While this has been a topic of discussion for years, it has recently resurfaced with a once respected governmental agency backing its rhetoric. The discussion that surrounds the "cause & cure for Autism" has always given me an ache in a strange place. The metaphoric ache isn't because I wouldn't want to know the "cause & cure for Autism". I am the mother of a son with Autism and I have advocated for people with Autism for over 10 years. This metaphoric ache is because the people that speak with the most convincing tones & largest platforms often haven't utilized true scientific evidence for the information they spread. With the world of social media shifting the way information is relayed and received, it is important that we carefully review information before spreading it to others in our networks. Lately you’ve probably seen headlines (and lawsuits) claiming that taking acetaminophen (brand name Tylenol®) during pregnancy “causes” Autism. Families deserve clarity, not clickbait. Here’s a plain-language guide to what the science actually shows—and what major medical organizations currently recommend. Myth #1: “Taking acetaminophen during pregnancy causes Autism.” Truth: The cause has not been proven. Some earlier studies (including those measuring acetaminophen metabolites in cord blood) found statistical associations with autism or ADHD. Metabolite may refer to the product that remains after a medicine is broken down (metabolized) by the body. However associations can arise from other factors, such as the illness prompting the medication (fever or infection), genetics, or family environment. There is research available from 2019 that states when researchers used a stronger design—sibling controls in a nationwide cohort of 2.48 million births—the association disappeared. Myth #2: “There’s a medical consensus that acetaminophen is unsafe in pregnancy." Truth: Major medical bodies still support acetaminophen as an option to use during pregancy. As of today, there is no clear evidence that proves a direct relationship between the use of acetaminophen in any trimester and fetal developmental issues. The guidance on use has not changed. As with any medication, discuss the use of medication with your clinician. Myth #3: “Headlines and lawsuits prove the link between acetaminophen & Autism.” Truth: Legal claims and media cycles aren’t proof that this is true. Unfortunately, there are legal claims that hit out court system daily. In fact, in 2022, a court case was filed to discuss the linkage between acetaminophen and ADHD (Attention Deficit Hyperactivity Disorder. In 2024, the court excluded general-causation experts and issued orders unfavorable to plaintiffs because their methods didn’t meet evidentiary standards. Court outcomes aside, science is decided in studies, not in courtrooms. Myth #4: “Any use is risky; it is better to avoid acetaminophen completely.” Truth: Context matters, and an untreated fever can itself pose risks. Studies that report higher risk often involve frequent or prolonged use and can’t fully separate the effects of the underlying condition (e.g., fever, infection, migraine) from the medicine. The large 2024 sibling-analysis found no dose-response pattern once family factors were controlled. Meanwhile, maternal support groups & medical professionals emphasize treating fever/pain appropriately during pregnancy. Myth #5: “Autism has a single preventable cause.” Truth: Autism is multifactorial and primarily neurodevelopmental with strong genetic contributions. Recognized risk factors include having a sibling with autism and certain genetic conditions. Prior to Robert F. Kennedy Jr. being appointed as the secretary of health and human services, acetaminophen was not listed by the CDC among established risk factors. So…what should families do right now? Talk to your clinician before starting or changing any medicine in pregnancy. If acetaminophen is advised, follow your clinician's guidelines as they have full details on your overall health. Don’t ignore a fever during pregnancy. Get guidance on when to treat and when to be seen. Keep perspective because one study rarely settles complex questions. Prioritize high-quality design studies (e.g., sibling/within-family comparisons) over headlines. Remain connected to a support group that shares your values. With all of the clickbait news coming out, you will want to connect with others that respect your decisions for your family. Note: This post is educational and not medical advice for any individual. If you’re pregnant or planning pregnancy, please speak with your own healthcare provider about your situation.

