Kaidanian is a registered dietitian and mom of 2 who resides and practices in Long Island, NY. She hosts an annual health and wellness event called Pregnant Island, with an upcoming event this Spring. Come meet Eleana, Priya, other prenatal and post-partum experts, and moms of the area on Sunday, May 21, 2017 for a fun, social, local event while taking home new knowledge, new friends and awesome prizes. Learn more at www.pregnantisland.com
Elizabeth Summers is a nurse-by-trade turned entrepreneur. She has worked in a variety of settings as an RN including oncology, renal dialysis, and women's health. She is passionate about growing her online virtual doula service to support moms during the prenatal and postpartum weeks. Elizabeth is very supportive of natural birth and believes all women deserve to have choices in how and where they labor. She enjoys supporting laboring moms as an on-call birth assistant at the Minnesota Birth Center and has had the privilege of helping new mothers welcome their babies into the world on land and in water!
Faith Goenner, Founder/Owner, Mama Gracie’s Pregnancy Shop in Princeton, Minnesota left a 20-year career to follow her dream of owning a small business. She is a city girl who lives in a small town with her country husband. She has a 22-year old son and was a single mom for 16 years.
1:(r)An employer shall provide—
(A) a reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk; and
(B) a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.
2: An employer shall not be required to compensate an employee receiving reasonable break time under paragraph (1) for any work time spent for such purpose.
3: An employer that employs less than 50 employees shall not be subject to the requirements of this subsection, if such requirements would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer’s business.