I Screen, You Screen, We All Screen With Sunscreen!
By Jennifer Outcelt, Creative Content Architect
Ah, finally, the warm embrace of the Alaskan sun! While it brings joy to our frozen hearts and some much-needed Vitamin D, it also brings many potential risks. But just like you put on a down coat to protect your skin from the harsh winter, so must you put on daily layer of sunscreen protect against harmful ultraviolet (UV) rays. Let’s take a stroll (perhaps with a parasol?) through the history of sunscreen, exploring its development and the crucial role it plays in preventing cancer and other illnesses.
The quest for sun protection dates back centuries. Ancient civilizations instinctively sought ways to shield themselves from the sun’s scorching rays. While finding shade was always the simplest solution, it was not always the most practical for ancient people on the go. And since the umbrella hat would not be invented until 1880, alternative mobile sun shielding technologies were needed. Ancient Egyptians crafted primitive sunscreens using ingredients like rice bran and jasmine extract. In China, rice paste and white lead were employed, creating a pale complexion which doubled to symbolize social status through sun avoidance.
Fast forward to the 20th century, where brilliant minds began paving the way for modern sunscreen. In 1938, a Swiss chemist named Franz Greiter invented the world’s first commercial sunscreen, introducing the concept of Sun Protection Factor (SPF). However, it was not until the 1970s that sunscreen gained mainstream popularity and recognition for its vital role in safeguarding skin health.
With growing awareness of the link between sun exposure and health risks, the importance of sunscreen soared. Sunscreen formulations became more advanced, offering improved protection against both UVA and UVB rays. Research unveiled the direct correlation between unprotected sun exposure and skin cancer, prompting organizations like the American Cancer Society to advocate for regular sunscreen use.
The significance of sunscreen extends beyond preventing skin cancer. Prolonged exposure to UV radiation can lead to sunburn, premature aging, and eye damage, including cataracts. By applying sunscreen, individuals can shield themselves from these harmful effects and maintain healthier, more youthful-looking skin. Sunscreen also plays a crucial role in preventing other types of cancer. Lips, for instance, are susceptible to UV damage, making the use of lip balm or lip-specific sunscreens vital. Moreover, sunscreen protects against squamous cell carcinoma, basal cell carcinoma, and even melanoma— the most aggressive form of skin cancer. Any suspicious spots you find on your body (new or enlarging spots, larger than a pencil eraser head, irregular edges, discolored areas, scaly, etc.) should be looked at by a dermatologist.
With modern society fully aware of the importance of sunscreen (though some still choose to ignore it’s benefits), it is now an integral part of personal care as well as numerous industries. From lotions, clays, and sprays to gels and sticks, sunscreen has evolved to offer convenient and effective options for everyone. Outdoor workers, Lifeguards, athletes, and even children at schools and summer camps are encouraged to use sunscreen regularly. Moreover, clothing and accessories with built-in UV protection have become increasingly popular, providing an extra layer of defense against harmful cancer-causing rays.
Sunscreen has come a long way from ancient concoctions to modern-day sun shields. Its historical development and the mounting evidence of its importance in preventing cancer and other illnesses have solidified its status as a must-have in our daily routines. Hopefully this shed some light on why you might not want so much light shed on your skin. So say it with me folks, “I Screen, You Screen, We All Screen with Sunscreen!”
- Published in Blog
Medicare Mayhem – How to Navigate Medicare in Alaska
By Alison Nelson, Employee Benefits Account Manager
“I’m turning 65 and need to learn more about Medicare. What do I do?” This is a common and very valid question that I’m often asked. Medicare is daunting, and with 75% of Medicare beneficiaries worrying about affording costs beyond premiums, you’re going to want to understand all of your options.
I want to start by noting that I am not a Medicare expert. However, before you scroll away, I can provide some tools and resources that could be helpful in your Medicare journey.
A great first resource is medicare.gov. I know, I know. The government’s Medicare website for info on Medicare… revolutionary! But it truly is a great and underutilized site that breaks down the ins and outs of Medicare. In summary, there are four main plans with additional coverage available:
- Medicare Part A: Hospital Coverage
- This is often free and is automatic if/once enrolled in social security.
