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The Epidemic Diseases Act, 1897
The Epidemic Diseases Act, 1897HR Rahul Saxena
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This document is the Epidemic Diseases Act of 1897 from India. It gives the government broad powers to take measures to prevent the spread of dangerous epidemic diseases. Specifically, it allows the state government to issue temporary regulations for the public if ordinary laws are insufficient. This can include inspecting and segregating those suspected to be infected. It also protects any person acting in good faith under this Act from legal liability. Violating regulations made under this Act is a criminal offense.
One dollar story
One dollar storyHR Rahul Saxena
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The boy asked his father how much he earns per hour and his father replied $10 per hour. The boy then asked for and received $1 from his father. The boy had some additional money, totaling $10, and asked his father if he could use the $10 to "buy an hour of his time" so they could have dinner together, since family is important and time should be spent with those close to you.Handwriting is Barin Writing
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This document discusses the importance and insights that can be gained from handwriting analysis. It states that handwriting provides a window into a person's deepest self and subconscious mind as it is imprinted through unconscious thought processes. Up to 90% of the brain is activated during writing compared to only 15-20% during speech, allowing for deeper understanding. Handwriting analysis can provide understanding of oneself, others, and be used for career insights like recruitment and child development to help nurture strengths and address weaknesses. It suggests exploring these concepts through experience rather than just proof, as spiritual sciences rely more on belief and trust than material sciences.Steven spielberg
Steven spielbergHR Rahul Saxena
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Steven Spielberg showed an early interest and talent for filmmaking, creating short films as a child using his father's camera. He taught himself techniques of visual storytelling. After graduating college, Spielberg's short film "Amblin" attracted the attention of Universal Studios who signed him to a contract. His first major success was the thriller "Jaws" in 1975, which became the highest-grossing film at the time and established him as a top Hollywood director. Spielberg went on to direct many highly successful and acclaimed films across different genres, including "E.T.," "Raiders of the Lost Ark," and "Schindler's List," cementing his status as one of the most influential filmmakers360 Degree Appriasal
360 Degree AppriasalHR Rahul Saxena
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360-degree feedback is a systematic process of collecting performance feedback from multiple sources, including subordinates, peers, managers, customers, and oneself. It involves distributing questionnaires to evaluate an individual on various skills such as leadership, communication, decision-making, and adaptability. Respondents rate the individual on a scale of 1 to 10. The feedback is then compiled and provided individually and to managers. While 360-degree feedback provides a well-rounded view of performance and areas for development, it also faces disadvantages such as lack of openness, excessive stress, and overdependence on bureaucracy.The bamboo
The bambooHR Rahul Saxena
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This story tells of a man who wanted to quit his life. He went to the woods to talk to God and ask for a reason not to quit. God points to a fern that grew quickly and a bamboo seed that showed no growth for years. In the fifth year, the bamboo sprouted and then grew over 100 feet tall within six months. God explains that during those years the bamboo was growing strong roots underground, just as the man has been growing roots during his struggles. God promises to never quit on the man, just as he did not quit on the bamboo. The man leaves realizing God will never give up on him.ESIC Act 1948
ESIC Act 1948HR Rahul Saxena
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This document summarizes the key aspects of the Employees' State Insurance Act of 1948 in India. The act established the Employees' State Insurance Corporation to administer an insurance scheme providing sickness, maternity, and employment injury benefits to employees. It applies initially to all factories with 10 or more employees. The act defines important terms like employee, wages, family, insurable employment and establishes the Corporation to centrally administer the scheme. It outlines the composition of the Corporation board including representatives of central and state governments, employers, employees and medical professionals.Gratuity act with amendment
Gratuity act with amendmentHR Rahul Saxena
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The Payment of Gratuity Act, 1972 provides for a scheme for the payment of gratuity to employees working in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments. Some key points:
- It applies to establishments with 10 or more employees who have worked for at least 5 years. Gratuity is paid at the rate of 15 days wages for each completed year of service.
- Employers must obtain insurance for their gratuity liability or establish an approved gratuity fund, as governed by the Act and rules. Non-compliance may result in penalties.
- The controlling authority appointed by the government is responsible for administering the Act. It can investigate complaintsHR analytics terms you should know
HR analytics terms you should knowHR Rahul Saxena
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HR Analytics terms you should know provides definitions for various terms used in HR analytics. Some of the key terms defined include:
- 360-degree feedback, which involves getting performance ratings on an individual from their direct reports, peers, managers and customers.
