Chronic Inflammation Sample Clauses

Chronic Inflammation. Chronic inflammation of the airways appears invariably to accompany the clinical syndrome of asthma. Inflammation seen in asthma is mainly located in the larger conducting airways, and although small airways can be affected in more severe forms of the disease, the lung parenchyma is not affected (Xxxxxx 2008). Asthmatic lungs typically show hyperinflation, mucus plugging in the airways, clusters of sloughed epithelial cells, and crystalline precipitates of eosinophil derived proteins (Renauld 2001). In asthma there is chronic inflammation of the respiratory tract, which is mediated by the increased expression of multiple inflammatory proteins, including cytokines, chemokines, adhesion molecules, inflammatory enzymes and receptors. In acute episodes or exacerbations the intensity of this inflammation increases (Xxxxxx 2008). Persistent inflammation in bronchial tissues, along with the ensuing activation of epithelial, subepithelial, and smooth muscle cells, presumably results in the structural changes known as airway remodelling (Xxxx et al. 2005). Chronic uncontrolled airways inflammation and airway remodelling remain the suggested mechanisms by which severe persistent asthma develops (Xxxx et al. 2005).
AutoNDA by SimpleDocs
Chronic Inflammation. All cells of the airways, including eosinophils, T cells, mast cells, macrophages, and epithelial cells are involved in the chronic inflammation of asthma (82). Although eosinophilic inflammation plays a central role in the disease, it is not specific to asthma (83). Moreover, a sub-type of non-eosinophilic asthma has been described (84). The number of bronchial eosinophils has been associated with the severity of asthma (85). Eosinophils are potentially harmful in asthma through the release of highly toxic products (MBP, ECP, EDN and oxygen free radicals). The role of IL-5 in the observed eosinophilia in asthma is important: IL-5 regulates the development and differentiation of eosinophils, stimulates the release of eosinophils from the bone marrow into the peripheral circulation and is involved in the activation and survival of eosinophils (86). Interestingly, a study investigating the role of anti-IL-5 challenged the central place of eosinophils in asthma. In this study, a monoclonal antibody against IL-5 reduced the levels of eosinophils in blood and sputum of patients with asthma. However, it had no effect on early and late allergen response or airway hyperresponsiveness (87). Therefore, it may be questionable whether eosinophils and airway hyperresponsiveness are causally related in asthma. T cells are likely to play a role in controlling the chronic inflammation through the release of Th2-cytokines (88). The majority of T cells are CD4+ cells, whereas CD8+ cells are less frequently identified, even during exacerbations of asthma (89). The frequency of cytokine producing CD4+ and CD8+ cells is similar and is increased as compared with normals (90;91). Interestingly, following glucocorticoid withdrawal, eosinophils are elevated in all patients, whereas increases in airway T cells (both CD4+ and CD8+) were found in only those who developed an exacerbation (92). There is growing interest for the role of CD8+ T-cells in asthma. A cross-sectional relationship between CD8+ T-cells and the outcome of asthma has been observed in patients with fatal asthma (93). Furthermore, increased cytokine production of sputum CD8+ T-cells has been shown to be related with disease severity in patients with asthma (93). Antigen specific CD8+ T-cells in the lungs demonstrate a high cytotoxic activity and proliferate rapidly (94). These specific effector/memory T cells can be rapidly activated by antigens, like allergens and viruses (95). In the host response to virus infect...

Related to Chronic Inflammation

  • Infectious Diseases The Employer and the Union desire to arrest the spread of infectious diseases in the nursing home. To achieve this objective, the Joint Health and Safety Committee may review and offer input into infection control programs and protocols including surveillance, outbreak control, isolation, precautions, worker education and training, and personal protective equipment. The Employer will provide training and ongoing education in communicable disease recognition, use of personal protective equipment, decontamination of equipment, and disposal of hazardous waste.

  • Genetic Information This plan does not limit your coverage based on genetic information. We will not: • adjust premiums based on genetic information; • request or require an individual or family members of an individual to have a genetic test; or • collect genetic information from an individual or family members of an individual before or in connection with enrollment under this plan or at any time for underwriting purposes.

  • TRAFFIC INFRACTIONS The State will not be liable for any expense incurred by the Contractor for any parking fees or as a consequence of any traffic infraction or parking violations attributable to employees of the Contractor.

  • Behaviour No obscene or insulting language or disorderly behaviour shall be permitted. This includes any form of entertainment that may be considered lewd or inappropriate for a public place or that may offend or cause embarrassment to others.

  • Anonymous Material There shall be no anonymous material in the evaluation file except for numerical summaries of student evaluations that are part of a regular evaluation procedure of classroom instruction and/or written comments from students obtained as part of that regular evaluation procedure. If written comments from students in a course are included in the evaluation file, all of the comments obtained in the same course must be included.

  • LAYOFFS AND RECALLS 17.01 Both parties recognize that job security should increase in proportion to length of service. Therefore, in the event of a layoff, employees shall be laid off in the reverse order of seniority. Employees shall be recalled in order of their seniority providing they are qualified to do the work.

  • LAYOFFS AND RECALL 9 (1) Layoffs shall be made within classification on a county wide basis in the inverse 10 order of total county seniority. Employees on emergency or temporary 11 appointment in the affected classification shall be laid off prior to the layoff of

  • Workplace Violence (a) It is recognized that at certain worksites or in certain work situations employees may be at risk of physical violence or verbal abuse from clients, persons in care or custody, or the public.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Hepatitis B Vaccine Where the Hospital identifies high risk areas where employees are exposed to Hepatitis B, the Hospital will provide, at no cost to the employees, a Hepatitis B vaccine.

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