- Medicare Part B: Provider Coverage
- $170.10/month (or higher depending on income).
- We see most people waive Part B as long as they are enrolled in a qualified employer-sponsored health plan.
- Part B has no out-of-pocket maximum, so you would be responsible for 20% of expenses with no cap – this can add-up quickly. If employer coverage is terminated, we often recommend enrolling in a Medigap or Medicare Supplemental policy. This puts a “stopgap” or out-of-pocket limit to expenses. If this coverage is obtained following the loss or termination of qualified coverage, you can likely forego underwriting. If Medigap is waived at initial eligibility and obtained later, underwriting is likely – meaning if there are pre-existing conditions, you could be denied coverage.
- Medicare Part C: Medicare Advantage
- Part C is offered by Medicare-approved private companies that must follow rules set by Medicare. Medicare Advantage Plans include Part A and B coverage, and many include Part D drug coverage as well. However, it’s important to note that Part C is not available in Alaska.
- Medicare Part D: Prescription Coverage
- The costs vary by plan
- Medigap or Medicare Supplemental Coverage
- You are able to obtain supplemental coverage if enrolled in Part A & B.
- RISQ Consulting has a dedicated individual who is appointed by Medicare and is able to assist with Premera Medicare Supplemental Plans. There are no fees for her service.
- An additional popular Medicare Supplemental plan is with United Health Care through AARP.
Another resource, and one of the most comprehensive and digestible guides, is the Medicare & You 2023 Guide.
However, my number one recommendation is to reach out to the amazing folks at the Alaska Medicare Information Office! This is a free service for Alaskans by certified Medicare professionals. These pros are able to provide personalized recommendations and can walk you through the complexities of Medicare.
Becoming Medicare eligible can seem overwhelming, but with the right tools and resources, you’ll be able to navigate it like a pro. And, as always, if you have any questions or need to be pointed in the right direction, RISQ Consulting can help.
- Published in Blog
Mental Health in the Workplace, Part 2
By Alison Nelson, Employee Benefits Account Manager
In case you couldn’t tell from this article I wrote last year, mental health is something I am very passionate about. I aspire to contribute to the destigmatization of mental health, especially in the workplace, in whatever capacity I can. When I recently read this article stating that only 19% of employees used their mental health benefits in 2022, I was saddened, but not shocked by that statistic. The article goes on to say:
“A new report by One Medical and Workplace Intelligence, which surveyed 800 employees and 800 human resources (HR) professionals, found that, not only did over nine in 10 (91%) employees tell surveyors mental health was negatively impacting their productivity, but the usage of benefit offerings already in place by employees was extremely low. Less than a fifth (19%) of employees said they used their mental health care benefits in 2022.”
Why don’t employees utilize their mental health benefits? According to Business Wire, it may be because employees undervalue their mental health and tend to reserve benefits for more urgent needs. In other words, people tend to prioritize their physical health over their mental health. I hypothesize that this is, in part, due to the differentiation between physical healthcare and mental healthcare. They are often discussed as two completely different disciplines, but, in truth, mental health IS health.
According to the Mental Health Foundation, “one in three people with a long-term physical health condition also has a mental health problem, most often depression or anxiety.” Physical health and mental health are two sides of the same coin and should be treated as such. If an employee can call out sick when they have the flu, they should also be able to call out sick due to an anxiety attack.
Employees should be able to take mental health days, and one way an employer can encourage that is by implementing a separate mental health policy. Having a separate bucket of mental health days can help encourage employees to recharge without forcing them to choose between taking a day or powering through a panic attack, just in case they spike a fever and need a sick day down the road.
This survey conducted by Breeze in 2022 indicates a number of interesting things, but most notably:
- 63% of employees have taken a mental health day in the last year
- Nearly half of all people who took a mental health day fibbed to their employer on why they needed the day off out of fear of being judged
- 50% of employees left their jobs in 2021 for mental health reasons, including 68% of millennials and 81% of Gen-Z
Adding a mental health policy to your business’ employee offerings is a great way to support employees and show that you care about their entire wellbeing. There is also the additional benefit that employees who take mental health days are less stressed, which results in long-term productivity. No one should feel embarrassed about taking a mental health day. Having a specific policy in place for mental health is a step in the right direction to end the stigma. Here is a great article that lists some other ways employers can implement a mental health policy to support employees and end the stigma. Remember, mental health IS health.
