I think that a good approach is to try to provide the employer with
information on how supporting the mother will actually benefit them (the
employer).  If it is not required by that state's law, then they don't have
to, but if you can appeal to their side of wanting to do what is best for
all parties, both the employer's bottom line and the mother's situation,
then you might find they would work something out.  For example,
approaching it from the stance that breastfed babies are sick less, less
doctor visits, so mom misses less work, if mom has support and less stress
then she is a better employee, the high cost of employee turnover and
training new employees if mom quits, etc.


Best,
Sonya Shaver, BS, CHES, IBCLC

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