Fact sheet outlining epilepsy and the usefulness of alternative therapies such as acupuncture, chiropractic, massage therapy, relaxation, guided imagery, biofeedback, aromatherapy, yoga, therapeutic touch, homeopathy, diet, etc.

Brochure describes First Aid response for convulsive and non-convulsive seizures.  Good notes on what constitutes a medical emergency and what does not.

French language brochure describes First Aid response for convulsive and non-convulsive seizures. Good notes on what constitutes a medical emergency and what does not.

Fact sheet outlining when someone with epilepsy is at risk of death

This questionnaire will give coworkers a chance to document and evaluate their thinking and behaviors around epilepsy and where necessary, challenge those that may be causing stress or reducing productivity.

This document can be used in a place of business to ensure that a customer/client/visitor is treated with dignity and respect.

A handy disclosure reference chart, suitable for any disability type.  When to disclose, along with benefits and risks.

Like anything in life, some people cope well with adversity and some do not.  Some people cope well with epilepsy and some...not so well.  Your understanding and support can make a world of difference.

Guidelines and legislation for drivers with epilepsy vary a bit from province to province.  This is a fact sheet issued by the province of British Columbia.

The rules governing epilepsy and driving vary somewhat from province to province; this document is specific to Ontario.  As this document shows, having epilepsy does not mean a person cannot drive.  Most provinces now follow these CCMTA guidelines.

Self-assessment.  Accommodations for outside of the office/plant/store.

Some tips on how to create a First Aid Plan for an employee.

A basic lexicon.

There are many good reasons for hiring persons with epilepsy including meeting diversity objectives and legislated requirements.

Some very basic Canadian statistical information.

A job interview can be challenging and stressful for the interviewer and the candidate with epilepsy.  Here are some pointers on how to make the interview process go better, ultimately leading to the selection of the best candidate.

For those that do have issues with learning new material, strategies that assist with memory, attention, organization and stress management can be used to improve workplace accuracy and productivity.

This U.S. sourced document is largely applicable in Canada where similar legislation exists.  For specific legal advice, connection with a lawyer specializing in provincial disability/employment law, is recommended.

A PowerPoint presentation by Andrea Wobick, lawyer, that addresses from both the employer and employee perspectives in Canada, workplace rights, obligations, legislation and duty to accommodate.  Very clear and precise.

Common therapies used to reduce or eliminate seizures.

Jewelry and Emergency Identification can speak for a person when they are unable to.

An extensive list that can serve as a good basis for discussion and the creation of a Workplace Accommodation Plan.

Behaviours and sensations that may be experienced before and after a seizure.

Well thought out questions related to disability can lead to a more inclusive, productive and safer work environment.  This document suggests which questions can be asked and when.

This document can be used to document facts relevant to a workplace seizure before, during and after the fact.  This reference information could be useful to the employer and the person who had the seizure, at some point in the future.

Report highlights from the Government of Canada funded panel, assigned the task of determining best practices for hiring people with disabilities, the barriers and how to overcome them.

Whether recently diagnosed or your seizures have changed, returning to work after an absence can be difficult.  This document will offer some pointers on how to make the transition easier.

Many seizure types have a pre, mid and post (ictal) stage.  This document describes the symptoms for each including an aura or warning that a seizure is about to occur.

Can you tell the difference between someone having a seizure and someone who is intoxicated or with a mental illness?  This document will help.

Direct and indirect benefits of including persons with episodic disabilities in your workplace.  A report from the Canadian Working Group on HIV and Rehabilitation.

As part of a First Aid Plan, this document lays out the procedure for coworkers to follow, should Helen have a seizure in their workplace.

Returning to work after a new diagnosis?  An exacerbation of your existing seizures? An extended leave for surgery?  There are pointers here that will help you decide what to say to whom and when.

Generally a seizure does not constitute a medical emergency.  However, there are some circumstances where a 911 call is indicated.

Hire a person with epilepsy because they are a good fit for the job.  This document list other reasons as well.