The Trainee Poster Session will be held on Friday, October 4, 2024 during the evening reception with judging also occurring during the reception.

It is expected that the Presenting Author will present the same work described in the abstract, with the same title and general content. In addition, it is expected that the Presenting Author will be present at their poster throughout the session for questions and discussion with conference attendees. 

As a reminder, posters must be previously unpublished work and remain unpublished until or after October 5, 2024.

Poster Formatting Guidelines:

Dimensions: 

The poster stands are vertical, with dimensions of 94 cm wide by 191 cm tall. The maximum size for your poster is 90 cm wide by 135 cm tall. Implements for hanging will be available from the conference staff.

Design:

Keep materials clear and concise.

Produce material that is legible from a distance of at least three feet.

Use large print and shade or color block letters when possible.

For legibility, a minimum font size of 28 points and a maximum of 600 words are recommended.

Use a layout for your poster that follows the main headings used in your abstract (i.e., Purpose, Methods, Results, and Conclusion).

Please send any questions or concerns to CorneaCOE@meei.harvard.edu. 

Listed by Location

Historical Downtown

Hotel Ouro--https://www.mystoryhotels.com/pt/my-story-hotel-ouro/ 

Hotel Rossio--https://www.mystoryhotels.com/pt/my-story-hotel-rossio/  

My Story Tejo Hotel--https://www.mystoryhotels.com/pt/my-story-hotel-tejo/  

Hotel Augusta--https://www.mystoryhotels.com/pt/my-story-hotel-augusta/  

My Story Figueira Hotel--https://www.mystoryhotels.com/pt/my-story-hotel-figueira/ 

Center Lisbon

Olissippo Marquês de Sá--https://www.olissippohotels.com/en/Hotels/Marques-de-Sa/Bedrooms.aspx 

Grand Altis Hotel--https://www.altishotels.com/EN/HotelAltisLisboa/5-star-accommodation/ 

Altis Avenida--https://www.altishotels.com/EN/HotelAltisAvenida/ 

Tivoli Avenida da Liberdade--https://www.tivolihotels.com/en/tivoli-avenida-liberdade-lisboa 

Porto Bay Liberdade--https://www.portobay.com/en/hotels/lisbon-hotels/portobay-liberdade/ 

PortoBay Marquês--https://www.portobay.com/en/hotels/lisbon-hotels/portobay-marques/ 

Ajuda

Hyatt Regency Lisboa--https://uip.pt/pt-pt/hoteis-e-resorts/hyatt-regency-lisboa/ 

Vila Galé Opera--https://www.vilagale.com/br/hoteis/costa-de-lisboa/vila-gale-opera 

Belém - Near the Foundation

Palácio do Governador--https://www.nauhotels.com/en/nau-palacio-do-governador 

Altis Belém--https://www.altishotels.com/EN/HotelAltisBelem/Luxury-Hotel-Lisbon/ 

Jerónimos 8--https://www.almeidahotels.pt/en/hotel-jeronimos-in-lisbon/ 

Near the Sea 

Vila Galé Paço de Arcos--https://www.vilagale.com/en/hotels/lisbon-coast/collection-palacio-dos-arcos 

Hotel Praia Mar Carcavelos--https://hotelpraiamarcarcavelos.com-hotel.com/en/ 

Harvard Medical School (HMS) and Mass Eye & Ear (MEE) are firmly committed to maintaining an environment free from discrimination and sexual harassment.

It is the strong and consistent policy of HMS and MEE to treat all members of the HMS/MEE community with respect, to provide an environment conducive to learning and working, and to ensure equal access to rights, privileges and opportunities without regard to race, color, sex, sexual orientation, gender identity, religion, age, national or ethnic origin, political beliefs, veteran status, or disability. Discrimination on the basis of these characteristics is inconsistent with these principles and violates obligations of nondiscrimination imposed by law and hospital policy.

