What is memory? Are there different kinds of memory? How are memories formed? What types of information are difficult — or easy — for students to learn and remember, and why? How does emotion affect learning, thinking and memory? How about stress? Exercise? These questions and more are being studied by neuroscientists all around the world, and the findings have the potential to revolutionize the way we teach and learn. After all, the brain is the organ of learning, and education is all about learning, so doesn't it make sense to understand how the brain is designed for learning, and what happens in the brain when learning occurs? Memory, to me, is just another way to think of learning. After all, what is memory, if not changes in our brains as a result of our experiences? Everything we learn is stored somewhere, somehow, in our brains. It only makes sense to understand this process if we want to be good educators and effective learners. There are different types and sub-types of memory. The main ones are: Episodic Memory, Semantic Memory, Procedural Memory and Working Memory. Understanding which type of memory needs to be formed or used for different subjects or tasks can give teachers — and parents — insight into the best methods for teaching or studying different lessons. Episodic memory, for instance, is experience-based. We recall where we were, the sounds...

Neuroscientists study how different memory types--episodic, semantic, procedural, working--affect learning and teaching methods.

Memory and Learning

 What is memory? Are there different kinds of memory? How are memories formed? What types of information are difficult — or easy — for students to learn and remember, and why? How does emotion affect learning, thinking and memory? How about stress? Exercise? These questions and more are being studied by neuroscientists all around the world, and the findings have the potential to revolutionize the way we teach and learn.        After all, the brain is the organ of learning, and education is all about learning, so doesn't it make sense to understand how the brain is designed for learning, and what happens in the brain when learning occurs?   Memory, to me, is just another way to think of learning. After all, what is memory, if not changes in our brains as a result of our experiences? Everything we learn is stored somewhere, somehow, in our brains. It only makes sense to understand this process if we want to be good educators and effective learners.   There are different types and sub-types of memory. The main ones are: Episodic Memory, Semantic Memory, Procedural Memory and Working Memory.    Understanding which type of memory needs to be formed or used for different subjects or tasks can give teachers — and parents — insight into the best methods for teaching or studying different lessons.    Episodic memory, for instance, is experience-based. We recall where we were, the sounds...

Neuroscientists study how different memory types--episodic, semantic, procedural, working--affect learning and teaching methods.

Memory and Learning

You're afraid that asking makes you visible in the wrong way. That it marks you as high-maintenance or expensive. That your manager will start looking for reasons to let you go, or that you'll be passed over for the promotion you've been working toward. So you don't ask. You work through the pain, the sensory overload, the fatigue. You manage until you can't anymore. The law says you have the right to request reasonable accommodations under the Americans with Disabilities Act. Your employer can't retaliate against you for asking. The request doesn't have to be perfect, formal, or even use the words "reasonable accommodation." It just has to communicate that you need help because of a disability. This guide walks through how to request accommodations in a way that protects you legally, what your employer can and cannot ask for, and what to do if the request is denied or if you face retaliation afterward. Who's Covered Under the ADA. The ADA protects employees with disabilities who work for employers with 15 or more employees. That includes full-time, part-time, and probationary workers. A disability under the ADA is a physical or mental impairment that substantially limits one or more major life activities. Major life activities include things like walking, seeing, hearing, speaking, breathing, learning, concentrating, and working. The definition is broad. It covers conditions that are episodic or in remission, like epilepsy, bipolar disorder, or cancer. You don't need a formal diagnosis to be covered. You need a condition that...

How to request workplace accommodations under the ADA, what employers can ask, and what to do if your request is denied or ignored.

How to Request Workplace Accommodations Under the ADA Without Risking Your Job

You're afraid that asking makes you visible in the wrong way. That it marks you as high-maintenance or expensive. That your manager will start looking for reasons to let you go, or that you'll be passed over for the promotion you've been working toward. So you don't ask. You work through the pain, the sensory overload, the fatigue. You manage until you can't anymore. The law says you have the right to request reasonable accommodations under the Americans with Disabilities Act. Your employer can't retaliate against you for asking. The request doesn't have to be perfect, formal, or even use the words "reasonable accommodation." It just has to communicate that you need help because of a disability. This guide walks through how to request accommodations in a way that protects you legally, what your employer can and cannot ask for, and what to do if the request is denied or if you face retaliation afterward. Who's Covered Under the ADA. The ADA protects employees with disabilities who work for employers with 15 or more employees. That includes full-time, part-time, and probationary workers. A disability under the ADA is a physical or mental impairment that substantially limits one or more major life activities. Major life activities include things like walking, seeing, hearing, speaking, breathing, learning, concentrating, and working. The definition is broad. It covers conditions that are episodic or in remission, like epilepsy, bipolar disorder, or cancer. You don't need a formal diagnosis to be covered. You need a condition that...

