Mandatory Compliance for Breastfeeding in the Workplace
The purpose of this paper is to argue my position on the Breastfeeding Promotion Act of 2011, bill 2758. Major stipulations and components will be discussed as well as the controversy surrounding the issue. Benefits of promoting breastfeeding and mandating compliance in the work place will be given as related to breastfeeding moms, and society as a whole. An assessment as well as my professional opinion related to why we should mandate promoting breastfeeding in the workplace. Pros and cons of the issue will be discussed so you may make an informed decision as well, and do what’s best for society and that is to promote breastfeeding in the workplace.
My argument is based off the breastfeeding promotion act of 2011. The Breastfeeding Promotion Act of 2011 is to amend the Civil Rights Act of 1964 to protect breastfeeding and provide for reasonable break time for nursing mothers. This bill would prohibit discrimination on the basis of pregnancy related conditions, which currently does not include lactation (secretion of milk). It would protect the expression of breast milk as well as the feeding of a child directly from the breast, while at work in a designated area. This bill will allow protection for exempt as well as nonexempt employees. A nonexempt employee is one covered by minimum wage and overtime regulations of the Fair Labor Standards Act (FLSA). Exempt employees, because of their mostly administrative positions, are exempt from receiving overtime pay.
Surprisingly enough, there is much controversy over amendments to such a natural process as breastfeeding. Some individuals feel work is not the place for breastfeeding a child or expressing milk. Employers need to provide a clean private space for their employees which can increase costs based on remodeling. Break times must be provided for the breastfeeding or milk expression completion. Storage areas such as a designated refrigerator for breast...