- Wellness programs, which aim to keep employees healthy and lower costs associated with absenteeism and health insurance claims.
- Performance management, which is the process of evaluating and developing employee work performance to better achieve organizational objectives.
- Exit interviews, which are conducted with leaving employees to understand their reasons for leaving the organization.
- Employee retention, which involves organizational policies and practices to meet employee needs and encourage them to stay employed.Real stone
Real stoneHR Rahul Saxena
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This document summarizes several gemstones, including:
- Blue sapphire which is said to bring wealth and promotion within a month of wearing.
- Yellow sapphire which is associated with Jupiter and brings luck, prosperity, fertility and good marriages.
- Tourmaline which comes in many colors but is best known in pink, red, green, blue and multicolored varieties.
- Ruby which is a red variety of the mineral corundum and its quality is determined by color, cut and clarity.Silver
SilverHR Rahul Saxena
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Silver is a precious metal that has been used for jewelry design and other applications for centuries. It is found naturally in the earth's crust. There are various levels of purity for silver, denoted by their millesimal fineness percentage of pure silver content. The most common finenesses used are fine silver at 99%, Britannia silver at 95%, sterling silver at 92%, coin silver at 90%, Scandinavian silver at 83%, and German silver at 80% or 83%. Hallmarking and bleach tests can be used to identify the purity and composition of silver items.
Workmen compensation act 1923
Workmen compensation act 1923HR Rahul Saxena
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This document summarizes the Workmen's Compensation Act of 1923 in India. Some key points:
- It provides compensation to workmen and their dependents for injury by accident or occupational disease arising out of and in the course of employment.
- Employers are liable to pay compensation for work-related injuries as per the provisions of the Act. The amount of compensation depends on the nature of injury (death, permanent disablement, temporary disablement).
- It defines terms like employer, workman, wages, occupational disease. Certain diseases are presumed to be occupational if contracted during or after employment in specified occupations.
- The employer must pay compensation as soon as it falls due. If the employerPayment of-gratuity-act-1972
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This document provides definitions for key terms used in the Payment of Gratuity Act of 1972 in India. It defines terms such as "appropriate government", "employee", "employer", "family", and "wages". It also defines what constitutes "continuous service" for determining employee eligibility for gratuity payments. The Act applies to employees working in factories, mines, ports and other establishments with 10 or more employees. It is aimed at providing a gratuity payment scheme for employees in covered organizations.Payment of bonus_act_1965
Payment of bonus_act_1965HR Rahul Saxena
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This document summarizes the Payment of Bonus Act of 1965 in India. The key points are:
1) The Act provides for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to factories and establishments with 20 or more employees.
2) It covers accounting years starting from 1964 and requires computing gross profits, deducting certain expenses, and paying a percentage of the available surplus as bonus to employees.
3) Key terms like accounting year, available surplus, gross profits, employer and employee are defined. Provisions regarding related establishments and computation of profits are also outlined.Payment of wages act 1936
Payment of wages act 1936HR Rahul Saxena
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This document outlines the Payment of Wages Act of 1936 in India, which regulates the payment of wages to certain classes of employed persons. Some key points:
- It applies to payment of wages in factories, railways, and other establishments like mines, plantations, workshops.
- Employers are responsible for paying wages to persons employed by them within a maximum of 10 days from the last day of the wage period.
- Wages must be paid in coins, currency notes, cheque or credited to a bank account with employee authorization.
- Only certain authorized deductions can be made from wages, such as those under a Court order or deductions resulting from penalties imposed for good cause as per employer rules.Minimum wages act_1948
Minimum wages act_1948HR Rahul Saxena
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This document is the Minimum Wages Act of 1948 which provides for fixing minimum rates of wages in certain employments in India. Some key points:
- It gives the appropriate government (central or state) the authority to fix and periodically revise minimum wage rates for scheduled employments.
- Minimum wage rates can be fixed differently based on factors like occupation, work type (time or piece rate), location, age (adult, adolescent, child).
- In fixing rates, the appropriate government consults committees and publishes proposals for feedback, then notifies new rates which come into force after 3 months.
- An Advisory Board is appointed to advise the appropriate government on fixing and revising rates, and a CentralMaternity benefit act_1961
Maternity benefit act_1961HR Rahul Saxena
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This document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1) The Act regulates the employment of women in certain establishments during pregnancy and provides for maternity benefits and other benefits.
