GPCR Classification Sample Clauses

GPCR Classification. Further classification of the GPCR superfamily based on sequence homology and phylogenetic analysis yields five main subfamilies, Glutamate, Rhodopsin, Adhesion, Frizzled/Taste2 and Secretin (Fredriksson et al. 2003). The Rhodopsin family, also commonly referred to as class A (Xxxxxxxxxx 1994), is named for the first 7TM receptor identified, rhodopsin, the visual receptor for light (Xxxxxxxx et al. 1983; Ovchinnikov Iu et al. 1983). Approximately 90% of all GPCRs are members of the Rhodopsin family, more than half of which are olfactory receptors (Munk et al. 2016). While receptors in the Rhodopsin family typically have a short NT, their 7TM configuration and ligand preference are quite heterogeneous (Xxxxxxxxxx and Schioth 2008). The Secretin family of GPCRs contains 15 members, all of which contain an extracellular hormone-binding domain and bind peptide hormones. Secretin family members share relatively high homology, and contain several conserved residues (Xxxxxxxxxx and Schioth 2008). Contrary to the Rhodopsin receptors, much of the variation within the Secretin family occurs in the NT domain. The Adhesion family is the second largest family of GPCRs in humans, containing roughly 4% of all GPCRs. Adhesion receptors contain a variety of functional domains and nearly all members have long and diverse N-termini (Bjarnadottir et al. 2004). The most characteristic feature of Adhesion GPCRs is the GPCR proteolytic site (GPS) domain which acts as an intracellular autocatalytic processing resulting in two non-covalently attached fragments of the receptor (Xxxxxxxxxxx et al. 1997). The Adhesion and Secretin families are often categorized together into class B type receptors (Xxxxxxxxxx 1994). In addition to eight metabotropic glutamate receptors, the Glutamate, or class C, family of GPCRs includes GABAB receptors, calcium-sensing receptors, taste receptors and seven orphan receptors (Bjarnadottir, Fredriksson, and Schioth 2005). Glutamate family members share two unique features, they possess an unusually large extracellular NT domain containing a Venus flytrap motif, and they form constitutive dimers (Rondard et al. 2011). The last family of receptors, the Frizzled/Taste2 receptors are also referred to as class F and T, respectively (Xxxxxxxxxx 1994). The Frizzled family consists of 10 Frizzled receptors and Smoothened, originally identified in drosophila (Xxxxxx and Xxxxx 1987; Xxxxx et al. 1994). Frizzled family members are atypical in that their canonical ...
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Related to GPCR Classification

  • Work in Higher Classification Employees working in a higher classification for more than four (4) hours in duration shall be paid at the higher rate of pay for the entire shift.

  • Higher Classification (a) In the event a classification review results in a position being reclassified at a higher level, the employee presently filling the position shall, if qualified, be assigned to the position at the higher level at a rate of pay which is equal to or higher than his or her current rate of pay.

  • 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.

  • 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.

  • Work in a Higher Classification Any employee who is assigned by his/her supervisor to a vacant position in a higher grade for a period of more than thirty (30) days shall receive the salary rate for the higher position from the first day of the appointment, provided such assignment has the prior approval in writing of the Appointing Authority or his/her designee. The approval of the Appointing Authority or his/her designee shall take effect as of the first day of the assignment. Any assignment to a vacant position in a higher grade must be in writing to be valid.

  • JOB CLASSIFICATIONS For the purpose of this Agreement the following classifications will be applicable:

  • New Classifications If a new classification is created within the bargaining unit, the Employer agrees to meet with the Union and negotiate a rate of pay for this new classification. If the parties cannot reach agreement, at the request of either party, the matter shall be submitted to the arbitration procedure in Article 26 of this Agreement.

  • New Job Classifications 11.1 Whenever the Company determines it appropriate to create a new job classification in the bargaining unit, it shall proceed as follows.

  • Employee Classification 12.01 The term “

  • Promotion to a Higher Classification An employee who is promoted to a higher rated classification within the bargaining unit will be placed in the range of the higher rated classification so that he shall receive no less an increase in wage rate than the equivalent of one step in the wage rate of his previous classification (provided that he does not exceed the wage rate of the classification to which he has been promoted).

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