Classification of epilepsy Sample Clauses

Classification of epilepsy. The most successful diagnosis and management of epilepsy depends upon classifications, with a labelling of ‘epilepsy’ being diagnostically unacceptable; as it covers such a vast myriad of symptoms with differing aetiology. Distinguishing epilepsy subtypes requires consideration of clinical history, observable symptoms and electrophysiological and neuroimaging data. Epileptic seizures interrupt the ‘normal’ functioning of the brain with varying degrees of severity and with exceptionally broad differences in ictal semiology. Typically, a consideration of epilepsy involves division into type of seizure (brain area affected and clinical observations) and type of epilepsy (syndrome) which considers presumed underlying aetiology (based on EEG/MRI findings) and age of onset. The concepts of seizure type and epilepsy syndrome are intrinsically linked. The ILAE has adopted a reasonably utilitarian approach and the 1981 classification of epileptic seizures and the 1989 classification of epilepsies and epilepsy syndromes are still by far the most widely accepted (International and Epilepsy, 1981, International and Epilepsy, 1989). Recently substantive revisions have been proposed, (Xxxx et al., 2010) however the established schemes are the most widely adopted both in research and clinical settings. The new revised terminology will be described alongside the established terminology in each appropriate section below as they provide an up to date reflection of the current debate, despite the established schemes still being the ones used clinically.
Sample 1
AutoNDA by SimpleDocs

Related to Classification of epilepsy

  • CLASSIFICATION OF EMPLOYEES Section 1. A full-time employee shall be deemed to be any employee regularly scheduled to work forty (40) hours per week. A regular employee is one whose employment is reasonably expected to continue for longer than fifteen (15) months.

  • Job Classification When a new classification (which is covered by the terms of this Collective Agreement) is established by the Hospital, the Hospital shall determine the rate of pay for such new classification and notify the local Union of the same. If the local Union challenges the rate, it shall have the right to request a meeting with the Hospital to endeavour to negotiate a mutually satisfactory rate. Such request will be made within ten (10) days after the receipt of notice from the Hospital of such new occupational classification and rate. Any change mutually agreed to resulting from such meeting shall be retroactive to the date that notice of the new rate was given by the Hospital. If the parties are unable to agree, the dispute concerning the new rate may be submitted to arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classification. When the Hospital makes a substantial change in the job content of an existing classification which in reality causes such classification to become a new classification, the Hospital agrees to meet with the Union if requested to permit the Union to make representation with respect to the appropriate rate of pay. If the matter is not resolved following the meeting with the Union the matter may be referred to Arbitration as provided in the Agreement within fifteen (15) days of such meeting. The decision of the Board of Arbitration (or arbitrator as the case may be) shall be based on the relationship established by comparison with the rates for other classifications in the bargaining unit having regard to the requirements of such classifications. The parties further agree that any change mutually agreed to or awarded as a result of arbitration shall be retroactive only to the date that the Union raised the issue with the Hospital. Notwithstanding the foregoing, if as a result of compensable illness or injury covered by WSIB an employee is unable to carry out the regular functions of her position, the Hospital may, subject to its operational requirements, establish a special classification and salary in an endeavour to provide the employee with an opportunity of continued employment. This provision shall not be construed as a guarantee that such special classification(s) will be made available or continued.

  • Change in Classification A change in classification shall not alter a nurse’s accrued seniority for purposes of accrual of benefits or placement in the wage schedule.

  • Classification Plan (a) The Employer and the Union recognize the need to maintain the principles of Pay Equity to evaluate jobs in the Public Service bargaining unit. The parties also agree to apply the Public Service Job Evaluation Plan in accordance with those principles to all bargaining unit positions using the gender neutral plan factors and degrees in the Public Service Job Evaluation Plan. The Public Service Job Evaluation Plan will be used to evaluate positions in the Main Agreement and to determine their appropriate factor ratings.

  • Classification of Goods The classification of goods in trade between the Parties shall be in conformity with the Harmonized System.

  • Classification Changes When the University determines that a revision of a class specification for positions covered by this agreement is needed, and such revision affects the collective bargaining unit designation, the University shall notify AFSCME in writing of the proposed change. AFSCME shall notify the University, in writing, within fifteen (15) days of receipt of the proposed changes, of any comments it has concerning the proposed changes or of its desire to discuss the proposed changes.

  • New Classification Should a new position or new classification be created within the Bargaining Unit during the term of this Agreement, the Employer and the Union will decide the rate of pay. Nothing herein prevents the Employer from filling such positions and having Nurses working in such positions during such negotiations. The salary when determined will be retroactive to the date on which the successful candidate commenced work in that classification.

  • Classification 7.06 Employees who cannot support the Union because of a conscientious objection as determined by the Union’s internal guidelines may apply to the Union in writing.

  • Employee Classification 12.01 The term “

  • JOB CLASSIFICATION AND RECLASSIFICATION 26.01 In order to ensure the appropriate classification of jobs listed under Schedule "A" of the collective agreement, the Parties agree that matters related to the classification of new or existing jobs shall be dealt with in accordance with the Joint Job Evaluation Manual of Procedures forming part of this collective agreement. (Appendix "B").

Time is Money Join Law Insider Premium to draft better contracts faster.