- Published in Blog
Ctrl + Alt + Del
By Elva Perez, Employee Benefits Account Specialist
Ctrl + Alt + Del. This keyboard combination is crucial when you need to reset your computer at work, yet interestingly, it’s also the best way to reset another very important computer. Your brain.
Control, Alt, Delete:
- Control yourself
- Alter your thinking
- Delete negative thinking
The last blog I shared was about the 6 steps I practice in my daily life to help me find peace of mind. After practicing the steps on how to achieve inner peace, I do feel like I have become mentally stronger. I have been working for the past 13 years on living a positive peaceful life, and some of these practices have now become second nature. Yet it can be a struggle not to fall back on old ways or practices when our surroundings seem to pull us back down.
While adding those steps was beneficial, they were all just things that I needed to start doing. Things that I needed to add to my mental routine. But just adding better practices doesn’t always lead to the best result. You must also delete the poor ones. Sometimes we have to Ctrl + Alt + Del our brains to restart fresh.
The article linked below stood out to me because it wasn’t about adding to our practices. It was about identifying the behaviors we needed to free ourselves from in order to make room for the better ones. The negative practices that need to be deleted in our brains.
10 Things Mentally Strong People Give Up to Gain Inner Peace | Inc.com
I know life is not perfect and it will always be an active effort to keep my brain programed for inner peace, but you know what? I am perfectly ok with that.
- Published in Blog
Report: Managers Impact Employee Mental Health More Than Doctors, Therapists
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
A new report from The Workforce Institute at UKG revealed that managers impact employee mental health more than doctors and therapists. The study conducted for the report surveyed 3,400 people in 10 countries, including the United States, to explore mental health in and outside work.
Not surprisingly, work impacts employee mental health, and organizational leaders and managers can be critical in supporting workers. Consider the following key findings from the report:
- Work influences mental health the most, according to 60% of employees.
- Managers impact employee mental health (69%) more than doctors (51%) or therapists (41%).
- Managers have just as much an impact on employee mental health as a spouse or partner (69%).
- Mental health is valued over a high-paying job by most employees (81%), and 64% would take a pay cut for a job that better supports their mental wellness.
- Work stress negatively impacts employees’ home life (71%), well-being (64%) and relationships (62%).
The research also revealed that managers are often more stressed than their team members and senior leadership. Companies are encouraged to be inclusive with mental health support and not forget about managers in their efforts.
“Being overwhelmed consumes human energy and impacts retention, performance, innovation and culture. Employers can be the anchor of stability for their people by giving them the support and resources they need—not just what we think they need.”
– Jarik Conrad, executive director of The Workforce Institute at UKG
What Can Employers Do?
Workers want their employers and managers to do more to support mental health. They are also willing to make trade-offs for their mental health, as nearly two-thirds of employees would take a pay cut for a job that better supports their mental health. Fortunately, managers can play a vital role in supporting employees, which can bolster employee attraction and retention efforts. Employers can create supportive work environments by being authentic, building empathy and listening actively to employees.
Contact RISQ Consulting for additional mental health and employee communication resources.
- Published in Blog
Minimum PTO Policies
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
Many employees do not use their allotted paid time off (PTO) despite their employers’ vacation and other leave policies. As a result, some employers are implementing minimum PTO policies to address this challenge. This emerging trend takes standard PTO policies one step further by mandating that employees take off a minimum number of days each year. When done properly, minimum PTO policies can help curb employee burnout, improve workplace productivity and strengthen attraction and retention efforts.
This article explores minimum PTO policies, including the potential benefits and organizational considerations for developing and implementing these policies.
What Is Minimum PTO?
Minimum PTO—also known as mandatory vacation or time off—is a policy that requires employees to take a minimum number of vacation days each year. While minimum PTO policies can vary by duration and the amount of time employees can take off, they generally take the form of an annual time-off minimum. These policies can establish deadlines for employees to use their PTO monthly, quarterly, seasonally or annually. Employees continue to receive their regular wages when taking time off.
