Closing marks second significant acquisition from RA Capital's Raven incubator in 2024, and first acquisition of a company built by Raven from a technology platform in-licensed from a large pharmaceutical company BOSTON , Dec. 11, 2024 /PRNewswire/ -- RA Capital Management, LP (RA Capital), a multi-stage investment manager dedicated to evidence-based investing in public and private healthcare, life sciences, and planetary health companies, today announced that AbbVie has closed its $1.4 billion acquisition of RA Capital's portfolio company Aliada Therapeutics. Aliada's lead investigational asset is ALIA-1758, an anti-pyroglutamate amyloid beta (3pE-Aβ) antibody, which is in development for the treatment of Alzheimer's disease and is currently in a Phase 1 clinical trial. ALIA-1758 utilizes a novel blood-brain barrier-crossing technology that enhances delivery of targeted drugs into the central nervous system. Johnson & Johnson (through its venture capital arm, Johnson & Johnson Innovation – JJDC, Inc.), RA Capital, and Raven (RA Capital's healthcare incubator) co-founded Aliada and co-led the series seed financing in 2021 to advance the MODELTM platform created by Johnson & Johnson scientists that was licensed to Aliada at its inception. "Congratulations to the Aliada and AbbVie teams and our fellow investors on the close of this transaction," said Joshua Resnick , MD, Senior Managing Director at RA Capital Management and former board director at Aliada. "The acquisition of Aliada is the second significant acquisition of a Raven-grown company this year, joining Novartis' $1 billion upfront acquisition of radiopharmaceutical developer Mariana Oncology in May." "Delivering therapeutics across the blood-brain barrier with a low-volume, subcutaneous injection would be revolutionary for treating Alzheimer's disease and other neurological disorders, and has long been a dream in the field," said Laura Tadvalkar , PhD, Managing Director at RA Capital Management and former board chair at Aliada. "We look forward to following ALIA-1758's progress through the clinic, as AbbVie advances this important medicine for Alzheimer's disease patients." About Raven Raven is RA Capital Management's healthcare incubator. Raven's experienced team of scientists, operators, and innovators bring deep sector expertise, insight and executional capabilities across therapeutics, diagnostics, devices, and services. Raven builds companies: from originating and incubating new ideas to accelerating compelling innovations and rejuvenating promising assets. About RA Capital Founded in 2004, RA Capital Management is a multi-stage investment manager dedicated to evidence-based investing in public and private healthcare, life sciences, and planetary health companies. RA Capital creates and funds innovative companies, from private seed rounds to public follow-on financings, allowing management teams to drive value creation from inception through commercialization and beyond. RA Capital's knowledge engine is guided by our TechAtlas internal research division, and Raven, RA Capital's company creation team, offers entrepreneurs and innovators a collaborative and comprehensive platform to explore the novel and the re-imagined. RA Capital has more than 175 employees and over $10 billion in assets under management. The companies presented herein were selected to demonstrate a potential successful outcome of a company being incubated within our Raven incubator. They are not intended to represent a complete picture of RA Capital's portfolio, its exposures, risks or potential for positive or negative returns. Past performance is not indicative of future results. SOURCE RA Capital Management, LPPHILADELPHIA (AP) — Jalen Hurts may sit out a potential NFC East clincher against Dallas because of the lingering effects of a concussion . The Eagles could also just rest Hurts to play it safe -- even if he’s medically cleared ahead of Sunday’s game -- and protect their franchise QB from additional injury over the final two games. Eagles coach Nick Sirianni kept quiet this week on which QB will start Sunday, in large part, of course, because of the head injury suffered by Hurts in last week’s loss to Washington that forced him into the concussion protocol . The issue was complicated by backup Kenny Pickett’s rib injury suffered in relief of Hurts in his first real game competition in nearly a year. Tanner McKee, the third-string QB, could move into a backup role — or maybe even get the start against the Cowboys. Philadelphia's starting quarterback situation has surged past Saquon Barkley's chase at Eric Dickerson's season rushing record as the most intriguing talking point in the final two games. The Eagles (12-3) appear certain to win the division title — they're two games ahead of Washington (10-5) — and a No. 2 seed in the conference no matter the quarterback headed into the playoffs. Even with an unsettled QB spot, the Eagles are are still 