There is so much anxiousness welcoming your new baby into your home. In the mix of recovering physically from birth there is a lot of planning. You're setting up a special room or space for your baby, building cribs, having baby showers and more. There is a lot of preparation for baby. BUT what about mom and dad? How are you preparing for your arrival, especially as you start your breastfeeding journey?
So, this has me feeling a whole bunch of emotions. As a woman, mom and entrepreneur in the tech industry gender discrimination is a constant. On August 7th CNN published an article about a Google engineer who wrote a 10 page memo about how women are "biologically" unfit to work in the tech industry. Reportedly the author of the memo cannot be identified but he is a software engineer.
Breast milk is important to a baby's growth and development. When moms cannot breastfeed frequently, due to travel or work, breast pumping is the next best option to providing essential minerals found in breast milk. Handling breast pumps can be just as essential. If breast pump parts are not cared for properly mold and bacteria can build up. And if the parts are not cleaned or sanitized properly your baby can get sick.
Summertime is the perfect time of year to be outdoors and by the water. We get new bathing suits, toys to build sand castles, beach umbrellas or new floaties for the pool. But what about summer safety. How prepared are you to be by the beach or pool with your baby?
Section 7 of the Fair Labor Standards Act of 1938 (29 U.S.C. 207) is amended by adding at the end the following:
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.