2) It applies initially to factories, mines, plantations, and establishments where performances are held. State governments can extend it to other establishments.
3) It prohibits the employment of women 6 weeks before and after delivery. Pregnant women cannot perform arduous work.
4) Women are entitled to paid maternity leave at their normal wages for 12 weeks - 6 before and 6 after delivery. They must have worked 160 days to be eligible.Industrial disputes act_1947
Industrial disputes act_1947HR Rahul Saxena
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This document outlines key definitions from the Industrial Disputes Act of 1947 in India. Some of the main points covered in the definitions include:
- An industrial dispute is defined as any dispute between employers and employees regarding employment, terms of employment, or working conditions.
- Industry is defined broadly as any systematic activity carried out by cooperation between employers and employees to satisfy human wants, whether for profit or not.
- Appropriate government means the central or state government, depending on the type of industry in question.
- Employer includes government departments and local authorities.
- Independent means having no connection to the industrial dispute or affected industry.
So in summary, the definitions section provides legal definitions forIndustrial employement act 1946
Industrial employement act 1946HR Rahul Saxena
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This document provides the contents and preamble of the Industrial Employment (Standing Orders) Act, 1946 of India, as amended over time. Some key points:
- The Act requires employers in industrial establishments to formally define conditions of employment for workers in the form of standing orders.
- It applies to establishments employing 100+ workers, or fewer as notified by states. Some industries are exempt.
- Employers must submit draft standing orders to Certifying Officers within 6 months of the Act applying. Orders must cover matters in the Schedule and conform to any model orders.
- Certifying Officers review drafts and certify final orders or refer to appellate authorities. Certified orders come into force after 30 days unlessEpf act 1952
Epf act 1952HR Rahul Saxena
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This document outlines the Employees' Provident Funds and Miscellaneous Provisions Act of 1952 in India. Some key points:
- It establishes provident funds, pension funds, and deposit-linked insurance funds for employees in factories and other establishments.
- It applies to factories with 20+ employees engaged in specified industries, and other establishments with 20+ employees that the central government specifies.
- It establishes the Employees' Provident Fund Scheme to set up provident funds under the Act. A Central Board administers the funds and performs other functions outlined in schemes and funds.
- It defines terms like employer, employee, basic wages, and establishes the Central Provident Fund Commissioner and other officers to administerTeamwork
TeamworkHR Rahul Saxena
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The document retells and expands on the classic fable of the Tortoise and the Hare through multiple races between them. Each race highlights a different lesson: slow and steady wins; overconfidence can lead to loss; playing to your strengths is key; teamwork allows you to overcome weaknesses by combining strengths. Later passages emphasize additional lessons like never giving up after failure, competing against the situation rather than rivals, and the power of collaboration over individual efforts. The multiple races between the tortoise and hare serve as allegories to explore different aspects of success.Self motivation
Self motivationHR Rahul Saxena
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The story is about a group of tiny frogs that hold a race to climb a very tall tower. The crowd watching doubts that any frog can reach the top as many grow tired and give up. However, one determined frog continues climbing higher until it is the only one to reach the top. It is revealed that the winning frog is deaf, unable to hear the negative comments of others doubting it could succeed. The moral is to remain positive and ignore those who say your dreams cannot be achieved.How to professional at work
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This document provides steps for presenting oneself professionally at work. It discusses being well-groomed, dressed appropriately, following cultural norms of the workplace, and being on time. It also emphasizes maintaining a positive attitude. For communicating effectively, it recommends taking notes in meetings, speaking clearly, using email/phone when possible, and learning from feedback. When interacting with others, it advises avoiding office politics and gossip, being respectful to coworkers, and treating one's boss as a potential mentor.Fitness for all
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The document discusses the importance of fitness and its benefits. It defines fitness as the body's ability to function efficiently and be ready to respond to situations. Physical fitness has two main components - health-related aspects like cardiovascular endurance, strength, and flexibility. And skill-related aspects like agility, balance, power, and speed that are important for sports. Regular physical activity and exercise can improve overall health and well-being by reducing disease risk and allowing one to meet daily demands.How to sell
How to sellHR Rahul Saxena
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This document provides tips for improving sales performance. It outlines six key steps: 1) showing enthusiasm for the product, 2) connecting with buyers by sharing specific stories, 3) positioning product characteristics to match customer motivations, 4) closing the sale with trial questions, 5) regularly reviewing sales performance data, and 6) troubleshooting strategies like changing tactics if sales decline. The overall guidance is focused on understanding the product, relating it to customers, and continuously evaluating and improving sales strategies.
