Recently it was shown that water and air stable perrhenate based ionic liquids (ILs) are promising catalysts for oxidation reactions. For a broader application and in the context of green chemistry it is important to study in addition to their technical performance also their potential impact on environment and human health. This paper presents the first account on (eco)toxicological and biodegradation data for a set of ammonium and imidazolium based ILs with perrhenate anions. Fig. 1 Illustration of the ammonium-and imidazolium perrhenates used in the study: [NBu 4 ][ReO 4 ] (1), [BnBnIm][ReO 4 ] (2), [MeHDecIm][ReO 4 ] (3), and [MeBn F Im][ReO 4 ] (4) (Bn = benzyl, Me = methyl, HDec = hexadecyl, Bn F = 2,3,4,5,6-pentafluorobenzyl, and Im = imidazolium).

• A rapid and selective ultra performance liquid chromatography (UPLC) with detector MS/ MS to quantify phyllanthin in rat plasma in 1.5 minutes is described. • Phyllanthin is extracted from a small volume of rat plasma (100 µl) by means of liquid-liquid extraction method. • The validated method was successfully applied to pharmacokinetic studies of oral administration of different phyllanthin formulations to rats. • Phyllanthin from complex with phospholipid showed significantly higher AUC, C max and a longer half-life than that from raw Phyllanthus amarus extract indicating higher bioavailability of the phyllanthin-phospholipid complex.

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This study describe the current situation and some influencing factors in attracting and retaining human resources in subclinical departments of Thu Duc District Hospital during the 2017-2019 period. This study use cross-sectional descriptive with qualitative and quantitative research methods combined. The study was conducted on 150 sub-clinical staffs of Thu Duc District Hospital from May 2020 to September 2020, in addition to verifying the evaluation reports. In the period of 2017 – 2019, subclinical departments had attracted 49 new employees and maintained 99 employees who remained in the workforce. Financial independence had contributed positively to increasing income and creating open policies to attract and retain human resources. In attracting and maintaining human resources in subclinical departments, positive factors were training and development; negative factors included: policies are not specific and leaders had not attached importance to clarify subjects, standard conditions and administration. The hospital need to improve infrastructure and working conditions. Heads of subclinical departments ought to pay more attention to policies to attract and retain human resources. Keywords: Attracting, retaining, human resources, subclinical, district hospital.