----- Original Message -----
From: "Joanne Whistler" <[log in to unmask]>
To: <[log in to unmask]>
Sent: Wednesday, August 25, 2010 6:15 PM
Subject: Company breastfeeding policy - long
Hello everyone,
You may remember that some months ago I asked the list for some ideas about
a breastfeeding policy I was hoping to propose at work. The good news is
that this is being considered, but the bad news is that the directors have
taken most of the positive things out of the policy and I'm feeling very
disappointed that the tone of the policy is now quite negative, with very
few concessions to the needs of nursing mothers. It's almost worse than not
having one at all! The document is to be discussed at a staff/management
negotiating committee on 8 September, and I would appreciate people's views
on which issues are most likely to be barriers to women in the company
successfully combining BF and work.
My main concerns are:
- no company time available for expressing (employees can use flexi-time,
but who wants to be away from baby for an extra hour to catch up the time
when you've already been separated for many hours?)
- Very negative tone regarding a room to express in for the regional offices
"doubtful if a room could be found"
- unnecessarily negative tone / requirements e.g. they provide fridges for
staff use anyway, so why not say positively that they can be used to store
milk? instead they've said milk must be labelled (why? with what?)
I'm probably going to have to pick my battles here. Some issues are unlikely
to arise (e.g. mother wanting to have baby brought to office for feeds), so
I won't fight those, but I would like some guidance on which battles to pick
and how I can get over the key issue of "why should we pay employees for
time spent expressing"
Any ideas very welcome. I have appended the text of my original draft and
the much-amended version that has been suggested by management.
Thanks,
Joanne
MY ORIGINAL DRAFT
Policy statement
The [company] recognises the benefits of breastfeeding to mothers and
infants and therefore encourages and supports staff members to breastfeed
their babies, including upon their return to work. ‘Breastfeeding’ includes
expressing milk and the same rights under this policy will apply to members
of staff who wish to express milk to give to their baby.
Pregnancy
A pregnant member of staff will be advised that the BDA will support her if
she continues to breastfeed after her maternity leave, and should be given a
copy of this policy prior to going on maternity leave.
The [company] will provide a copy of the NHS leaflet “Breastfeeding and
Work” and the La Leche League publications “Expectant mums information
pack” and “Working mums information pack” to the employee before she goes
on maternity leave.
Return to work
A risk assessment is carried out for all members of staff returning from
maternity leave, to ensure that they and their baby(ies) are protected from
work-related risks. For members of staff who plan to continue breastfeeding
after their maternity leave, the risk assessment includes questions which
aim to ensure they get the appropriate support.
The member of staff and her line manager should agree who will be
responsible for performing the risk assessment and who should be given
notice of the member of staff’s intention to continue breastfeeding or
expressing milk on her return to work.
The risk assessment should be conducted as soon as reasonably practicable
following the member of staff’s return from maternity leave, to ensure any
support she needs is provided.
Adjustments
The [company] will permit breastfeeding members of staff to take additional
breaks of up to one hour per full working day to feed their baby or to
express their breast milk. This should be taken in one or more breaks during
the working day, and not used to shorten the overall length of the working
day.
Where possible, the [company] will make available a private, comfortable and
appropriately equipped room for breastfeeding employees to feed their baby
or express their milk. The room will usually have a chair, electric outlet
and a lockable door, and have facilities for hand-washing and cleaning
equipment nearby. The room will not be a toilet.
The [company] will provide a fridge for the storage of expressed breast milk
and specify a location where expressing equipment can be stored.
Where the [company] cannot make available facilities for breastfeeding or
expressing milk for a member of staff because of the constraints of the
premises, consideration will be given to requests for temporary flexible
and/or homeworking whilst the need to breastfeed or express milk during
normal working hours continues. These temporary provisions are separate from
the entitlement to request permanent flexible working patterns, which is
available to all parents of children under 16 (18 for a disabled child).
THE AMENDED VERSION
The [company] recognises the benefits of breastfeeding to mothers and
infants and therefore supports staff members who wish to breastfeed their
babies or express milk.
The [company] provides a copy of the HSE “Guide to Expectant Mothers” and
members of staff are also advised to read the on-line NHS leaflet
“Breastfeeding and Work” if appropriate.
A risk assessment is carried out as soon as possible following the return to
work for all members of staff, by their line manager or if preferred the
Health & Safety or Human Resources Manager, upon notification of pregnancy
and also upon returning from maternity leave, to ensure that they and their
baby(ies) are protected from work-related risks. Members of staff who notify
the [company] that they are breastfeeding or expressing milk will be asked
to complete the additional risk assessment.
Breastfeeding members of staff may take breaks of up to one hour per full
working day to express their breast milk using flexible working arrangements
subject to agreement with their line manager as appropriate. In general
there is a requirement for a private, comfortable room for breastfeeding
employees with a chair, electric outlet and have facilities for hand-washing
and cleaning equipment nearby. A toilet would not be suitable. In [the head
office] this is likely to be the flat which is a multi-function room which
can offer the required privacy, however in the other offices it is doubtful
that a room could be provided and it would be necessary to discuss this
requirement with the line manager and HR manager to come to a suitable
arrangement.
If a member of staff wishes to store breast milk in a company fridge then it
must be appropriately labeled.
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