Harassment in the workplace is unlawful and will not be tolerated. Harassment is defined as any conduct that denigrates or shows hostility or aversion to a person because of race, sex, religion, creed, color, national or ethnic origin, age, disability, military status, marital status, sexual orientation, gender, gender identity or expression, genetic information, pregnancy or a condition related to pregnancy or any other characteristic protected by law where such behavior has the purpose or effect of 1) creating an intimidating, hostile, or offensive work environment, or 2) unreasonably interfering with an individual’s work performance or adversely affecting an individual’s employment opportunities. Examples of conduct that may violate this policy include, but are not limited to:

·        Using racial epithets, slurs, or other negative stereotyping

·        Jokes or pranks that focus on a protected characteristic

·        Circulating or displaying written or graphic material – whether placed on walls, bulletin boards, or elsewhere on the employer’s premises, circulated in the workplace, or sent through electronic transmission, including but not limited to email, social networking sites, text messaging, fax, internet, or voice mail systems – that denigrates or shows hostility or aversion toward a person or a group because of a protected characteristic

·        Threatening, intimidating or hostile acts towards an individual because of a protected characteristic

HMS/MEE prohibits discrimination and harassment on the basis of actual or perceived sexual orientation, gender identity, or gender expression. We include “gender identity” to clarify that discrimination against transgender individuals is prohibited in the hiring process and the work environment.

Sexual harassment may occur regardless of the intention of the person engaging in the conduct. While it is not possible to list all circumstances that constitute sexual harassment, the following are some examples of conduct, which, if unwelcome, may constitute sexual harassment, depending upon the totality of the circumstances, including the severity of the conduct and its pervasiveness:

·        Sexual advances, whether or not they involve physical touching

·        Requests for sexual favors in exchange for, or to prevent the denial or withholding of, actual or promised job benefits such as favorable reviews, salary increases, promotions, increased benefits, or continued employment

·        Sexual jokes

·        Use of sexual epithets, written or oral references to sexual conduct, gossip regarding one’s sex life

·        Comments on an individual’s body

·        Comments about an individual’s sexual activity, deficiencies or prowess

·        Displaying sexually suggestive objects, pictures, cartoons

·        Leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments

·        Inquiries into one’s sexual experiences

·        Discussions of one’s sexual activities

·        Assault or coerced sexual acts.

·        Sexual harassment is particularly serious when someone is perceived to be in a position to exercise professional power and directs the inappropriate behavior towards a subordinate such as subordinate staff, student or trainee.

·        Sexual harassment can be perpetrated by any gender against any gender.

Individuals who have questions, concerns or complaints related to harassment can file a grievance with MEE through the Regional Vice President of Human Resources for Specialty Hospitals, at 617-573-3004. Additionally, an anonymous complaint can be made by calling the Compliance Helpline (1 (800) 856-1983).

When a violation of this policy is reported or if an investigation is otherwise warranted, the allegation will be investigated fairly and promptly. The investigation will be conducted in a manner that maintains confidentiality to the extent practicable under the circumstances. The investigation will generally include an interview with the person filing the report (Reporter), the person about whom the complaint is made (Respondent) and other knowledgeable individuals, as appropriate.

Individuals who violate this policy will be subject to corrective action. Depending upon the nature and severity of the conduct, Mass Eye and Ear may terminate the employment and/or medical staff appointment, bar the violator from attending future HMS/MEE events, and/or contact local law enforcement.

Individuals may also notify the NIH (https://public.era.nih.gov/shape/public/notificationForm.era or 301-480-6701) or file a complaint with the U.S. Department of Health and Human Services, Office for Civil Rights, electronically through the Office for Civil Rights Complaint Portal, or by mail or phone at:

U.S. Department of Health and Human Services

200 Independence Avenue, SW

Room 509F, HHH Building

Washington, D.C. 20201

1-800-368-1019, 800-537-7697 (TDD)

https://www.hhs.gov/ocr/complaints/index.html

Filing a complaint with the conference organizer is not required before filing a complaint of discrimination with HHS OCR, and seeking assistance from the conference organizer in no way prohibits filing complaints with HHS OCR. 

Funding for this conference was made possible (in part) by 1R13EY036277-01A1 from the National Eye Institute. The views expressed in written conference materials or publications and by speakers and moderators do not necessarily reflect the official policies of the Department of Health and Human Services; nor does mention by trade names, commercial practices, or organizations imply endorsement by the U.S. Government.