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HPV and Cervical Cancer Prevention, Symptoms and Early Detection (1).pdfCradleChildrenHospit
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HPV is one of the most common sexually transmitted diseases that can impact certain parts of the body including genitals, hands, mouth, and throat. Discover the Symptoms, Prevention and other information of HPV and Cervical Cancer in detail at: https://cradlehospital.com/hpv-and-cervical-cancer/.More Related Content
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Gratuity act with amendment
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The Payment of Gratuity Act, 1972 provides for a scheme for the payment of gratuity to employees working in factories, mines, oilfields, plantations, ports, railway companies, shops or other establishments. Some key points:
- It applies to establishments with 10 or more employees who have worked for at least 5 years. Gratuity is paid at the rate of 15 days wages for each completed year of service.
- Employers must obtain insurance for their gratuity liability or establish an approved gratuity fund, as governed by the Act and rules. Non-compliance may result in penalties.
- The controlling authority appointed by the government is responsible for administering the Act. It can investigate complaintsHR analytics terms you should know
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HR Analytics terms you should know provides definitions for various terms used in HR analytics. Some of the key terms defined include:
- 360-degree feedback, which involves getting performance ratings on an individual from their direct reports, peers, managers and customers.
- Wellness programs, which aim to keep employees healthy and lower costs associated with absenteeism and health insurance claims.
- Performance management, which is the process of evaluating and developing employee work performance to better achieve organizational objectives.
- Exit interviews, which are conducted with leaving employees to understand their reasons for leaving the organization.
- Employee retention, which involves organizational policies and practices to meet employee needs and encourage them to stay employed.Real stone
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油
This document summarizes several gemstones, including:
- Blue sapphire which is said to bring wealth and promotion within a month of wearing.
- Yellow sapphire which is associated with Jupiter and brings luck, prosperity, fertility and good marriages.
- Tourmaline which comes in many colors but is best known in pink, red, green, blue and multicolored varieties.
- Ruby which is a red variety of the mineral corundum and its quality is determined by color, cut and clarity.Silver
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油
Silver is a precious metal that has been used for jewelry design and other applications for centuries. It is found naturally in the earth's crust. There are various levels of purity for silver, denoted by their millesimal fineness percentage of pure silver content. The most common finenesses used are fine silver at 99%, Britannia silver at 95%, sterling silver at 92%, coin silver at 90%, Scandinavian silver at 83%, and German silver at 80% or 83%. Hallmarking and bleach tests can be used to identify the purity and composition of silver items.Workmen compensation act 1923
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油
This document summarizes the Workmen's Compensation Act of 1923 in India. Some key points:
- It provides compensation to workmen and their dependents for injury by accident or occupational disease arising out of and in the course of employment.
- Employers are liable to pay compensation for work-related injuries as per the provisions of the Act. The amount of compensation depends on the nature of injury (death, permanent disablement, temporary disablement).
- It defines terms like employer, workman, wages, occupational disease. Certain diseases are presumed to be occupational if contracted during or after employment in specified occupations.
- The employer must pay compensation as soon as it falls due. If the employerPayment of-gratuity-act-1972
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油
This document provides definitions for key terms used in the Payment of Gratuity Act of 1972 in India. It defines terms such as "appropriate government", "employee", "employer", "family", and "wages". It also defines what constitutes "continuous service" for determining employee eligibility for gratuity payments. The Act applies to employees working in factories, mines, ports and other establishments with 10 or more employees. It is aimed at providing a gratuity payment scheme for employees in covered organizations.Payment of bonus_act_1965
Payment of bonus_act_1965HR Rahul Saxena
油
This document summarizes the Payment of Bonus Act of 1965 in India. The key points are:
1) The Act provides for the payment of bonus to employees in certain establishments based on profits or productivity. It applies to factories and establishments with 20 or more employees.
2) It covers accounting years starting from 1964 and requires computing gross profits, deducting certain expenses, and paying a percentage of the available surplus as bonus to employees.
3) Key terms like accounting year, available surplus, gross profits, employer and employee are defined. Provisions regarding related establishments and computation of profits are also outlined.Payment of wages act 1936
Payment of wages act 1936HR Rahul Saxena
油
This document outlines the Payment of Wages Act of 1936 in India, which regulates the payment of wages to certain classes of employed persons. Some key points:
- It applies to payment of wages in factories, railways, and other establishments like mines, plantations, workshops.
