Pump Breastmilk At Work By Lakshmi Varanasi Summary

1. The medical care facility should have had an interpreter there at the childbirth. I think it was absolutely ridiculous for Sherry to have to go through natural childbirth and have the incident with the air not being on as well. The doctors and nurses should have also been properly trained and more compassionate.

The audience intended for this paper are mothers that have a desire to breastfeed, employers, clinicians, breastfeeding advocacy groups and federal and state legislators involved in policy change.

This dramatic case was known as the "Granny battering". This shocked the health care industry. Bt the end of the decade,

In the 25th week of her pregnancy, the mother was advised by the nurse to remain on bed rest to avoid further complications and potentially hurting her unborn baby. The mother continued to work from the hospital placing additional stress on the baby despite the nurse’s appeal that such stress can cause the baby harm. Attempts to stop premature delivery were made but failed, the mother asked the medical team not to take any extraordinary measure to save the baby. The premature baby lived but the mother showed little interest in his health and wellness. The nurse tried to the best of her ability to spark

The change in policy that allows women and men to bring their newborn children to work with them is, in a sense, just one more change in our country norms and values. At one point leaving your child with a baby sitter or at a daycare center all day was considered being a bad parent, meaning it was the norm to stay home and take care of your child yourself. Then, as divorce rates went up and more women were forced to raise their children on their own, that changed and it became the norm for women to go back to work after a set time for maternity leave. This also made sending you child to a daycare center or leaving them with a babysitter the norm since you couldn’t be there to take care of your child. With women being allowed to bring their babies into work with them, that is again changing the norms of society, specifically those having to do with the care of children. Women used to be given a hard time when they brought their children into work with them, even if it was only for a matter of minutes. Now many of them are allowed to bring their children in for a whole day, every day. This is enabling women to care for their own children and raise them in their own way with their own values, instead of entrusting those important responsibilities to someone else. Mothers are also forming a closer bond with their children in an important time in a child’s development. This will lead to a stronger bond later

Matos, Ribeiro and Guerra write about the benefits of breastfeeding and breast milk and how the antioxidants within the milk help strengthen a babies immune system. They provide a lot of scientific research and information on the different types of antioxidants, vitamins and other nutrients that are within breast milk.

The negative mind-set of employers on pregnant employees plays an important role in causing discrimination. Women’s performance ratings were seen to decline after being pregnant, from “superb” to “terrible” as shared by one victim of pregnancy discrimination. This is because they are perceived as “overly emotional, often irrational, physically limited, and less than committed to their jobs” as compared to their non-pregnant woman counterparts and are hence “less valuable and dependable.” There is also the problem of additional workload for remaining staff or the potential need to hire temporary staff to tide over the maternity leave period. To compound the issue, employers suffer uncertainty as to when the employee will return to work, or worse, the employee leaves for good after their maternity leave period. In fact, a study done shows that only 60% of women go back to work within two years of their maternity leave. It is hence unavoidable that employers, being cost sensitive, worry that all the extra cost incurred will ultimately become a meaningless loss if their pregnant employees do not return to work.

Today there are two countries in the world that do not currently guarantee paid maternity leave for employed new mothers and/or expecting mothers, those countries are the United States and Papua New Guinea, according to the International Labour Organization, an United Nations agency, which recommends a minimum 18 week maternity leave (Rubin 2016, p.1). In recent years, the controversial issue of guaranteed maternal leave has been a prominent topic of debate amongst political activists and elites, particularly in the United States, where reform is a feasible option but has yet to be achieved. It is this absence of policy that serves to provide guaranteed maternal for all working mothers that has been linked to significant health related issues; these adverse effects not only impacts those mothers, but their children as well. Although paid maternal leave remains a controversial matter, policy reform that implements such leave is not only a feasible option in the United States, both economically and politically, it is an ethical necessity in order to facilitate the well-being of American women. Thus, in order to work toward ethical political/governmental policy that supports the well-being of women in the United States’ workforce, it is crucial that guaranteed paid maternal policy is implemented.

The origin of federal breastfeeding legislation is the 2011 revision of the Fair Labor Standards Act of 1938 (FLSA). Section 207 (r) calls for employers with over 50 employees to provide reasonable break time and a private place (other than a bathroom) for women to express milk. This landmark legislation marks the first time that federal legislation providing workplace protection and support to breastfeeding women was enacted (Murtagh, 2011). Murtagh argues that while this piece of legislation is groundbreaking, it falls short in four main categories: only a portion of breastfeeding women are covered by the FMLA; the women who are not covered, such as unemployed and lower income, are already less likely to breastfeed; leave taken to express milk is unpaid; and FMLA leave can only be taken for a continuous period (p. 220).

In Nikkita situation the waitress had the freewill to tell Nikkita to remove herself from the environment, and was not fired from the establishment. As for the ladies whom were harassed on aircrafts for breastfeeding they took the aircraft companies to court and won but the aircrafts companies did not change either policies to protect breastfeeding women. Congresswoman Carolyn B. Maloney of New York City says, “A lot of work has been done to protect nursing mothers. But unfortunately, some women are still harassed for breastfeeding in legal areas.” Also, breastfeeding law website says, “Most state laws protecting the right to breastfeed outside the home do not have enforcement provisions,” this means if the law is

The Urban Institute published a case study that promotes the creation of national paid family leave policy in the United States. In the study, it is shown that this issue has been debated countless times in the past. George H.W. Bush even vetoed an unpaid family leave act during his presidency. This displays the struggles of enacting policy relating to this issue. The lack of a national paid family leave program in the US has left working mothers with three options: “return to work immediately after childbirth, quit employment, or take unpaid leave” (Urban Institute, 2017, p.3). The issue with these options include, loss of pay, unemployment, or the lack of parental presence in a child’s early development. Moreover, although some private companies offer paid leave, less educated and lower income mother have little access to this paid leave, which exacerbates their financial instability, keeping them in a lower societal class. This study found that not only is the current system is inadequate, but it is also inequitable, which causes financial hardships across the nation. According to the study, there has even been a 32% decrease in income after childbirth. Although this is the current situation, some states have enacted a statewide paid family leave program, which displays

Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.

A woman is eligible for “Maternity leave” if, “She is absent from the employment for a period not exceeding eight weeks for the purpose of giving birth; or if she gives her employer at least two weeks of notice of her anticipated date of departure and intention to return.” (“Maternity Leave Act”, 2007) Thanks to these numerous regulations and rights, in these specific circumstances the employees have to be treated fairly, and cannot be discriminated. There are legal penalties when employees are not treated

For thousands of years, breastfeeding has been the main source that women have had to feed their babies. In today’s society, however, breastfeeding has become a controversial issue due to the increased sexualization of the female body, especially women’s breasts. This same society has failed to consider the benefits that breastfeeding mothers offer to society and, most importantly, the benefits breastfeeding offers to children. It is important to consider and remember that breastfeeding is natural and nursing mothers should be free to nurse everywhere because it is their legal right, it is the first source of nutrition for their children, it eliminates excess waste in the environment, and it benefits society.

Statistical Product and Service Solutions for Windows (SPSS) 12.0 software package and SAS 8.0 software. SPSS 12.0 was used for all statistical analysis except linear regression which used SAS 8.0.