At our first committee meeting one issue that came up is: how does a
company justify a benefit that isn't applicable to all employees (ie, the
men in this case)...
Thanks for the great sources that have been posted.
Someone asked that I repost this without acronyms (sorry, it's easy to
forget!)
A large Health Maintenance Organization= site-based hospital/clinic
offices/all-in-one insurance plan) is deciding its policy on Health Care
Professionals employee break time (paid or
unpaid) for pumping, and for postpartum maternity leave (especially as it
affects breastfeeding duration).  Their motivation is to increase female
physician recruitment & retention.
Some of the new-mom-physicians have asked me to speak to the committee, and
I wondered what wisdom/precedents lactnetters can offer.  All the US state
legislation I can find is regarding unpaid breaks & access to privacy &
sanitation.  Does anyone work at a hospital or other setting that addresses
this in more ways? The opportunity to promote female physicians
breastfeeding for a significant duration is incredibly wonderful & I'd love
to have more ideas & data to offer.
Susan Lawrence, IBCLC

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