71⁄2-point home favorites to beat division rival Dallas, per BetMGM Sportsbook. Sirianni appreciated that quarterback depth has been a strength for the Eagles. “We feel good about that room,” he said. So why risk Hurts against the Cowboys? There's little reason to make Hurts play only a week after absorbing a pair of blows to the head and the extra week off — maybe two if the finale against the Giants is truly meaningless — could add to his recovery time ahead of a home playoff game. The Eagles were burned in a similar situation last season when Hurts and star wide receiver A.J. Brown were both injured in the final game against the Giants with little at stake. With both players hampered by unnecessary injuries, the Eagles were dumped the next week by Tampa Bay in the NFC wild-card playoff game. The Eagles have options if Hurts is inactive. Pickett was 14 of 24 for 143 yards in relief, throwing a touchdown pass to Brown and an interception. Pickett, a first-round pick out of Pitt in 2022, went 14-10 as a starter for the Steelers before he was traded to the Eagles in the offseason. McKee was the Eagles’ 2023 sixth-round pick out of Stanford. The 6-foot-6, 231-pound quarterback has yet to take a snap in a regular-season game. He's mostly used in practice on the scout team or in developmental periods — at best, he'll stay late after practice to get some reps in with the top receivers. “Every week, every opportunity, it's knowing it could be my shot, my chance,” McKee said. He could finally get that shot against Dallas. Rolling with Rush With the Cowboys out of playoff contention, the questions persist for coach Mike McCarthy about bypassing Cooper Rush for a look at Trey Lance before both QBs hit free agency. McCarthy’s answer hasn’t wavered: Rush gives Dallas the best chance to win. Rush is 4-3 since Dak Prescott’s season-ending hamstring tear after going 5-1 over two previous stints as an injury replacement. That’s 9-4 total. Half the losses came in both of Rush’s starts against Eagles – the last of five games filling in during the 2022 season and the first game this season. “The mindset is to win,” McCarthy said. “We’re going to Philadelphia to win the game.” Barkley watch Barkley leads the NFL with 1,838 yards rushing for the season through 15 games. He still needs two big outings in the final games of the season against Dallas and the New York Giants to top Dickerson and his 2,105 yards for the Los Angeles Rams in 1984. Barkley is 268 yards away from passing Dickerson for the season mark and 162 shy from becoming the ninth player in NFL history with 2,000 yards rushing in a season. He ran for only 66 yards in the first game this season against Dallas. Dallas ranks 28th in the NFL in rushing defense, surrendering 135.9 yards per contest. Philadelphia, behind Barkley’s stellar play, tops the league at 187.9 yards per game on the ground. The Eagles have already have set a team record for yards rushing in a season with 2,818, and they are within four rushing touchdowns of tying the club’s single-season mark of 32, set in 2022. Barkley needs four more rushing touchdowns to tie LeSean McCoy’s Eagles record, set in 2011 and just 33 yards from scrimmage to break McCoy’s mark of 2,146 set in 2013. Seeing double digits Star Dallas edge rusher Micah Parsons needs half a sack to reach double digits in each of his first four seasons despite missing four games with a high ankle sprain, the first injury absence of his career. The 2021 AP Defensive Rookie of the Year would be the fifth player to reach 10 sacks in each of his first four seasons. The other four — Claude Humphrey, Reggie White, Derrick Thomas and Dwight Freeney - are in the Pro Football Hall of Fame. AP Pro Football Writer Schuyler Dixon contributed from Arlington, Texas. AP NFL: https://apnews.com/hub/nfl
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Liverpool power seven points clear, Man Utd crash at WolvesBig Ten opponents match up when the No. 1 Oregon Ducks (11-0) and the Washington Huskies (6-5) square off on Saturday, November 30, 2024 at Autzen Stadium. What channel is Oregon vs. Washington on? What time is Oregon vs. Washington? Oregon and Washington play at 7:30 p.m. ET. Oregon vs. Washington betting odds, lines, spread Odds courtesy of BetMGM Oregon vs. Washington recent matchups Oregon schedule Washington schedule This content was created for Gannett using technology provided by Data Skrive.
