Government spreading awareness about PUMP for Nursing Mothers Act
The U.S. Department of Labor has launched a campaign to spread awareness about the PUMP for Nursing Mothers Act (PUMP Act).
Under the “Power to Pump” nationwide campaign, the department’s Wage and Hour Division is distributing thousands of information cards on the PUMP Act and resources to community-based organizations across America.
“Workplace supports for pumping breast milk are critical because the majority of women return to work within a year of giving birth,” said Jessica Looman, principal deputy wage and hour administrator. “When a nursing worker has the right to break time and a private space to pump breast milk, they have greater peace of mind and are better able to continue breastfeeding if they choose.”
The division is providing general guidelines and PDF flyers for workers, employers and advocates. It also provides applicable law related to the legislation and other useful information, all available on the DOL website.
On Dec. 29, 2022, U.S, President Joe Biden signed the Consolidated Appropriations Act, 2023 into law. The law includes the PUMP for Nursing Mothers Act (“PUMP Act”), which extends to more nursing employees the rights to receive break time to pump and a private place to pump at work and may impact some of the other information provided below.
The Fair Labor Standards Act (FLSA) also requires employers to provide reasonable break time for an employee to express breast milk for their nursing child for one year after the child's birth each time such employee has need to express the milk. Employees are entitled to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.
Pregnant women face challenges
Some employers have found trouble because of their treatment of pregnant women and working mothers.
Last year, the New York State Division of Human Rights filed a complaint against Amazon, alleging the company engages in discrimination against pregnant workers and workers with disabilities by denying them reasonable accommodations.
Earlier this year, James Clarke, CEO of Utah-based Clearlink, expressed skepticism that single and working mothers could meet company expectations while continuing to take care of their children, saying "it adds so much stress to a working mother’s life that I would never want to put on anyone,” according to a Vice report.
"One could also argue that, generally, this path is neither fair to your employer nor fair to those children... I do believe that only the rarest of full-time caregivers can also be productive and full-time employees at the same time.”
