June 24, 2015







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Genetically Modified Salmon: Coming To A River Near You?

AquaBounty's salmon (background) has been genetically modified to grow bigger and faster than a conventional Atlantic salmon of the same age (foreground.)

AquaBounty’s salmon (background) has been genetically modified to grow bigger and faster than a conventional Atlantic salmon of the same age (foreground.) Courtesy of AquaBounty Technologies, Inc. hide caption

itoggle caption Courtesy of AquaBounty Technologies, Inc.

While the debate over whether to label foods containing GMO ingredients plays out across the country, another engineered food has long been waiting to hit grocery stores: genetically modified salmon.

Produced by Massachusetts-based biotech firm AquaBounty Technologies, the fish is an Atlantic salmon engineered to grow twice as fast as its conventional, farm-raised counterpart. But AquaBounty’s fish has been languishing in the regulatory process: The company has been trying to get the U.S. Food and Drug Administration to approve its salmon for sale for nearly 20 years.

One concern repeatedly raised by critics who don’t want the FDA to give the transgenic fish the green light: What would happen if these fish got out of the land-based facilities where they’re grown and escaped into the wild? Would genetically modified salmon push out their wild counterparts or permanently alter habitat? In a review paper published this month in the journal BioScience, scientists tackle that very question.

Robert H. Devlin, a scientist at Fisheries and Oceans Canada, led a team that reviewed more than 80 studies analyzing growth, behavior and other trait differences between genetically modified and unaltered fish. The scientists used this to predict what might happen if fish with modified traits were unleashed in nature.

Genetically modified salmon contain the growth hormone gene from one fish, combined with the promoter of an antifreeze gene from another. This combination both increases and speeds up growth, so the salmon reach a larger size faster.

Altering a fish’s genes also changes other traits, the review found. Genetically modified salmon eat more food, spend more time near the surface of the water, and don’t tend to associate in groups. They develop at a dramatically faster rate, and their immune function is reduced.

But would these altered traits help genetically modified salmon outcompete wild salmon, while at the same time making them less likely to thrive in nature? It’s unclear, says Fredrik Sundström, one of the study authors and an ecologist at Uppsala University in Sweden. He stresses that we can’t assume genetically modified fish would perish quickly in nature, just because they didn’t evolve there.

It’s analogous, he says, to invasive species. “Invasive species also didn’t evolve in the environment where they are now invading, and they still are able to survive and flourish. We could argue along the same lines with the [genetically modified] fish.”

Despite obvious differences between genetically engineered and wild salmon, predicting what could happen in a real escape is challenging. According to Sundström, “it’s very difficult to predict any ecological consequences before these fish are actually in nature, when it’s kind of too late to do anything about it.”

But how likely is an escape, really?

“Virtually impossible,” says Dave Conley, director of corporate communications for AquaBounty. “We have in essence mitigated all the possible risk scenarios by combining biological and physical methods to reduce those risks to essentially zero,” he tells The Salt via email.

AquaBounty grows its salmon in tanks on land, rather than in open-ocean tanks. According to the FDA’s environmental assessment of AquaBounty’s fish, an additional combination of screens, filters and netting block access to drains and pipes that might provide means of escape.

What’s more, AquaBounty says its salmon will be all-female and sterile, so if they do escape, they will fail to reproduce.

But critics remain unswayed by such assurances. Environmentalists question just how dependable the company’s containment methods are.

As Dana Perls of the environmental group Friends of the Earth points out, “Land-based doesn’t mean not near a river.” A fish egg production facility on Prince Edward Island is located next to an estuary, while another facility in Panama, where the fish are allowed to mature, is close to a river, according to the FDA documents. She calls escapes “an unavoidable consequence” of fish farming.

There are also questions about the process used to render the fish sterile. It carries a very small rate of failure, but if a large number of fish escaped at once, a few fertile fish could introduce the transgenes into the wild population.

Sundström attests that the risk of escape is, for the most part, in the future. “We are expecting very little risk at the moment, because there are very few facilities that actually hold these fish. I think what’s a worry to some people is if it becomes commercialized and you find these kind of fish in millions of hatcheries around the world.”

If that were to happen, he says, the concern is that growers might become lax about containment methods, and then it would just be a matter of time before a fish — or a few — got out.

Sundström says scientists can’t predict with absolute certainty what would happen in the event of an escape. The real world is just too complicated. “You have to accept a certain amount of risk,” he says.

And how much risk is too much? “It’s not my thing to answer.” He says that’s for regulators to decide.

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Yoink! Dad Nabs Foul Ball While Holding Baby At Cubs Game

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It could have been a routine out in foul territory. Instead, a pop-up at a Chicago Cubs game was caught by a dad who was also holding a baby – and the crowd went wild. It didn’t hurt that the fan momentarily robbed the visiting Los Angeles Dodgers of an out.

The play was eventually ruled to be fan interference, as Cubs fan Keith Hartley was found to have reached over into the field to nab the ball before it could land in the glove of Dodgers’ first baseman Adrian Gonzalez.

But Hartley still got a round of applause for focusing on making the catch – and not disturbing his infant son Isaac, who kept enjoying his bottle while his dad lunged over the rain tarp.

The play became instant highlight-reel material for Major League Baseball — although the Los Angeles-based TV announcers who were working the game quickly disapproved.

“Mister, there are bigger things in life than a foul ball,” said one.

But after the play, the Dodgers didn’t seem to mind.

