(1)  Run, do not walk, to the USLCA website, to download and read ALL the
incredible IBCLC advocacy materials that are there all day, everyday.
 There are swanky-looking, free, evidence-based hand-outs about hospital
staffing, the IBCLC credential, etc.  The website is newly-redesigned and
quite elegant.  Go to  http://www.ilca.org/i4a/pages/index.cfm?pageid=4030

(2)  Run, do not walk, to the U.S. Surgeon General's Call to Action to
download and read the evidence-based report by the nation's most important
public health official on the importance of having *everyone* support
breastfeeding mothers .... starting with the facilities where they birth.
http://www.surgeongeneral.gov/topics/breastfeeding/calltoactiontosupportbreastfeeding.pdf


(3)  Walk, so as to carefully think through, to your plan to offer the
hospital a contract for IBCLC services, to be provided by you as a private
practitioner.  If you are currently employed at the hospital as an RN, and
not as a *dedicated* IBCLC, then it is NOT a conflict of interest for you
to be "hired on the side" to be the dedicated IBCLC professional.  It is a
way the hospital can easily "test-drive" the notion of having IBCLC expert
care on-site or on-call.  They know you already, so they'll feel
comfortable signing the contract.  It is FAR easier for any company to
sever a relationship with a contractor than with an employee:  they just
don't renew at the end of the year; no hard feelings.  The hospital doesn't
have to sever its relationship with the peer counselors; indeed, you may
become a valuable resource to help them identify when a matter *does*
require an IBCLC's care.

Good luck!

-- 
Liz Brooks JD IBCLC FILCA
Wyndmoor, PA, USA

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