Daily Post Nigeria Ogun trains automotive artisans on CNG conversion, maintenance Home News Politics Metro Entertainment Sport News Ogun trains automotive artisans on CNG conversion, maintenance Published on November 30, 2024 By Daily Post Staff The Ogun State government has embarked on the training of automotive craftsmen across the three senatorial districts of the state in new techniques and technology in automotive mechatronics. The training, which was in conjunction with the World Bank funded Ogun State Economic Transformation Project (OGSTEP), involved no fewer than 40 automotive craftsmen in its first phase. The measure, according to the the Ogun State government, is to support and enhance the capacity of artisans in the automotive industry in the state. The training also includes conversion of vehicle engines from petrol to Compressed Natural Gas(CNG). The CNG training component involves the design and installation of CNG fuel systems in compliance with all applicable safety codes and standards. Speaking at one of the practical session, held at Abeokuta, the OGSTEP Skills Sector Project Manager, Mr. Fatai Osunsanya, said that the training program which started three months ago is aimed at upskilling the selected artisans with modern techniques and knowledge in auto maintenance as well as improve the relevance and access to the traditional apprentice training system. The Project Manager said that the training covered, auto-mechatronics, auto-electrical, CNG Conversion, digital literacy, adult literacy and health and safety. Mr Osunsanya further explained that the trainees were selected from all the mechanic clusters across the state to participate in the pilot training programme. The Lead Facilitator, Mr. Osokoya Babatunde, stated that the CNG training initiative was not meant to eradicate the use of petrol but to serve as alternative for vehicles. He advised the participants to put into practice all the new learnings and skills they have learnt during the training programme. Speaking on behalf of the trainees, Mr Haruna Akinfenwa from Abeokuta South Local Government and Mr Sulaimon Oyekanmi from Sagamu Local Government appreciated the organizers of the programme, promising to step down the training to others in their various clusters. Related Topics: CNG ogun Don't Miss NSCDC partners Navy to tackle oil theft on Abia waterways You may like Man allegedly hangs self in Ogun Prison decongestion: 14 inmates regain freedom in Ogun Ogun Chief Judge swears in members of LG election petition tribunal Tension in Ogun LG as inauguration, appointment of Leader of House turn violent Ogun commissioner urges herders to protect livestock with anthrax vaccine NNL: Ogun Government keen to select best players for Gateway United Advertise About Us Contact Us Privacy-Policy Terms Copyright © Daily Post Media Ltd
Alana (not her real name) says she was horrified when her boss shared her private medical information with a room full of strangers and other people working in her industry . Experts say confusing and complicated privacy laws make it hard to define whether acts like this are illegal and even harder to challenge them. Alana lives with postural orthostatic tachycardia syndrome (POTS), a blood circulation disorder that causes her fatigue and regular fainting episodes. Would you tell your boss about your mental health issues? This study shows many wouldn't In August, she was fainting three to four times a day at work. She got used to putting her head down at her desk or sitting on the floor for a couple of minutes while she waited out each episode. Believing it would be best to alert her boss and manager about what was causing her to faint so often, Alana organised a meeting. She says she was still performing well in her role but she chose to disclose her condition believing it could be "alarming" for her managers to witness an episode without understanding what was behind it. Source: Getty / Maskot The meeting was a disappointment for Alana. Firstly, she was told that her POTS wasn't relevant to her work. "I argued that it was and then the advice was: 'Well, don’t tell anyone else in the office. They don’t really need to know this.' That was a weird first conversation," she said. Then in September, Alana was sitting in a forum hosted by her boss, with around 40 people, including others working in the same field and members of the public. Bunnings breached privacy laws with facial recognition technology, commissioner says The forum was focused on the experience of people living with disability and Alana was shocked when her boss said that she understands what the experience of living with a disability is like, referring to Alana’s POTS diagnosis and gesturing towards her. While Alana says she’s not ashamed of her diagnosis, she understands how close-knit her industry is and she’s worried about the possibility of being discriminated against in future workplaces. "While I try and self-manage as much as I can, those symptoms are going to be hard. And so, especially in such a public forum where there were people who worked (in my industry) and all that sort of stuff, I felt quite unsafe in that moment," she said. How doxing and hate speech laws are changing in Australia "I think it was a flippant comment, it was not something she would have even though about twice — but it really had an impact on the way that I thought other people saw me at that point." Alana, 20, says she feels unable to advocate for herself in her workplace and she feels used to diminishing her feelings because she doesn’t want to "make a fuss". The experience has impacted how she feels about staying in her industry in the long-term. 25/07/2024 05:53 Play "If you can’t trust people not to disclose personal medical information that I didn’t consent to being out there and if that can be issued so freely to a group of 40 strangers then yeah, it’s worrying." 