When people hear “race coordinator,” they often picture clipboards and cones. I picture faces—parents pushing jogging strollers, adults with Autism running with their loved ones, volunteers in bright shirts cheering like they’re at the Olympics. Serving as the 2025 race coordinator for two of our local Autism Society of Tidewater Virginia (ASTV) 5K races (the Annual Superheroes vs Villains 5K-held in April and the Annual Surfers Healing 5K-held in August) has been one of the most meaningful leadership roles I’ve held, because it blends logistics with love, and planning with purpose. Designing a race where everyone belongs From day one, my goal was simple: continue to build upon an event that has been around for over 15 years. I wanted to curate a 5K that works for every body and every nervous system. That meant designing with inclusion at the core, not as an afterthought. • “Quiet Start” & rolling start window. We offered a low-stimulus start option—fewer announcements, softer music, and a wider time window—so runners and walkers could ease into the course without a surge of sound or crowding. We welcomed inclusive run groups from Ainsley’s Angels of America & Team Hoyt Virginia Beach . Both groups are based in Virginia Beach. • Sensory supports. We provided sensory-friendly items to families such as noise-reducing headphones, sunglasses, and fidgets. • Course accessibility . We audited the route for wheelchair and stroller access, created clear color-coded signage, and ensured no one had to guess where to go. Turning a field into a finish line (the operations side) A great race experience is built on invisible systems. I was tasked with coordinating permits, insurance, first responder coverage, and medical support. We also ran a simple “command center” under the ASTV welcome tent for operations, course, and medical. That structure let us solve problems quickly—like re-organizing our vendor setup area because group arrived too early without instructions—without anyone noticing a hiccup. Partnerships, sponsorships, and the heart of fundraising The 5K is more than a morning run; it’s a fundraiser that powers family supports, training, and referral services. I created a tiered sponsorship package with community-friendly options (in-kind snacks, water, and printing) alongside headline opportunities. To make our sponsors feel like partners, we: • Offered activation spaces at the expo so organizations could share resources families actually need. • Built a team fundraising playbook with customizable emails, social posts, and talking points to make peer-to-peer outreach less intimidating. • Recognized supporters on course signage, and bibs. Volunteer orchestration: the real engine Race day doesn’t happen without volunteers. We staffed packet pickup, water tables, finish chute, medal distribution, and clean-up with a mix of high-school students, civic groups, and returning families. I created role-specific descriptions, staggered shift times, and then centralized check-in so no one felt lost. The result: faster set-up, calmer runners, and volunteers who finished their shifts feeling useful and appreciated. Safety, dignity, and data We measured what mattered: average wait times at registration, water usage, and medical calls. I am waiting to receive runner feedback about noise, signage, and crowding. Post-race, we reviewed the numbers and will measure that alongside qualitative comments to decide what to keep, fix, or retire. Stories that stay with me There were two teens who ran their first 5K; the mom who cried happy tears because her son crossed the finish line alone; the mom who beamed with pride as her son independently sang the national anthem before the race; the dance instructor that thoroughly enjoyed warming us up with an inclusive dance session; the volunteer who came “for the service hours” and left asking how to get more involved with the Autism Society. Those moments are the real finish line. What I learned (and what I’ll keep doing) 1. Design for sensory comfort first . When we get that right, everything else—safety, speed, smiles—gets better. 2. Over-communicate in multiple formats . A map + a visual schedule + clear signage beats any single announcement. 3. Train like it matters—because it does. Volunteers are ambassadors; investing in their confidence transforms the day. 4. Make sponsors part of the mission, not just the banner . Activation and storytelling build long-term partners. 5. Debrief with data and compassion. Metrics help; listening to families helps more. Gratitude, always I’m endlessly grateful to our runners, walkers, families, volunteers, sponsors, first responders, and the Autism Society of Tidewater Virginia team who trust me to steward these events. Being race coordinator has shown me how powerful a community can be when inclusion is the plan—not the contingency. If you’re reading this and wondering how to get involved next year: join us. Lace up, volunteer, or sponsor a team. Whether you move fast or prefer a quiet start, there’s a place for you on our course—and in this community we’re building, one finish line at a time.

Transitioning to college is an exciting step, but it can also feel overwhelming—especially for students with disabilities. Navigating this new environment requires understanding your rights and becoming a strong self-advocate. Knowing your rights will empower you to thrive both academically and personally. Here’s a guide to help you get started. Know Your Rights Under the Law As a college student with a disability, you are protected by laws that ensure equal access to education. Here are the key federal protections to be aware of: 1. Americans with Disabilities Act (ADA) • Prohibits discrimination based on disability in public and private colleges. • Requires institutions to provide reasonable accommodations for students with disabilities. 2. Section 504 of the Rehabilitation Act • Ensures that any program or activity receiving federal funding provides accommodations to qualified students with disabilities. 3. Fair Housing Act (FHA) • Protects your right to accessible and equitable housing on campus. Understanding these laws ensures that you know what accommodations and support you’re entitled to and can confidently advocate for them. A few steps to advocate for yourself are listed: 1. Register with Disability Services • Contact the disability services office at your college as early as possible. • Provide documentation of your disability (e.g., medical records, psychological evaluations, IEP/504 plans). 2. Know Your Accommodation Needs • Reflect on the accommodations you’ve used in high school, such as extended test time or note-taking assistance. • Determine whether additional accommodations might help in college (e.g., assistive technology, housing modifications). 3. Communicate Clearly and Professionally • Schedule a meeting with your disability services coordinator to discuss your needs. • Use clear and concise language to explain how your disability impacts your learning and what accommodations you require. 4. Be Proactive in Your Classes • Notify professors of your accommodations early in the semester. • Maintain open communication with your instructors, but remember that you don’t need to disclose your diagnosis—only the accommodations you need. 5. Seek Support When Needed • Utilize campus resources like counseling centers, peer mentoring programs, or academic tutoring. • Join student organizations or support groups for individuals with disabilities to connect with others who share similar experiences. Tips for Building Confidence as a Self-Advocate • Understand Your Strengths and Needs: Self-awareness is key to effective advocacy. Take time to understand your disability, how it impacts you, and what support you require. • Practice Self-Advocacy Skills: Role-play scenarios where you explain your needs or request accommodations. Practicing can help build your confidence. • Be Persistent: If you encounter barriers or resistance, don’t give up. Seek advice from disability services or campus administration if necessary. • Celebrate Your Progress: Every time you successfully advocate for yourself, take pride in your achievement. Advocacy is a skill that grows with time and experience. Empowering Yourself for College Success Understanding your rights and becoming a confident self-advocate puts you in control of your college experience. By securing the accommodations and support you need, you can focus on your education, pursue your passions, and enjoy all that college has to offer. Remember, you’re not alone—there are people and resources ready to support you every step of the way. Take charge of your journey, and don’t be afraid to advocate for the future you deserve.

