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Mother-Friendly Worksite Policy Initiative: An Overview. Breastfeeding— a Primary Prevention Strategy. Suboptimal breastfeeding is associated with increased risk 1 :. Breastfeeding: Outcomes for Moms. Breastfeeding is associated with reduced risk for maternal 2-16 :.
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Breastfeeding—a Primary Prevention Strategy Suboptimal breastfeeding is associated with increased risk1:
Breastfeeding: Outcomes for Moms Breastfeeding is associated with reduced risk for maternal2-16:
Work Remains a Barrier to Breastfeeding • Full-time employment decreases breastfeeding duration by an average of more than 8 weeks. • Mothers are most likely to wean their infants within the first month after returning to work. • Only 10% of full-time working women exclusively breastfeed for 6 months.
Physiologic Basis • Breaks for lactation are similar to other work breaks to attend to physical needs. • When mother and child are separated for more than a few hours, the woman must express milk. • In general, 30 minutes are needed approximately every 2-3 hours to express breastmilk or to breastfeed. • Missing lactation breaks can lead to negative physical outcomes.
Business Case • Lactation programs are cost-effective, showing a $3 return on $1 investment. • Lactation accommodation is not one-size-fits all. Flexible programs can be designed to meet the needs of both the employer and employee.
Breastfeeding reduced risk of occurrence and reduced acuity of illness of the newborn and of the older child = fewer absences of employees who are mothers and fathersand lower health care costs = immediate and on-going return on investment
Breastfeeding support in the workplace helps families meet their breastfeeding and childrearing goals = higher job satisfaction, increased loyalty, increased ability to focus on job responsibilities, higher rate and quicker postpartum return-to-work, and reduced turnover = immediate return on investment
Breastfeeding reduces risk for chronic disease in female employees who breastfeed and contributes to a healthier workforceof the future through reduction of community’s obesity and chronic disease burden = long-term payoff that keeps on giving
Legal Basis Fair Labor Standards Act With the passage of Section 4207 of the Patient Protection and Affordable Care Act of 2010 US joined 126 other countries whose employed women are entitled to protection for lactation breaks at work. Applies to employees covered under this act (“non-exempt” employees) http://www.dol.gov/whd/nursingmothers/
Reasonable Break Time for Nursing Mothers • Reasonable break time each time a mother has a need to express breast milk until child is one. Time used in addition to usual employer-allowed breaks does not need to be paid. • Employer must provide a place that is not a bathroom that is “shielded from view and free from intrusion” to express breastmilk. • Flexible options for space acceptable as long as requirements met.
Texas Mother-Friendly Worksite Policy Initiative Provide guidance, tools, and support for development, implementation and evaluation of evidence-based worksite lactation support policies and programs that are: Responsive to needs of employees and their babies Feasible and sustainable for employers Beneficial for the health of Texans
The Process Taskforce development Baseline assessment Buy In/Support Consider solutions/ Develop program plan and policy Implement program and evaluate
Comprehensive Lactation Program Behavior Information Education Communication Environment Private non-bathroom space Storage alternatives Hygiene alternatives Policy Maternity leave, gradual return Flexible work hours Supportive supervisors
