Article Summary –
The article discusses the challenges faced by Rose Stanley, a college student and mother, in balancing education, work, and breastfeeding in North Carolina, a state without pregnancy discrimination protections. Despite the lack of state-level protections, federal laws like the Pregnant Workers Fairness Act, the PUMP Act, and the Pregnancy Discrimination Act have provided essential accommodations and protections for her, allowing her to manage her responsibilities effectively. Experts like Tina Sherman and Geonna Jordan highlight the importance of these laws in supporting breastfeeding mothers but emphasize the need for further improvements at both federal and state levels to ensure comprehensive support and protections for all pregnant and lactating workers.
Returning to school as a freshman, Rose Stanley often pumped milk for her 5-month-old daughter in a private room or her car before classes.
She used a library room, covering windows with papers. Hands-free pumps allowed her to study while pumping.
Stanley said, “When I’m not with them, I’m having to pump to keep up my supply.” She had a cooler to store milk until she got home.
She was fortunate. Her professors and work-study boss offered her flexibility.
North Carolina lacks pregnancy discrimination protections, but Stanley benefited from federal laws like Title VII, 2022’s PUMP for Nursing Mothers Act, and the Pregnant Workers Fairness Act.
Stanley wasn’t initially aware of these laws, but they significantly aided her.
Tina Sherman from MomsRising called the laws “groundbreaking.” She noted breastfeeding’s benefits for both parent and baby.
Doctors recommend breastfeeding up to two years, but many families couldn’t due to lack of workplace protections.
“These laws ensure people don’t have to choose between a healthy pregnancy and a paycheck,” Sherman said. Four out of five nursing workers start out breastfeeding, but less than half continue postpartum.
A Good First Step
These laws are just a start.
Geonna Jordan from Maven Clinic said more improvements are needed at federal and state levels, including more grants and protections.
As a breastfeeding educator in Charlotte, Jordan emphasized the need for state laws protecting against pregnancy discrimination, promoting career advancement and financial stability.
According to the CDC, nationally, 83% of infants start breastfeeding, but only half continue at 6 months, and a quarter at 12 months. North Carolina’s rates are lower, indicating nursing workers may lack needed support from employers and healthcare providers.
Courtney Hall, founder of Bump.Baby.Bliss, felt unsupported at work due to her pumping schedule.
“Some jobs didn’t understand the frequency,” Hall said. “I felt anxious and needed to over-explain, which affected my milk flow.”
Hall found social media support groups helpful for discussing lactation concerns and finding resources. She now supports others through her doula services.
In honor of National Breastfeeding Month, the US Department of Labor is hosting a free webinar on Aug. 6 at 11 am for North Carolina residents.
The Department advises employees to discuss breastfeeding accommodations early with supervisors. If support is lacking, contact the Hours and Wage Division confidentially at 866-487-9243.
The Laws and What They Mean
The Pregnant Workers Fairness Act (PWFA): This new law requires employers to provide reasonable accommodations for pregnant workers, ensuring they stay healthy and continue working without unfair treatment.
The Providing Urgent Maternal Protection for Nursing Mothers Act (PUMP): Signed into law in 2021, the PUMP Act requires employers to provide break time and a private space for pumping, extending protections to smaller businesses.
The Fair Labor Standards Act (FLSA): Enacted in 1938, the FLSA guarantees fair wages and working conditions and includes protections for breastfeeding employees.
Pregnancy Discrimination Act (PDA): This amendment to Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate based on pregnancy, covering various pregnancy-related conditions.
Family and Medical Leave Act (FMLA): This law allows up to 12 weeks of unpaid, job-protected leave for family or medical reasons, including the birth of a child and caring for a newborn.
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