Thanks for the third out, man. pic.twitter.com/xDQxIuaqx9

— Los Angeles Dodgers (@Dodgers) June 24, 2015

Interviewed while he and his wife were sitting in the stands with Isaac, Hartley tells TV network CSN that he was mainly thinking about his young son.

“I was just concerned about him. When we got to these seats, I was like, ‘You know, a foul ball can get on us quickly.’ So, I’m just trying to protect him, and I see the ball coming up — and it just kind of fell in my hand.”

In Chicago, the catch echoed the infamous incident in which Cubs fan Steve Bartman touched a foul ball hit by the Florida Marlins during the 2003 National League Championship Series, keeping a Cubs outfielder from making a play on the ball. In that inning, the Cubs went on to lose a 3-0 lead — followed by both the game and the series.

But in this case, Hartley’s catch didn’t have such lasting effects: The Cubs won yesterday’s game, 1-0.

“It’s not the World Series,” he said. “Hopefully Adrian’s not too upset: he’s on my fantasy team.”

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When Does Workplace Wellness Become Coercive?

ImageZoo/Corbis

ImageZoo/Corbis

Christine White pays $300 a year more for her health care because she refused to join her former employer’s wellness program, which would have required that she fill out a health questionnaire and join activities like Weight Watchers.

“If I didn’t have the money … I’d have to” participate, says White, 63, a retired groundskeeper from a Portland, Ore., community college.

Like many Americans, White gets her health coverage through an employer that uses financial rewards and penalties to get workers to sign up for wellness programs. A small but growing number tie those financial incentives to losing weight, exercising or lowering cholesterol or blood-sugar levels. The incentives, meanwhile, can add up to hundreds, or even thousands, of dollars a year.

Employers say wellness programs boost workers’ health and productivity while helping companies curb rising health care costs. President Obama’s signature health law allows employers to increase those financial incentives. But asking workers to undergo medical exams or give personal medical information is sharply limited by another law, the 1990 Americans With Disabilities Act, which prohibits such questioning — except under limited circumstances, such as by voluntary wellness programs.

So when is a wellness program voluntary, and when do employer incentives cross the line and become coercive?

A proposed rule published this spring by the Equal Employment Opportunity Commission attempts to strike a balance between employers who want to use incentives to drive worker participation and consumer advocates who see penalties as de facto coercion. The plan drew about 300 comments from employers and consumer groups by a June 19 deadline, with plenty of criticism.

The equation tilts too far against workers, said Samuel Bagenstos, a University of Michigan Law School professor. “When … employers can charge you a couple thousand dollars more for refusing to give private medical information, [that] doesn’t sound very voluntary to me.”

Many employers say the proposed rule doesn’t clear up the conflicts between the health law and the ADA. In addition, it restricts their ability to offer rewards, which are needed to “engage employees and their families to be aware of their … lifestyle risks,” said Steve Wojcik, vice president of public policy for the National Business Group on Health.

The EEOC hasn’t set a timetable for issuing a final rule.

Under the proposal, wellness programs would be considered voluntary so long as the employer rewards or penalizes an employee no more than 30 percent of the cost of health insurance for a single worker. Since the average cost for such coverage is $6,025 a year, the 30 percent limit would be about $1,800.

Employers can’t fire workers for declining to participate, nor can they deny them coverage, the proposal says. They also must give workers a notice explaining what medical information will be obtained by the wellness administrator — often a private contractor — and how that might be used.

Some employers say the rule could force them to cut the size of wellness programs’ financial incentives or penalties, particularly for families and smokers. Such limits could mean “advancements in workplace health improvement may come to an end,” wrote the Northeast Business Group on Health, a coalition of large employers, insurers and benefit consultants.

Consumer groups are also unhappy, saying the proposal strips workers of important protections against health or disability-related discrimination by loosening earlier government definitions of what constitutes a voluntary program.

“It walks back people’s rights,” said Jennifer Mathis, director of programs for the nonprofit Bazelon Center for Mental Health Law, a legal advocacy organization for people with mental disabilities.

The health law permits employers to offer incentives or penalties of up to 30 percent of the cost of a health insurance plan — up from 20 percent under a previous regulation — if they set specific health goals for workers, such as quitting smoking or achieving certain results on medical tests. Most employers’ incentives are still well below those levels.

Still, how does that square with the ADA’s restrictions on employers asking for personal medical information? That’s where it gets complicated. The EEOC long defined voluntary wellness programs under the ADA as those where “an employer neither requires participation, nor penalizes employees who do not participate.”

But what constitutes a penalty? Prior to the proposed rule, employers who tried to charge workers the full cost of their insurance, or who barred them from coverage for refusing to participate, could run into trouble, said Sarah Millar, a partner at law firm Drinker Biddle in Chicago.

“What was not clear was at what point between zero and 100 percent [of the cost of employee health coverage], does a program not become voluntary?” she said. “Now, as long as it’s below 30 percent and meets certain disclosure requirements, then a program is still considered voluntary.”

Many employers also asked the administration to allow them to impose penalties of up to 50 percent of insurance costs for tobacco users, which the federal health law allows.

Additionally, employers want to be able to charge workers 30 percent of the cost of more expensive family coverage, if the family is also eligible to participate in the wellness program. That could dramatically increase the dollar amount of the financial incentive or penalty.

But some consumer advocates say the proposed level of financial incentives or penalties is already too punitive.

“Medical questions that an employee may only decline to answer if he or she agrees to pay thousands of dollars more for health insurance can hardly be called ‘voluntary’,” the Bazelon center wrote. The group wants the government to prohibit penalties for those who decline to answer such questions.

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