'Piecemeal' privacy laws Experts have pointed out issues with Australia’s privacy laws that make it "incredibly difficult" for people to pursue action against employers who may have breached their privacy. Australians now have a new workplace right — but it might not be a 'radical change' Information about a person’s health, sexuality, religious beliefs, criminal record, professional, or trade union memberships are considered sensitive personal information under the Privacy Act, which sets out rules and standards for how this information is collected and handled. Complaints about how an organisation or agency handles personal information can be submitted to the Office of the Australian Information Commissioner (OAIC). However, privacy protection for employees can be patchy. The end of privacy in the digital workplace According to the federal legislation, a private employer’s handling of employee information is exempt from the Privacy Act if it relates to the employment relationship and an employee record held by the organisation about the worker. An employee record is defined as a "record of personal information" including health information, contact details, bank details, salary, sick leave, and tax details. Associate professor Alysia Blackham, an employment law researcher from Melbourne Law School told SBS News that means there is a "massive gap" in how privacy regulation is framed when it comes to employee information. Australia's workers' rights shake-up: Key changes — and what's to come In a recent paper, Blackham pointed to the OAIC's decision not to investigate one employer who allegedly accessed and used an employee’s personal emails and passwords on a work laptop because the laptop and its contents were seen as falling within the employee records exemption. Businesses with an annual turnover of under $3 million a year are also excluded from federal privacy law, except for some like those that provide health services or contractor service providers for the Australian government. According to data from the Australian Bureau of Statistics, 91.9 per cent of businesses had turnover of less than $2 million in the 2022-23 financial year, making the vast majority of businesses exempt from the federal privacy law. Blackham says that while federal law may not cover the release of sensitive personal information, it may be covered by other state or territory legislation. For example, Victoria’s Health Records Act sets out Health Privacy Principles that cover employee personnel records. There are also other ways sensitive employee information may be protected. 'Green light for bad bosses': Unions criticise lobby groups as they seek to axe workplace rights "It might be a breach of the term of your employment contract, for example, to release the information or a term of an enterprise agreement, for example," Blackham said. "But the piecemeal nature of this, that you'd have to look into all these details on a case-by-case basis, makes it really difficult. Most people don't want to go read enterprise agreements and employment contracts." The complexity of disclosing private health information with a workplace is reflected in recent research from Diversity Council Australia (DCA), which found around a third of people with disability choose not to share that information with their employers. When does a dress code become 'unreasonable'? Here's what your boss can and can't ask Of those who choose not to share their disability status, 35 per cent said they did not share it out of fear of being seen less favourably by managers or being overlooked for promotion, 33 per cent said they didn’t trust sharing would result in a positive outcome and 39 per cent said they were concerned about privacy and how the information would be used. Anti-discrimination law, as well as workplace health and safety laws, including new laws that cover psychosocial risk such as job demands, bullying and poor support in workplaces may cover these issues but Blackham says it’s tricky overall for employees to pursue action against employers who may have breached privacy. "One of the real challenges in this area is that we have different rights under labour or employment law, under discrimination law, under privacy law and often they are pursued in different avenues," she said. "It's incredibly difficult to challenge that practice and it's incredibly difficult to know what your rights are and to assert your rights." While the Fair Work Ombudsman sets out best practice guidelines for privacy for employers and managers, these are non-enforceable. The