Some employers require employees to take a portion of their minimum PTO over multiple consecutive days. This is known as a consecutive-day policy. For example, an employer may require employees to schedule five of their allotted 15 PTO days consecutively. This helps ensure that employees disconnect from work while away from the office, allowing them to use their PTO for something meaningful and return to work recharged. Consecutive day policies may also allow employees to take time off in smaller increments as long as they take one larger block of PTO each year.
Potential Benefits of Minimum PTO
Many savvy employers are transitioning to minimum PTO to help their employees feel happier and more satisfied at work, which can increase workforce productivity and reduce turnover. Minimum PTO not only encourages employees to use their allotted time off, but it can also strengthen organizations. The following sections highlight some benefits of implementing minimum PTO policies.
Improved Employee Well-being
Employees are an organization’s most valuable resource. By requiring employees to use their PTO, employers prioritize their workers’ mental and physical well-being. Minimum PTO can also help organizations strengthen employee loyalty since it can signal to workers that they’re not required to be online or work outside of expected hours. This can lead to employees feeling valued and, therefore, improve morale. Additionally, because minimum PTO policies help employees recharge, they can improve workplace productivity and safety. A rested workforce will likely be more creative, focused and careful.
Workforce Needs Evaluation
Mandatory PTO allows organizations to evaluate their workforce needs and reveal potential issues. By requiring employees to take time off, employers can learn whether a particular employee is taking on too many responsibilities and if they need to hire additional workers. It can also encourage cross-training by allowing workers to take on new responsibilities and gain experience when their colleagues are away. This can enable knowledge transfer among workers and decrease the risk of losing vital information and experience when an employee leaves. Additionally, since minimum PTO requires all employees to take time off, it can provide employees with opportunities to report workplace issues that they might not otherwise do due to fear or intimidation, such as harassment and bullying.
Reduced Cashflow and Rollover Issues
Minimum PTO policies can provide a positive alternative to use-it-or-lose-it PTO policies. Many regular PTO policies allow employees to cash out or roll over unused PTO at the end of the year. Cash-outs can create cashflow problems for employers, and rollovers can lead to scheduling challenges the following year. Minimum PTO policies can help organizations save money on year-end PTO payoffs by avoiding cash-outs entirely and limiting potential scheduling issues from rollovers.
Alternatives to Unlimited PTO Policies
Unlimited PTO can be a great recruitment tool and may seem ideal for employees, but, in reality, it can be problematic. Employees often struggle to strike a balance between an acceptable amount and an excessive amount of PTO under unlimited policies. As a result, many employees take less time off than they would if their employers adopted minimum PTO policies. As a result, unlimited PTO can cause employee burnout, decreased worker productivity and increased turnover.
Additionally, unlimited PTO policies can be ambiguous or poorly designed, making it more difficult for employees to take time off. Some organizations may have unspoken rules about using unlimited PTO. This is common in industries with demanding work cultures, like banking and finance. These unspoken norms often dissuade employees from taking time off because they may feel unsure or guilty about stepping away from work. By requiring employees to take time off, employers signal to workers and applicants that they value work-life balance, which can improve overall attraction and retention efforts.
Considerations for Implementing Minimum PTO
While minimum PTO can help employees feel happier and more satisfied at work, adopting this approach can create scheduling challenges. Minimum PTO policies require employers to plan ahead because they must address situations where employees may be out for multiple days. In addition to potential scheduling issues, minimum PTO can create hardships for employees by requiring them to increase their workloads when their coworkers are away. This is especially true for small teams and businesses. Employers can address these issues by establishing PTO blackout periods during peak times or predictable busy seasons. They can also train managers to address PTO requests during popular times, such as during the summer and holidays.
When establishing policies regarding PTO usage and blackout periods, employers need to be consistent with how they administer and approve time-off requests. Employers can do this by establishing a written minimum PTO policy that provides employees with details about how to use and request time off. This can include the minimum number of days employees must use each year, whether any days need to be consecutive and the deadlines for using PTO (e.g., monthly, quarterly and annual).
Organizations need to consider how minimum PTO policies may negatively impact employees. Requiring employees to take time off may cause some workers to feel like they’re losing autonomy because their employer is dictating when they must work and when they must take time off. Additionally, forcing employees to take time off can disrupt internal workflow, especially if employees must take time off during the middle of an important project or right before a critical deadline. This could lead to increased stress for employees and create work-related difficulties.
