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DISCLAIMER
The information presented here is not intended to diagnose health problems, breastfeeding problems, or to take the place of professional medical care. If you have persistent breastfeeding problems, or if you have further questions, please consult your health care provider. The DC Breastfeeding Coalition does not share partnership with, or have any vested interest in, any of the businesses that may appear on this site, or sites that may be assessable by links herein contained.
Workplace Support
New DC Law Protects Nursing Mothers
On December 7, 2007 Mayor Adrian M. Fenty signed a new law. This law is called the “Child’s Right to Nurse Human Rights Amendment Act of 2007” (Bill B17-0133). The law makes it legal to breastfeed ANYWHERE a woman has the right to be with her child in DC.
The Law states that:
An employer shall provide reasonable daily unpaid break-time, as required by an employee so she may express breast milk for her child; and An employer shall make reasonable efforts to provide a sanitary room or other location in close proximity to the work area, other than a bathroom or toilet stall, where an employee can express her breast milk in privacy and security.
DC's Child's Right to Nurse Human Rights Amendment Act of 2007 Information
Breastfeeding Guidelines for DC Employers (Final Rule)
If you think you have been treated unfairly while breastfeeding contact: Office of Human Rights at 202-727-4559 to learn about filing a complaint. You can also find the steps you need to take in order to write a complaint at its website www.ohr.dc.gov. Complaints can be made in person or online. All the forms you need to write a complaint can be downloaded through OHR’s website.
Becoming a Breastfeeding-Friendly Employer
Employers who increase the support they provide for breastfeeding mothers have found that there are company and family benefits including:
- Reduced staff turnover and increased retention of skilled workers after the birth of their child
- Reduced leave time for parents of breastfed infants who are more resistant to illness
- Lower and fewer health care costs associated with healthier breastfed infants
- Higher job productivity, employee satisfaction, and morale
- Enhanced loyalty among employees
- Added recruitment incentives for women
- Improved positive image in the community
Three essential requirements to ensure that employees can successfully combine work and breastfeeding include:
Time: Sufficient break time to pump, or flexible work hours.
Space: Provide a clean, comfortable, and private space for breastmilk expression. Access to a sink for hand and pump washing is necessary. The bathroom is not an acceptable option! Nearby, or on-site childcare would facilitate employees breastfeeding while on break or during lunch.
Support: Develop “mother-friendly” workplace policies; improve attitudes towards breastfeeding by educating workers and management about the benefits of breastfeeding. Survey your employees to assess the need to establish a place to pump on your work site. To become a breastfeeding-friendly employer see: http://www.usbreastfeeding.org/Issue-Papers/Workplace.pdf
Resources for Employers
CDC Healthier Worksite Initiative Lactation Support Program Toolkit