By Jessica Shortall, author of Work. Pump. Repeat: The New Mom’s Survival Guide to Breastfeeding and Going Back to Work
...By Jessica Shortall, author of Work. Pump. Repeat: The New Mom’s Survival Guide to Breastfeeding and Going Back to Work
...The Affordable Care Act (often called Obamacare) was implemented by most insurers on or after August 1 2012. The ACA made free breast pumps available to new moms through their health insurance, a plan intended to take away one of the biggest hurdles for a new mom. For the most part, moms who've taken advantage of this new baby bonus are satisfied.
...Are you a "kind" of mom? There are many kinds of moms: crunchy moms, nursing moms, helicopter moms, formula moms, full-time working moms (FTWM), part-time working moms (PTWM), stay-at-home mms (SAHM), work-at-home moms (WAHM), corporate moms, PTA moms, etc. We find ourselves attracted others that we deem as similar to ourselves within these groups we think we fall into.
...Join in the MomsPumpHere community for a chance to be the next Pumpday Giveaway recipient. MPH now hold a monthly raffle to show support and appreciation for our current and soon-to-be member moms.
...Thank you for contributing to the Moms Pump Here community. We welcome any inquiries and feedback from you, just contact us here. Feel free to Share Stories about your adventures in breast pumping submitting a blog post!
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.