federal government is currently considering amendments to the Privacy Act, including changes to civil penalties for interference with privacy and enforcement. However, changes to the employee record exemption aren’t part of the proposals. Hannah's son was put in a box at school. She's one of many parents calling out the practice Legal recourse Alana is not alone in her experience of having personal information shared by an employer without consent — nor in her apprehension to seek legal recourse for what happened to her. Jenna (not her real name) lives with a chronic health condition and worked in a government department for 20 years. She says after she disclosed her condition to management due to multiple surgeries and hospitalisations, one of her team leaders would loudly discuss the condition at her desk in an open-plan office. Tim wants those who support him to be valued as much as those who care for others Jenna repeatedly asked the manager to stop because she didn’t want her private medical information to spread among colleagues — but the behaviour didn’t stop. Jenna says it was part of a pattern of bullying behaviour from that manager and described the choice to share her private information as a "power play". After quitting the job due to what she described as a "mental breakdown" Jenna says she felt too exhausted and didn’t fully understand her rights, so she didn’t pursue legal action. Credit: Supplied by Michelle Irving "The mental toll was too great, I decided that I couldn’t go through it." Jenna now works as a disability inclusion consultant and says she sees how vulnerable people living with chronic physical disabilities and mental health conditions are in the workplace. "I let so much happen to me that like, if it was me no there’s no way in hell I would allow someone to put up with that kind of thing," she said. 11/09/2024 17:57 Play Avinash Singh is the principal lawyer at Astor Legal. He told SBS News stories like Alana and Jenna's are common and he receives one to two inquiries a week from employees who believe they have had their confidentiality breached. However, Singh says many employees or ex-employees do not have the resources to pursue civil action against an employer. "Unfortunately, the sticking point is generally going down the path of commencing legal proceedings. That tends to be a big hurdle to a lot of people," he said. Workers with multiple sclerosis often keep their condition quiet, new survey shows When to disclose Stigma, discrimination, and privacy considerations make disclosing a chronic illness or disability a fraught decision in workplaces. Michelle Irving, founder of consultation and education company Chronic Illness at Work, says that because of this, many people with chronic conditions will actively try to manage the visible presentations of it. "That’s not great for them and that’s not great for companies," Irving said. Would you tell your boss about your mental health issues? This study shows many wouldn't Irving's personal medical information was shared without consent in a workplace earlier in her career. Living with an autoimmune condition that affected her liver, Irving disclosed her medical information to her manager at the time. Later, an executive assistant confronted her at her desk in their open plan office asking if Irving if she was "an alcoholic". "Firstly, it was deeply shocking. Secondly, it was frightening because suddenly I had shared this incredibly sensitive information about a life-threatening experience I was having," Irving said. 'It doesn't have to be like this' - the stigma around mental health Now, Irving encourages her clients to take specific steps before disclosing medical information to managers, including first establishing with management that they are looking to have a serious medical conversation, having a strong understanding of the outcomes they are looking for and checking the disability and privacy policies of an employer. CEO of Diversity Council Australia Lisa Annese told SBS News that when it comes to disclosure, she wants to see a reframing so that employers see the benefits of becoming more agile and flexible to worker needs, which naturally change over a person’s lifetime. Annese said managers need to understand that "people aren’t robots" and making accommodations for individual needs can build a more loyal workforce. Australians lost around 100 million work hours in one year due to long COVID, study shows Irving said that within workplaces, she has seen what she calls "chronic confusion" about how to treat sensitive personal information and so encourages people leaders to treat information about chronic medical or mental health conditions "as sensitively as they would a domestic violence disclosure". "It’s not to appropriate that process but it is to say we know how to contain deeply sensitive information in an appropriate way, to make adjustments in a working environment without disclosing".