The Americans with Disabilities Act gives you specific protections at work, but only if you know when they apply and how to invoke them. Most people lose rights they didn't realize they had because they missed a timeline, didn't know what counted as coverage, or never learned how to request an accommodation properly. This guide walks you through ADA employment protections at every stage, from applying for a job through advancement and termination. You'll learn who's covered, what your employer must do, and how to enforce your rights when violations occur. Who the ADA Covers. The ADA protects you if you work for an employer with 15 or more employees and you have a disability that substantially limits one or more major life activities. That includes physical impairments like mobility limitations or chronic conditions, and mental impairments like depression, anxiety, PTSD, or learning disabilities. "Substantially limits" doesn't mean you can't do the activity at all. It means the impairment makes it significantly harder compared to most people. Major life activities include walking, seeing, hearing, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working. It also includes major bodily functions like immune system function, cell growth, and neurological function. You're covered even if your condition is episodic or in remission. What matters is how it limits you when it's active. If you take medication or use assistive technology, the ADA evaluates your limitations without those aids, with one exception: ordinary eyeglasses or contact lenses are considered. You're also protected if you...

Complete guide to ADA employment protections — who's covered, what employers must do, and how to enforce your rights.

Your Employment Rights Under the ADA: A Complete Guide for People with Disabilities

The Americans with Disabilities Act gives you specific protections at work, but only if you know when they apply and how to invoke them. Most people lose rights they didn't realize they had because they missed a timeline, didn't know what counted as coverage, or never learned how to request an accommodation properly. This guide walks you through ADA employment protections at every stage, from applying for a job through advancement and termination. You'll learn who's covered, what your employer must do, and how to enforce your rights when violations occur. Who the ADA Covers. The ADA protects you if you work for an employer with 15 or more employees and you have a disability that substantially limits one or more major life activities. That includes physical impairments like mobility limitations or chronic conditions, and mental impairments like depression, anxiety, PTSD, or learning disabilities. "Substantially limits" doesn't mean you can't do the activity at all. It means the impairment makes it significantly harder compared to most people. Major life activities include walking, seeing, hearing, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working. It also includes major bodily functions like immune system function, cell growth, and neurological function. You're covered even if your condition is episodic or in remission. What matters is how it limits you when it's active. If you take medication or use assistive technology, the ADA evaluates your limitations without those aids, with one exception: ordinary eyeglasses or contact lenses are considered. You're also protected if you...

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1. Our Promise

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We use your information to help you use our site and to make our site better for you. We also use it to see how people use our site, so we can make it better for everyone. Your location information, if you choose to share it, is used to help you find resources and services near you.

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The majority of your information is kept confidential and is not shared with any third parties outside of SpecialNeeds.com. However, for users interacting with our directory listings (such as camps, schools, etc.), we may share aggregated and anonymized analytics data with the owners of these listings. This data may include metrics like the number of page views, time spent on the site, and other related usage statistics. It's important to note that this shared data will not include any personally identifiable information and is solely used to provide insights to our paid listing owners.

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We use some fancy tech stuff to keep your information safe, like HTTPS for secure browsing, bcrypt to keep your password safe, and encryption to keep your location safe if you choose to share it with us. We also store your encrypted location information (if provided) in your browser's local storage and not on our servers, to add an extra layer of security.

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1. Welcome to Our Site!

Our site is primarily made for people who are 13 years or older. However, individuals under the age of 13 may access the content on our site under the supervision of a parent or legal guardian. While they cannot register for an account, they are welcome to read and learn from the information available with appropriate guidance.

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We do our best to share good, helpful information. But we can't promise that everything is perfect or right for you. We're not doctors, and we don't give medical advice. Always check with your own doctor or do your own research.

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Special Needs
Articles

Memory and Learning

How to Request Workplace Accommodations Under the ADA Without Risking Your Job

Your Employment Rights Under the ADA: A Complete Guide for People with Disabilities

Find Providers Near You

Special Needs Articles

Memory and Learning

How to Request Workplace Accommodations Under the ADA Without Risking Your Job

Your Employment Rights Under the ADA: A Complete Guide for People with Disabilities

Find Providers Near You

Special Needs
Articles