Search

Background: Monoprophylaxis with third-generation nucleos(t)ide analogues (NAs) can be safely adopted in hepatitis B virus (HBV)-positive, liver transplantation (LT) patients after at least 6 months of HBV immunoglobulin (HBIg)+NA. We investigated the efficacy of earlier initiation of post-LT entecavir (ETV) or tenofovir (TDF) monoprophylaxis. Methods: Between September 2011 and January 2017, all consecutive hepatitis B surface antigen (HBsAg)-positive transplanted patients were scheduled to receive HBIg with ETV or TDF for a period related to the risk for HBV reinfection: 1. low-risk patients (HBeAg-negative and HBV DNA < 12 IU/mL before LT) were due to withdraw from HBIg once HBsAg had become negative after a minimum of 7 days of HBIg+NA; 2. high-risk patients were due to receive HBIg for at least 6 months, after which they continued with third-generation NA monotherapy, only. Results: Twenty patients with a median interquartile range (IQR) follow-up of 46 (64-39) months were enrolled in the study (40% receiving ETV, 60% receiving TDF). Two low-risk patients refused early HBIg withdrawal and were therefore treated and analyzed along with the high-risk group. Eventually, there were 2 groups: group A, which included 12 low-risk patients, and group B, which included 8 patients (six high-risk, 2 low-risk). After transplantation, group A and B patients received HBIg+NA for a median (IQR) time of 7 (9-7) days and 9 (13-5) months, respectively. All 20 recipients demonstrated HBV DNA < 12 IU/mL and stable graft function during follow-up. Two patients (10%), 1 from each group, had HBsAg relapse. Notably, both patients who relapsed had hepatocellular carcinoma (HCC) diagnosed before LT and showed very low levels (< 0.25 IU/mL) of HBsAg after recurrence. Conclusion: In low-risk HBsAg-positive recipients, HBIg may be safely discontinued within 2 weeks of LT and replaced by ETV or TDF monotherapy.

This paper investigates data from reports submitted by finance and insurance organisations employing more than 100 persons to the Equal Opportunity for Women in the Workplace Agency, to identify their approach undertaken in implementing equal employment opportunity. This industry is a female-dominated industry but, despite the high numbers of women employed in the industry, there are limited numbers of women in management. This study is different from others in that it identifies issues in one industry and links the organisational approach to equal opportunity with the employment status of women. The issues identified include limited numbers of women in management. The findings show no correlation between the equal opportunity approach used and numbers of women in management.

Occupational segregation by sex is a persistent phenomenon in contemporary labourmarkets, and widely assumed to contribute to ongoing gender earnings inequality. Inspite of continuing change in the occupational composition of labour markets andlegislative efforts to proscribe sex discrimination in employment processes, only limitedchanges in overall indices of occupational segregation have been recorded in Australiaover recent decades. This paper uses disaggregated data to show that even this modestlevel of integration is underpinned by trends that are not unequivocally favourable forwomen. Our analysis emphasises the influence of men?s increased representation inpart-time work, the impact of employment over female share effects, and highlightsincreased feminisation in some areas alongside integrating trends in others. Overall, weemphasise the continuation of marked differences between men?s and women?soccupational distribution, particularly at a disaggregated level.