- Employers are responsible for paying wages to persons employed by them within a maximum of 10 days from the last day of the wage period.
- Wages must be paid in coins, currency notes, cheque or credited to a bank account with employee authorization.
- Only certain authorized deductions can be made from wages, such as those under a Court order or deductions resulting from penalties imposed for good cause as per employer rules.Minimum wages act_1948
Minimum wages act_1948HR Rahul Saxena
油
This document is the Minimum Wages Act of 1948 which provides for fixing minimum rates of wages in certain employments in India. Some key points:
- It gives the appropriate government (central or state) the authority to fix and periodically revise minimum wage rates for scheduled employments.
- Minimum wage rates can be fixed differently based on factors like occupation, work type (time or piece rate), location, age (adult, adolescent, child).
- In fixing rates, the appropriate government consults committees and publishes proposals for feedback, then notifies new rates which come into force after 3 months.
- An Advisory Board is appointed to advise the appropriate government on fixing and revising rates, and a CentralMaternity benefit act_1961
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油
This document summarizes the Maternity Benefit Act of 1961 in India. The key points are:
1) The Act regulates the employment of women in certain establishments during pregnancy and provides for maternity benefits and other benefits.
2) It applies initially to factories, mines, plantations, and establishments where performances are held. State governments can extend it to other establishments.
3) It prohibits the employment of women 6 weeks before and after delivery. Pregnant women cannot perform arduous work.
4) Women are entitled to paid maternity leave at their normal wages for 12 weeks - 6 before and 6 after delivery. They must have worked 160 days to be eligible.Industrial disputes act_1947
Industrial disputes act_1947HR Rahul Saxena
油
This document outlines key definitions from the Industrial Disputes Act of 1947 in India. Some of the main points covered in the definitions include:
- An industrial dispute is defined as any dispute between employers and employees regarding employment, terms of employment, or working conditions.
- Industry is defined broadly as any systematic activity carried out by cooperation between employers and employees to satisfy human wants, whether for profit or not.
- Appropriate government means the central or state government, depending on the type of industry in question.
- Employer includes government departments and local authorities.
- Independent means having no connection to the industrial dispute or affected industry.
So in summary, the definitions section provides legal definitions forIndustrial employement act 1946
Industrial employement act 1946HR Rahul Saxena
油
This document provides the contents and preamble of the Industrial Employment (Standing Orders) Act, 1946 of India, as amended over time. Some key points:
- The Act requires employers in industrial establishments to formally define conditions of employment for workers in the form of standing orders.
- It applies to establishments employing 100+ workers, or fewer as notified by states. Some industries are exempt.
- Employers must submit draft standing orders to Certifying Officers within 6 months of the Act applying. Orders must cover matters in the Schedule and conform to any model orders.
- Certifying Officers review drafts and certify final orders or refer to appellate authorities. Certified orders come into force after 30 days unlessEpf act 1952
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油
This document outlines the Employees' Provident Funds and Miscellaneous Provisions Act of 1952 in India. Some key points:
- It establishes provident funds, pension funds, and deposit-linked insurance funds for employees in factories and other establishments.
- It applies to factories with 20+ employees engaged in specified industries, and other establishments with 20+ employees that the central government specifies.
- It establishes the Employees' Provident Fund Scheme to set up provident funds under the Act. A Central Board administers the funds and performs other functions outlined in schemes and funds.