In any workplace, individuals bring diverse strengths, experiences, and needs. With this diversity comes the inevitable challenge of managing behaviors and interactions that may disrupt workflows or team dynamics. However, not all behaviors are intentional acts of disruption. Some stem from underlying sensory needs, a topic gaining increased attention as organizations strive for inclusivity. So, how can employers and employees differentiate between sensory needs and disruptive behavior and why does understanding this distinction matter? Understanding Sensory Needs Sensory processing refers to how individuals perceive and respond to sensory stimuli, including sound, light, touch, or movement. For some individuals—especially those with conditions like autism, ADHD, or sensory processing disorder—the workplace environment may feel overwhelming. A few examples of sensory challenges that may occur in the workplace include: • Noise Sensitivity : An employee might react to loud or constant sounds, not out of defiance, but because their nervous system is overloaded. • Movement Needs : Some people require frequent movement, such as pacing or fidgeting, to stay focused or regulated. • Lighting Sensitivity : Bright or flickering lights might lead to discomfort, headaches, or distraction. These behaviors are not intentional; they are adaptive responses to environmental stimuli that exceed an individual’s comfort threshold. Disruptive Behavior: A Different Root Cause Disruptive behavior, on the other hand, often arises from external factors like frustration, poor communication, or a lack of engagement. Unlike sensory needs, disruptive actions typically have a clear intent to interrupt or shift the dynamics of the workplace, even if it is subconscious. Examples might include: • Interrupting Colleagues: Cutting others off in meetings without necessity. • Ignoring Policies: Consistently disregarding established norms or expectations. • Negative Attitudes: Complaining, arguing, or refusing to cooperate with team members. Disruptive behaviors often stem from situational factors like stress, dissatisfaction, or poor interpersonal skills, and they require a different approach to resolution. How Employers Can Identify the Difference Distinguishing between sensory needs and disruptive behavior requires careful observation and open communication. Consider the following steps: 1. Look for Patterns: • Sensory-related behaviors often appear in response to specific stimuli (e.g., loud noises or tight spaces). • Disruptive behaviors may appear sporadically and not be tied to external factors. 2. Open a Dialogue: • Approach the individual calmly and inquire about their perspective. Questions like, “I noticed you seem uncomfortable when the office gets noisy. Is there something that might help?” can provide clarity. 3. Seek Professional Input: • Workplace behavior consultants, occupational therapists, or HR specialists trained in inclusivity can help identify if the behavior aligns with a sensory need. 4. Reflect on Context: • Could stress, interpersonal conflict, or burnout be triggering the behavior? If so, consider addressing these factors first. Strategies for a Balanced Workplace Once the cause is identified, appropriate strategies can foster a harmonious environment. If the root cause is Sensory Needs consider the following: • Offer noise-canceling headphones, flexible seating, or adjustable lighting. • Encourage regular breaks to allow for sensory resets. • Provide quiet zones for focused work. If the root cause is Disruptive Behaviors consider the following: • Address conflicts openly with clear communication. • Provide training in emotional intelligence and conflict resolution. • Set clear expectations and boundaries. Building Empathy in the Workplace Understanding the root causes of challenging workplace behaviors is not just a task for HR or management. It’s a shared responsibility that benefits the entire organization. When we approach behavior with curiosity rather than judgment, we create opportunities for growth, inclusion, and collaboration. Distinguishing between sensory needs and disruptive behavior is a nuanced process, but it’s an essential step toward fostering a workplace that accommodates diverse needs while maintaining productivity and harmony. The question isn’t whether to address workplace challenges—it’s how we approach them. By prioritizing empathy, observation, and communication, businesses can transform conflicts into opportunities for greater understanding and inclusion.