Employers must ensure their minimum PTO policies comply with federal and state law requirements, including timekeeping requirements under the Fair Labor Standards Act. Many states and localities govern how unused PTO must be handled at year-end or when an employee leaves a company. Additionally, legally mandated paid sick leave is becoming more common throughout the United States. Employers need to ensure that their mandatory PTO policies comply with state and local laws regarding paid sick leave.
Summary
Minimum PTO policies can help create a happier and more productive workforce. While requiring employees to take time away from work can benefit employers and employees, it’s vital that employers weigh these policies’ benefits and compliance costs before implementing them to ensure it’s the right decision for their organization.
For more workplace resources, contact RISQ Consulting today.
- Published in Blog
Quit For Your Loved Ones
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
You likely know that smoking is dangerous for your health, and can cause many diseases and serious health conditions, but did you know that you are putting your loved ones at risk as well?
Secondhand Smoke
Secondhand smoke has two forms: the smoke that is exhaled by a smoker and the smoke from a burning cigarette, cigar or pipe. Anyone breathing in any type of smoke is taking in the same dangerous chemicals and toxins as the person who is smoking.
Do you smoke in your home, in your car or at work? If so, you are endangering your friends, co-workers, pets and family members.
Health Risks
Secondhand smoke can cause a variety of health conditions and diseases, including:
- Heart disease
- Lung cancer
- Asthma
- Middle ear infections in children
- Chest discomfort, coughing and trouble breathing
- Pneumonia and bronchitis, especially in children
- Sudden infant death syndrome (SIDS)
Surgeon General Report
The U.S. Surgeon General conducted a report on the effects of secondhand smoke. Here are some of the key findings:
- There is no safe exposure level to secondhand smoke.
- Secondhand smoke causes premature death and disease in children and adults who do not smoke.
- Children exposed to secondhand smoke are at an increased risk for many respiratory conditions and ear problems.
- Secondhand smoke immediately affects heart and blood circulation in a harmful way.
- Despite the increasing limitations on smoking in public places, millions are still exposed to secondhand smoke in their homes and workplaces.
- The only way to prevent secondhand smoke exposure is to prohibit all smoking in that building. Walls and ventilation systems do not prevent secondhand smoke exposure for nonsmokers.
Why Quit?
If you’re looking for motivation to quit for good, do it for your loved ones. You can improve and protect their health along with your own.
- Published in Blog
Health Panel Calls for Routine Anxiety Screening for Adults
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
The U.S. Preventive Services Task Force (Task Force) recommends that adults under the age of 65 get regularly screened for anxiety. The draft recommendation applies to adults 19 and older who don’t have a diagnosed mental health disorder. It’s meant to help primary care clinicians identify early signs of anxiety, which can go undetected for years. This is the first time the Task Force has recommended anxiety screening in adult primary care without symptoms.
The Task Force, a group of independent disease prevention and medical experts, defines anxiety disorders as “characterized by greater duration or intensity of a stress response over everyday events.” Recognized types include generalized anxiety disorder, social anxiety disorder and agoraphobia.
The draft recommendation noted that the lifetime prevalence of anxiety disorders in adults in the United States is 40.4% for women and 26.4% for men. The recommendation was prioritized due to anxiety’s public health influence and the country’s increased focus on mental health in recent years.
“Our hope is that by raising awareness of these issues and having recommendations for clinicians, that we’ll be able to help all adults in the United States, including those who experience disparities.”
-Lori Pbert, Task Force member
The guidance stops short of recommending anxiety screening for people 65 and older since many common symptoms of aging—such as trouble sleeping, pain and fatigue—can also be symptoms of anxiety. The Task Force said there wasn’t enough evidence to determine the accuracy of screening tools in older adults to distinguish between anxiety symptoms and conditions of aging.
The Task Force advised clinicians to use their judgment in discussing anxiety with older patients. It also reiterated an earlier recommendation that adults of all ages undergo routine screening for depression.
What’s Next?
The proposed recommendation is not final and is in a public comment period through Oct. 17. This is an opportunity for the public to provide their input and perspectives for the Task Force to consider for its final approval.
