We were interested in individually identifying neonate mice in order to generate growth charts in response to maintenance of the mice on varied diets. Animal identification methods are widely employed and generally considered safe; however, there are few options available for neonate mice (Table 1) (1–8). Neonates are too underdeveloped to use ear tags, ear notches or microchip responders. Toe tattoo methods can cause tissue damage, which can interfere with motor ability in subsequent behavioral studies. Electric microtattoo systems for neonates are expensive, require a sitting work area, and are prone to misidentification errors if the numbers are read upside down or backwards. It would be cumbersome to repurpose manual forceps-style microtattoo systems for tail identification of neonates as the tail wiggles in the absence of anesthesia and must be precisely positioned between the forceps. Manual devices with a single hypodermic needle would also be cumbersome as the neonate tail is a small moving target. Due to considerable maternal grooming of neonates, temporary marks with a felt tip marker are not feasible because they are removed too quickly. Thus, we developed an easy tail tattoo method that can be used in a small workspace, such as the Arigard hood within the animal housing room, to individually identify neonate mice. The method involves color-coded tattoos of the tail with a manual microblading eyebrow tattoo pen.
Many species of insects have been used in a plethora of scientific studies. 3 Laboratory reared mosquitoes are particularly integral to arthropod-borne disease experiments, especially with the recent emergence in North America of Zika virus in the human population. Aedes is the preferred model for researchers because of their capacity to spread viruses as, Zika, dengue, chikungunya, and yellow fever as well as their relatively short rearing times in a laboratory insectary and the ability to store their eggs for up to 6 mo. At any given the insectary at the Centers for Disease Control (CDC) National Center for Emerging and Zoonotic Infectious Diseases, Division of Vector-Borne Diseases in Fort CO, has 7 different Aedes aegypti strains that are used in a variety of experiments, including vaccine and vector competence research. The maturation process from egg to adult takes approximately 8 d. The 4 stages of development in the mosquito life cycle larval, pupal, Aedes distinct larval are four molting growth the
Due to their small size, high metabolic rate, and large surface to volume ratio, mice are a challenge to work with surgically and pre-operatively. Working with mice that are more susceptible to anesthetic agents, aged, or obese (e.g., diabetic mice), provides even more challenges. In two separate studies, we found simple that supportive care measures during and after surgery improved post-operative outcomes.
Laboratory animal carc and use programs share the challenge of keeping talented and trained staff while adapting to a constant level of staff turnover. A 2005 study by the University of Massachusetts’ Donahue Institute13 found that two-thirds of surveyed programs reported “hiring difficulties” for most of their positions. The same study noted that the majority of organizations reported hiring candidates with “less than the desired minimum qualifications,” in order to meet business needs. On top of this, according to the Society for Human Resource Management9, the average cost to hire can be as high as $5,822 per new employee. These are costly and troubling trends. Through our own personal experiences, we found that people with intellectual and developmental disabilities (IDD) are a viable, often untapped resource of prospective candidates to help meet some of these challenges. Abscena Hunter highlights important data on a printout, while Abdul Doucoure enters the data into an online tracking system. Isabel Grinker (in scrubs) prepares syringes for TB testing while job coach Stefanie Binion (right) and Dr. Joyce Chung watch. Team leaders Melissa Krefski and Nakita Charles process blood samples in the background. Jibril Ahmed (left) and Andrew Butler show Andrew’s job coach Vicky Geiger a new water bottle filling station. Parents of children with disabilities, and resource groups that help support them, often struggle with the future of these individuals and what their lives would or could become as they get older and age out of the security of school and into the realities of adulthood. Ten years ago, the National Eye Institute’s (NEI) Veterinary Research and Resources Section established a program to recruit and retain individuals with IDD into our workplace. Meeting young people with IDD opened our eyes to the possibilities of employment of some of these dynamic individuals in the animal care and use arena. Through participation in community-based activities such as Special Olympics and Best Buddies events, as well as special programs designed to facilitate the placement of individuals with IDD, we have had the good fortune of meeting many individuals whose energy and drive demonstrated tenacity whether on the athletic field or in the work environment. These individuals often possess personal drive, perseverance, and positive charisma that are second to none. In fact, at a holiday event, one young individual had the self-confidence to ask a member of our program where they worked and went on to boldly ask, “Can you give me a job?” From that day on, our program has worked to establish some real and meaningful opportunities for under/unemployed individuals with disabilities. We have had the great fortune of seeing these individuals grow and develop into incredibly valued and valuable members of our workforce. In addition, various local organizations are working with our public and private area schools to better prepare students with disabilities for challenging, meaningful employment in the workforce. Just a generation ago, young men and women with significant IDD would have been segregated and separated from home, family, and community, and placed in massive state-run institutions where their only hope was not to be abused or neglected. It was the only choice for many of them at the time. Some of us may remember the 1972 expose7 by Geraldo Rivera about the Willowbrook State School, a New York state institution, which highlighted the deplorable conditions and lack of opportunities for such individuals. This year, we celebrated the 25th anniversary of the Americans with Disabilities Act (ADA).11 The ADA, as amended, gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. The ADA also ensures equal opportunity for individuals with disabilities for access to businesses, employment, transportation, state and local government programs and services, and telecommunications. The ADA has expanded opportunities for Americans with disabilities by reducing barriers, changing perceptions, and allowing for full participation in community life. It is fitting to remember that in our field in the early 1980s, Clayton F. Cisar, Chief of the Animal Husbandry Division in the Department of Laboratory Animal Medicine at the Uniformed Services University of the Health Sciences (USUHS) in Bethesda, Maryland created an important program and opportunity for a group of disabled workers to work in the USUHS animal care and use program. Additionally, in November 1993, the Laboratory Animal Management Association (LAMA) sponsored an influential seminar entitled “Management, Challenged Employees, and the ADA”. The seminar was presented in conjunction with the 44th AALAS National Meeting in Nashville, TN. The seminar provided poignant presentations on the management of employees with disabilities. The topics covered included sessions on managing physically, mentally, emotionally, developmentally, hearing-impaired, and immunologically challenged employees, as well as facility and legal concerns. These presentations were then published as case studies3 in AALAS’ journal, Contemporary Topics in Laboratory Animal Science. Finally, on July 30, 2010, President Barack Obama issued Executive Order 1354812 mandating major increases in the hiring of individuals with targeted disabilities at both the federal level and, by way of stricter enforcement of Section 503 of 1973 Rehabilitation Act, the federal contracting field.6 Despite the astounding progress for integration, the overall employment outlook for individuals with IDD still remains bleak, with a mere 15–20% being employed, many of them vastly under-employed and making minimum wage. For those who are under-employed there should be an opportunity or path for advancement.