Balancing professional duties with caregiving responsibilities can feel like a constant juggling act, with endless to-do lists and competing demands pulling you in multiple directions. For caregivers, the pressure to excel in both areas often leads to feelings of stress, guilt, and exhaustion. However, setting realistic priorities can help create balance and bring a sense of control to your daily life. One of the biggest challenges faced by caregivers who are also professionals is time management. Caregivers often feel like there aren’t enough hours in the day to meet both professional and caregiving responsibilities. Emotional exhaustion and guilt are also significant. Many struggle with the pressure to excel in their careers while also being fully present for their loved ones, leading to burnout. Additionally, there’s the challenge of limited flexibility in workplaces and insufficient support systems at home. Caregivers can approach their employers about their dual responsibilities by being transparent but professional. Share what’s relevant, such as needing flexible hours or remote work, and explain how these adjustments can benefit your productivity. Many employers are open to flexibility if they see that the arrangement won’t compromise performance. It also helps to come prepared with solutions, such as using specific hours for caregiving while maintaining availability during peak work times. Caregivers can set realistic priorities between their work and caregiving responsibilities by understanding what’s most urgent and important in both areas. I recommend using tools like a priority matrix or calendar apps to organize tasks by their level of importance. It’s also essential to communicate with employers and family members about what you can and cannot do. Setting realistic goals and accepting that you can’t do everything perfectly every day helps reduce stress. Delegation is crucial in achieving balance. At work, delegate tasks that others can handle, and focus on your core responsibilities. At home, involve family members or seek external help for caregiving duties. For instance, using services for meal prep, housekeeping, or respite care can significantly lighten the load. It’s about understanding that asking for help isn’t a sign of weakness; it’s a sign of smart planning. Balancing professional duties with caregiving responsibilities while prioritizing self-care requires intentional planning, clear boundaries, and effective use of resources. Here are some practical strategies: 1. Set Priorities • Identify the most critical tasks for your work, caregiving, and self-care. • Use a planner or app to schedule high-priority activities, ensuring each area gets attention. 2. Create a Flexible Routine • Develop a routine that accommodates work and caregiving demands while leaving space for self-care. • Be adaptable and adjust as needed when unexpected events occur. 3. Delegate and Outsource • At work: Delegate tasks to colleagues or employees when possible. • At home: Share caregiving responsibilities with family members or hire professional caregivers if feasible. • Outsource household tasks like cleaning, meal prep, or errands to free up time. 4. Communicate Openly • With your employer: Inform them about your caregiving responsibilities and explore flexible work arrangements like remote work, flex hours, or compressed schedules. • With family: Discuss needs and expectations to ensure everyone shares caregiving responsibilities fairly. 5. Use Technology and Tools • Leverage tools like shared calendars, task management apps, and meal-planning software. • Use caregiving-specific apps for medication reminders or tracking health appointments. 6. Build a Support Network • Connect with friends, family, and community groups for emotional and practical support. • Join caregiving or work-life balance support groups, online or in-person, for advice and encouragement. 7. Set Boundaries • Clearly define work hours and caregiving time to prevent overlap and burnout. • Practice saying no to additional commitments that could overload your schedule. 8. Incorporate Self-Care • Schedule self-care activities like exercise, meditation, or hobbies into your calendar as non-negotiable appointments. • Take short breaks during work or caregiving tasks to recharge. 9. Access Professional Resources • Look into employee assistance programs (EAPs) or caregiver support services. • Seek professional help for stress management, such as therapy or coaching. 10. Practice Mindfulness and Stress Management • Use mindfulness techniques like deep breathing or journaling to stay grounded. • Focus on what you can control and let go of perfectionism. 11. Plan for Emergencies • Have a contingency plan for work and caregiving in case of emergencies, such as backup childcare or alternate caregiving arrangements. 12. Regularly Reassess • Periodically evaluate what’s working and adjust your approach as circumstances change. By combining these strategies and maintaining open communication with all involved parties, you can better balance your responsibilities and maintain your well-being.

5 Tips for Helping Families and Peop le with Disabilities During Sudden Routine Changes Due to Weather Emergencies

Sundowning refers to a group of neuropsychiatric symptoms which commonly develop late afternoon or during the evening and night time ( periods of diminishing daylight). While it is commonly seen in individuals diagnosed with dementia or neurocognitive decline due to #parkinsons or #alzheimers disease, these same symptoms can be seen in children and adults with #autism . When #sundowning becomes apparent, look for patterns, note the things that seem to trigger it, and then do your best to avoid or limit those triggers. We should be our most gentle with individuals who either suffer from Alzheimer's disease or deal with autism the later the day progresses.

It's essential to recognize how big life events such as a difficult divorce or separation in their family could alter your child's attachment style. Through difficult transitions, having positive support from both parents can help a child build or maintain a more secure attachment style and display more positive behavior.

People who endure trauma at some point during their childhood don’t have faulty brains. Their minds & the behaviors they exhibit have been altered to help them survive.