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 need surgery. Or chemotherapy. Or recovery time after a procedure that's going to knock you sideways for weeks. And you're worried that if you can't show up at 100%, your employer will decide you're not worth keeping. That worry is real, but there's a legal framework designed specifically for this situation. The Americans with Disabilities Act (ADA) doesn't only protect people with permanent disabilities. It covers temporary conditions that substantially limit major life activities, and it requires employers to provide reasonable accommodations during treatment and recovery. Here's how to request the modifications you need without putting your job at risk. What Counts as a Temporary Disability Under the ADA. The ADA defines disability as a physical or mental impairment that substantially limits one or more major life activities, including temporary conditions. Surgery recovery, chemotherapy, radiation treatment, a broken limb that limits mobility, severe migraines that flare unpredictably, and mental health crises that require short-term intensive treatment all qualify if they substantially limit activities like walking, concentrating, sleeping, or working. The key word is "substantially." A sprained ankle that heals in two weeks doesn't trigger ADA protections. A knee reconstruction that requires months of physical therapy and restricted mobility does. Duration doesn't determine whether something's a disability. A condition that lasts six weeks can be covered. A condition that lasts six months definitely is. What matters is the impact on your ability to function while it's active. When to Request an Accommodation. Request accommodations as soon as you know you'll...

How to request short-term workplace modifications for chemotherapy, surgery recovery, or episodic conditions without risking your job.

Temporary Accommodations During Medical Treatment or Recovery

How to request short-term workplace modifications for chemotherapy, surgery recovery, or episodic conditions 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...

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...

European drug regulators recommended approval of tolebrutinib, branded as Cenrifki, on April 24 for adults with non-relapsing secondary progressive MS, a form of the disease where disability steadily worsens without the episodic relapses that characterize earlier MS stages. The European Medicines Agency's Committee for Medicinal Products for Human Use (CHMP) issued a positive opinion, which typically leads to European Commission approval within months. If the drug later gains FDA approval, it would mark the first treatment shown to meaningfully slow disability progression in this MS population. What Non-Relapsing Secondary Progressive MS Is. Secondary progressive MS (SPMS) is a stage of MS that typically follows years of relapsing-remitting disease. In the relapsing form, people experience distinct flare-ups (relapses) followed by periods of recovery. In secondary progressive MS, that pattern shifts. Disability accumulates steadily, with or without relapses. Non-relapsing SPMS is the subset where there's been no relapse activity for at least two years. You're watching function decline without the dramatic flare that might trigger a treatment adjustment. The immune system continues attacking the nervous system through what researchers call smoldering neuroinflammation, a slower-burning process that current relapse-focused therapies don't address. An estimated 400,000 Americans live with MS. A significant portion will eventually transition to secondary progressive disease, and many of those will enter the non-relapsing phase. Until now, there hasn't been an FDA-approved drug specifically proven to slow that progression. What the HERCULES Trial Showed. The CHMP recommendation is based on data from the HERCULES Phase 3 trial, which enrolled adults...

CHMP recommends tolebrutinib (Cenrifki) for non-relapsing SPMS, the first drug shown to slow worsening disability in this MS population.

EU Drug Regulators Recommend First Treatment to Slow Disability Progression in Non-Relapsing Secondary Progressive MS

European drug regulators recommended approval of tolebrutinib, branded as Cenrifki, on April 24 for adults with non-relapsing secondary progressive MS, a form of the disease where disability steadily worsens without the episodic relapses that characterize earlier MS stages. The European Medicines Agency's Committee for Medicinal Products for Human Use (CHMP) issued a positive opinion, which typically leads to European Commission approval within months. If the drug later gains FDA approval, it would mark the first treatment shown to meaningfully slow disability progression in this MS population. What Non-Relapsing Secondary Progressive MS Is. Secondary progressive MS (SPMS) is a stage of MS that typically follows years of relapsing-remitting disease. In the relapsing form, people experience distinct flare-ups (relapses) followed by periods of recovery. In secondary progressive MS, that pattern shifts. Disability accumulates steadily, with or without relapses. Non-relapsing SPMS is the subset where there's been no relapse activity for at least two years. You're watching function decline without the dramatic flare that might trigger a treatment adjustment. The immune system continues attacking the nervous system through what researchers call smoldering neuroinflammation, a slower-burning process that current relapse-focused therapies don't address. An estimated 400,000 Americans live with MS. A significant portion will eventually transition to secondary progressive disease, and many of those will enter the non-relapsing phase. Until now, there hasn't been an FDA-approved drug specifically proven to slow that progression. What the HERCULES Trial Showed. The CHMP recommendation is based on data from the HERCULES Phase 3 trial, which enrolled adults...

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Special Needs
Articles

Memory and Learning

Temporary Accommodations During Medical Treatment or Recovery

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

EU Drug Regulators Recommend First Treatment to Slow Disability Progression in Non-Relapsing Secondary Progressive MS

Find Providers Near You

Special Needs Articles

Memory and Learning

Temporary Accommodations During Medical Treatment or Recovery

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

EU Drug Regulators Recommend First Treatment to Slow Disability Progression in Non-Relapsing Secondary Progressive MS

Find Providers Near You

Special Needs
Articles