- It defines terms like employer, employee, basic wages, and establishes the Central Provident Fund Commissioner and other officers to administerTeamwork
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油
The document retells and expands on the classic fable of the Tortoise and the Hare through multiple races between them. Each race highlights a different lesson: slow and steady wins; overconfidence can lead to loss; playing to your strengths is key; teamwork allows you to overcome weaknesses by combining strengths. Later passages emphasize additional lessons like never giving up after failure, competing against the situation rather than rivals, and the power of collaboration over individual efforts. The multiple races between the tortoise and hare serve as allegories to explore different aspects of success.Self motivation
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油
The story is about a group of tiny frogs that hold a race to climb a very tall tower. The crowd watching doubts that any frog can reach the top as many grow tired and give up. However, one determined frog continues climbing higher until it is the only one to reach the top. It is revealed that the winning frog is deaf, unable to hear the negative comments of others doubting it could succeed. The moral is to remain positive and ignore those who say your dreams cannot be achieved.How to professional at work
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油
This document provides steps for presenting oneself professionally at work. It discusses being well-groomed, dressed appropriately, following cultural norms of the workplace, and being on time. It also emphasizes maintaining a positive attitude. For communicating effectively, it recommends taking notes in meetings, speaking clearly, using email/phone when possible, and learning from feedback. When interacting with others, it advises avoiding office politics and gossip, being respectful to coworkers, and treating one's boss as a potential mentor.Fitness for all
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The document discusses the importance of fitness and its benefits. It defines fitness as the body's ability to function efficiently and be ready to respond to situations. Physical fitness has two main components - health-related aspects like cardiovascular endurance, strength, and flexibility. And skill-related aspects like agility, balance, power, and speed that are important for sports. Regular physical activity and exercise can improve overall health and well-being by reducing disease risk and allowing one to meet daily demands.How to sell
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This document provides tips for improving sales performance. It outlines six key steps: 1) showing enthusiasm for the product, 2) connecting with buyers by sharing specific stories, 3) positioning product characteristics to match customer motivations, 4) closing the sale with trial questions, 5) regularly reviewing sales performance data, and 6) troubleshooting strategies like changing tactics if sales decline. The overall guidance is focused on understanding the product, relating it to customers, and continuously evaluating and improving sales strategies.Recently uploaded (20)
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Malaria is a life-threatening disease. Its typically transmitted through the bite of an infected Anopheles mosquito. Infected mosquitoes carry the Plasmodium parasite. When this mosquito bites you, the parasite is released into your blood stream.
Phylum : Protozoa
Subphylum : Apicomplexa (Sporozoa)
Class : Telosporea
Genus : Plasmodium
Species : vivax
Plasmodium is one of the most harmful parasites of man.
It is a digenetic, intracellular parasite that lives in the liver cells and RBC of man. (It is extracellular in mosquito).
Its primary host is the female Anopheles mosquito and the secondary host is man. Reservoir host is monkey.
The infective stage is sickle shaped sporozoite and the mode of infection is inoculation.
Four species of Plasmodium cause four types of malaria in man.
They are
i) Plasmodium vivax benign tertian malaria
ii) Plasmodium falciparum malignant tertian malaria
iii) Plasmodium ovale mild tertian malaria
iv) Plasmodium malariae quartan malaria
Of all these four species, Plasmodium vivax is the most common and most widely distributed malaria parasite.
OBJECTIVES AND USE OF ANTIMALARIAL DRUGS
The aims of using drugs in relation to malarial infection are:
(i) To prevent clinical attack of malaria (prophylactic).
(ii) To treat clinical attack of malaria (clinical curative).
(iii) To completely eradicate the parasite from the patients body (radical curative).
(iv) To cutdown human-to-mosquito transmission (gametocidal).
These are achieved by attacking the parasite at its various stages of life cycle in the human host .
Antimalarials that act on erythrocytic schizogony are called erythrocytic schizontocides
Antimalarials that act on pre erythrocytic as well as exoerythrocytic (P. vivax) stages in liver are called tissue schizontocides,
Antimalarials which kill gametocytes in blood are called gametocides.
Severe and complicated falciparum malaria
This includes P. falciparum infection attended by any one or more of
Hyperparasitaemia,
Hyperpyrexia,
Fluid and electrolyte imbalance,
Acidosis,
Hypoglycaemia,
Prostration,
Cardiovascular collapse,
Jaundice,
Severe anaemia,
Spontaneous bleeding,
Pulmonary edema,
Haemoglobinuria,
Black water fever,
Renal failure
Cerebral malaria.
Artesunate: 2.4 mg/kg i.v. or i.m., followed by 2.4 mg/kg after 12 and 24 hours, and then once daily for 7 days. Switchover to 3 day oral ACT in between whenever the patient can take and tolerate oral medication.
or
Artemether: 3.2 mg/kg i.m. on the 1st day, followed by 1.6 mg/kg daily for 7 days. Switchover to 3 day oral ACT in between whenever the patient is able to take oral medication.
or
Arteether: 3.2 mg/kg i.m. on the 1st day, followed by 1.6 mg/kg daily for the next 4 days. Switchover to 3 day oral ACT inbetween whenever the patient is able to take oral medication.
or
Quinine diHCI: 20 mg/kg (loading dose) diluted in 10 ml/kg 5% dextrose/dextrose-saline and infused i.v. over 4 hours, followed by 10 mg/kg.
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