacerun: yes;"> </span>The present system does not provide for mandatory impasse resolution procedures for first contract negotiations.<span style="mso-spacerun: yes;"> </span></span></span></p><p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">(3)<span style="mso-spacerun: yes;"> </span>Authorize civil fines of up to $20,000 per violation and awards to employees discharged for union activities of<span style="mso-spacerun: yes;"> </span>“three times back pay.”<span style="mso-spacerun: yes;"> </span>Under the present law fines for violating the law are much smaller than the proposed legislation and workers can only get back pay, les than what they earned from other employment, during the period after they were wrongfully discharged.<span style="mso-spacerun: yes;"> </span></span></span></p><p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt; mso-pagination: none; mso-layout-grid-align: none;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">Over the past thirty years there has been an increasing inequality of income distribution in the United States and an erosion of employer provided health care and pension benefits for non-union as well as union employees.<span style="mso-spacerun: yes;"> </span>Strengthening the ability of workers to unionize will have a spillover impact on the members of the middle class, non-union and union in terms enhancing real income gains, as well as preserving and enhancing existing pension benefits and health care.<span style="mso-spacerun: yes;"> </span></span></span></p>
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