The Task Force emphasizes that if you already show signs or symptoms of anxiety, you should be assessed and connected to care. Anxiety screening tools, including questionnaires and scales, have been developed and are available in primary care. If you have concerns about anxiety, contact your doctor.
- Published in Blog
Understanding RSV
This article is from RISQ Consulting’s Zywave client portal, a resource available to all RISQ Consulting clients. Please contact your Benefits Consultant or Account Executive for more information or for help setting up your own login.
According to the Centers for Disease Control and Prevention (CDC), respiratory syncytial virus (RSV) is a common respiratory virus that usually causes mild, cold-like symptoms. For many, RSV is recoverable within a week, but RSV can be serious for some. Infants and older adults are at the highest risk for RSV complications.
Currently, RSV is on the rise and spreading at higher levels in the 2022 fall and winter seasons. The following CDC information can help you learn how RSV spreads, how to prevent the virus and when to seek care.
What Are the Symptoms of RSV?
Those infected with RSV typically show symptoms within four to six days after exposure to the virus. Symptoms can include:
- Runny nose
- Decreased appetite
- Coughing
- Sneezing
- Fever
- Wheezing
Symptoms vary depending on the stage of RSV, meaning that symptoms don’t typically appear all at once. The only symptoms that may be displayed in young infants are irritability, decreased activity and breathing difficulties. Most children will experience an RSV infection by the time they are 2 years old.
While most symptoms are mild, some can be serious and lead to major health complications. RSV infections can cause bronchiolitis, an inflammation of the small airways in the lung, and pneumonia, an infection of the lungs. RSV is the most common cause of bronchiolitis and pneumonia in children younger than age 1. Older adults—especially those age 65 and older or with weakened immune systems—and infants younger than 6 months may need to be hospitalized if they are having trouble breathing or experiencing dehydration.
How Does RSV Spread?
RSV spreads quickly and is highly contagious. It can spread through droplets when someone coughs or sneezes. Additionally, RSV can live on surfaces such as counters, door knobs, hands and clothing.
People infected with RSV are usually contagious for three to eight days and may become contagious a day or two before they show signs of illness. As such, the virus can spread quickly through schools and daycare centers.
How Do I Prevent RSV?
To best prevent the spread of RSV, especially if cold-like symptoms are present, follow these CDC guidelines:
- Cover your coughs and sneezes with a tissue or your upper shirt sleeve—not your hands.
- Wash your hands often with soap and water for at least 20 seconds.
- Avoid close contact, such as kissing, shaking hands, and sharing cups and eating utensils with others.
- Clean frequently touched surfaces such as doorknobs and mobile devices.
If you have an infant, ask their pediatrician if they could be considered high-risk. If you have high-risk children, abide by the following CDC guidelines:
- Avoid close contact with sick people.
- Wash the child’s hands often with soap and water for at least 20 seconds.
- Avoid touching the child’s face with unwashed hands.
- Try to limit the time the child spends in childcare centers or other contagious settings during periods of high RSV activity. This may help prevent infection and the spread of the virus during the RSV season.
How Do I Care for RSV at Home?
Mild cases of RSV can be cared for at home with the following strategies:
- Make your child as comfortable as possible.
- Allow time for recovery.
- Provide plenty of fluids. Infants may not feel like drinking, so offer them fluids in small amounts often.
- Treat a fever with acetaminophen or ibuprofen.
Be sure to contact your child’s primary care provider before giving your child nonprescription cold medicines or caring for RSV at home.
When Do I Seek Professional Care for RSV?
Most cases of RSV are mild and don’t require medical treatment. This, unfortunately, isn’t the case for every RSV diagnosis, especially with babies and young infants. If your child is experiencing breathing problems, not drinking enough fluids, or experiencing worsening symptoms, it’s important to seek medical attention immediately.
The care needed for RSV is unique to each case. If you’re unsure if your child needs to seek professional care, it’s best to reach out to a physician for guidance.
Conclusion
RSV can be serious for infants who catch it, so it’s critical to recognize the signs of RSV. Be sure to wash your hands frequently and disinfect surfaces often this season to help prevent the spread.
For more information on RSV and if your child is high-risk, reach out to your primary physician.
- Published in Blog
