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The importance of children's rights has been acknowledged in national and international legislation. However, educational systems are often slow to listen to children's voices, particularly to children with social, emotional and/or behavioural difficulties (SEBD). This article draws on preliminary findings from research conducted between 2008 and 2011 with students identified with SEBD in mainstream schools in Ireland. The pertinent issues with respect to mainstream schools which provided the impetus for this study include: the policy of inclusion, challenging behaviour, and 'pupil voice'. The most significant themes which have emerged from the data from preliminary analysis are: positive relationships for students especially with teachers, 'attachment' or a sense of belonging within school, leadership and support for initiatives and strategies within the hierarchy of the school, particularly from the principal. [ABSTRACT FROM AUTHOR]

Human growth has caused an unprecedented increase in artificial light at night (ALAN). In coastal habitats, many species rely on day/night cycles to regulate various aspects of their life history and these cycles can be altered by this stressor. This study assessed the influence of ALAN on the early (cyprid) and late (spat) settlement stages of the acorn barnacle Semibalanus balanoides , a species widely distributed in natural and man-made coastal habitats of the North Atlantic. A newly designed settlement plate, originally for studies in rocky intertidal habitats in the southeast Pacific, was adapted to measure settlement rates on man-made habitats -wharf seawalls- located in Atlantic Canada. Plates equipped with a small LED diode powered by an internal battery (ALAN plates) were used to quantify settlement rates in comparison to plates lacking a light source (controls). These plates were deployed for 6 d in the mid-intertidal levels, where adult barnacles were readily visible. ALAN and control plates collected large number of settlers and showed to be suitable for this type of man-made habitats. The number of early settlers (cyprids) did not differ between plates but the number of late settlers (spat) was significantly lower in ALAN plates than in controls. These results suggest that light pollution has little influence on the early stages of the acorn barnacle settlement but is clearly detrimental to its late stages. As barnacles dominate in many natural and man-made hard substrates, it is likely that ALAN also has indirect effects on community structure. • Artificial Light at Night (ALAN) is a threat to natural and man-made coastal habitats. • We assessed ALAN effects on barnacle settlement in a seawall in Atlantic Canada. • ALAN did not alter early settlers but was harmful to late settlers of acorn barnacles. • ALAN may indirectly affect communities associated to this widespread species. [ABSTRACT FROM AUTHOR]

With the current national shortage of Infection Preventionists (IP), we struggle to recruit new and experienced IP practitioners. At the same time, retention of our seasoned IP staff by providing them opportunities for growth, engagement, and value is a challenge. IPs at many institutions in our area feel frozen in their position without opportunities for advancement or financial gain despite many years of practice. We examined options to address these challenging issues at our 305 bed community hospital with a staff of 3 existing IPs. We designed a process to support the goals of recruitment and retention to strengthen our IP program. Using the APIC Competency Model as a guide we created our own Career Advancement Application. A minimum of 2?years satisfactory employment was needed to apply. The Career path was designed to span from Level 1 (Entry level) to Level IV (Expert), with 10 specific skill and knowledge-based requirements for each advancement level. Supporting evidence for each requirement had to be met. Written recommendation from the IP manager was the final step in the approval process. The application was submitted to our IP manager, Director of Infectious Diseases and Human Resources for approval and to assign financial increments. The financial benefits were attached to?each level and budgeted by the Infectious Diseases Department. Two of our employed IP practitioners applied and were approved for advancement to level III and IV respectively, and received their status upgrades as expected. The Career Advancement tool aided in new IP recruitment; was disclosed to new job applicants during their interview process; and helped us add another highly experienced IP to the department. Creation of a formal Career Advancement program for Infection Prevention practitioners proved to be an advantageous recruitment and retention tool which can help other organizations attract and retain experienced IPs. [ABSTRACT FROM AUTHOR]