Special Report By Deborah Jeanne Sergeant
The Case to Support Breast Feeding Moms in the Workplace
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y law, employers must protect nursing mothers’ need to nurse or pump breast milk in the workplace; however, it also benefits employers to do all they can to help new moms. With more new moms returning to work than ever and the American Academy of Pediatrics promoting breast-feeding, it only makes sense for business owners to do all they can to support nursing moms. “This is an excellent time for encouraging businesses in Oswego County to think about this topic, for a number of reasons,” said Elizabeth G. Crockett, a certified lactation consultant who works as executive director of REACH CNY, Inc. in Syracuse. “One is that the Population Health Improvement Project, led in Oswego County by the Oswego County Rural Health Network, is looking to increase support for breast-feeding in 74
community settings.” Crockett said that health care providers in the area have been actively promoting breast-feeding and women have also demonstrated more interest in breast-feeding recently. Supporting these healthful initiatives demonstrates that a company is proactive about employee health. “It can actually lower the medical costs and health insurance claims of breast feeding employees and their infants,” Crockett said. “Breast-feeding can reduce up to three times the expenses because it’s so protective against infections for the infant. It reduces the need for infants to go to the doctor. It can reduce turnover rates. They’ve found that 86 to 92 percent of breast feeding employees return to work when there’s a lactation support program. Otherwise, it’s 59 percent.” OSWEGO COUNTY BUSINESS
For these reasons, Crockett believes lactation support can increase employee loyalty. In addition to complying with the New York Department of Labor guidelines (www.labor.ny.gov/formsdocs/ wp/LS702.pdf), employers can go the extra mile to make sure lactating moms feel supported in the workplace. Crockett wants to have more employers clearly communicate about their break policy for moms and have them offer some flexibility in letting moms use unpaid breaks for pumping. Some moms may need to use part of their paid, hour-long lunch break early to pump more frequently. Though the law requires employers to provide a private place for women to nurse or pump milk, little touches can make that more comfortable and welcoming. For example, carpeting, a cozy APRIL / MAY 2017