1511cf66_all_To_Action_on_Breastfeeding__Topic
[ID] 827 [Interest Areas] Public Health Worker [Comment] Returning to work has been linked to reduced breastfeeding duration (Fein, Mandal, and Roe, 2008). Feeding the infant directly at work and pumping at work have been shown to promote increased intensity (number of breast milk feedings versus supplemental artificial baby milk feedings) and duration of breastfeeding, with feeding the infant directly being the most effective practice for both increased intensity and duration (Fein, Mandal, and Roe, 2008). Of the women who stopped breastfeeding when their infant was between three and five months of age, 21.3 percent â or one in five mothers â said they could not or did not want to breastfeed at work (Li, Fein, Chen, and Grummer-Strawn, 2008). Actions Desired Congress should enact legislation that supports breastfeeding and/or pumping at work. Baby-Friendly Workplace legislation should contain the following points for businesses to follow: 1.Providing unpaid breaks as needed for milk expression, 2.Making accommodations for privacy when pumping, 3.Providing a source of clean water, and 4.Providing a place for milk refrigeration (Wilson-Clay, et al., 2005). When possible, employers should support direct breastfeeding of children in the workplace. It is acknowledged that having access to the infant at work may be difficult or even dangerous, and not all occupations lend themselves to breastfeeding or pumping in the workplace. In these extreme situations, companies could be exempted from the legislation. Legal Precedent for Desired Action (National Conference of State Legislatures, 2008) Other states have laws or resolutions that promote, encourage, or protect breastfeeding in the workplace. A summary of those legal actions follows: Twenty-five states, including Arizona, protect breastfeeding from any claims of public indecency. California, Colorado, Connecticut, the District of Columbia, Georgia, Hawaii, Illinois, Indiana, Minnesota, Mississippi, Montana, New Mexico, New York, Oklahoma, Oregon, Puerto Rico, Rhode Island, Tennessee, Texas, Vermont, Virginia, Washington and Wyoming all have laws or resolutions that either encourage or require employers to provide breaks, privacy, and/or refrigeration facilities to breastfeeding mothers. Texas, Florida, and Washington allow a âmother-friendly,â âbaby-friendly,â or âinfant-friendlyâ designation to be used by businesses that agree to abide by certain provisions that support breastfeeding. Arguments Against Breastfeeding in the Workplace Many employers might not support mandated support for breastfeeding in the workplace for a variety of reasons: disruption to work and staffing schedules and costs to provide privacy and refrigeration being two of the major concerns. However, for every dollar spent on breastfeeding, companies save three dollars because women return to work earlier and take fewer sick days, while staff turnover is reduced (American Public Health Association, 2007). Unpaid breaks for breastfeeding or pumping can be rolled into already scheduled breaks during the workday, thus minimizing workplace disruption. Conclusion Nearly half of all states (21 out of 50) support breastfeeding in the workplace, which shows political will, but more should be done. Because of the health, social, and financial benefits, Congress should develop legislation to strongly support and protect breastfeeding in the workplace. Robin Tucker-Falconer, MS, RD [Topic] 
Worksite Lactation Support, Onsite Child Care, and Milk Expression
Call To Action on Breastfeeding
Topic