The Center for WorkLife Law is a research and advocacy organization at UC Hastings College of the Law that seeks to advance gender and racial equity in the workplace and in higher education. WorkLife Law focuses on initiatives with the potential to produce concrete social, legal, and institutional change within a three to five year timeframe. Our current major initiatives include programs for advancing women leaders, eliminating barriers for pregnant and breastfeeding workers and students, preventing Family Responsibilities Discrimination, and helping companies to interrupt and correct bias in the workplace and create more stable schedules for their hourly workers.
Our latest report, Exposed: Discrimination Against Breastfeeding Workers, analyzes breastfeeding legal cases from the last decade to document patterns of discrimination, and analyzes new data on the scope of existing state and federal laws to protect against discrimination. We found that 27.6 million women of childbearing age don’t have the basic protections needed by all breastfeeding workers.
With the help of the Society of Women Engineers, the Center for WorkLife Law produced a comprehensive survey documenting in the real world what social psychologists have long observed in labs: that women and people of color experience workplace hurdles that do not exist for white men.
Employers have failed to put in place policies that protect and support caregivers. Based on our review of 4,000 cases, we review efforts to reduce bias against caregivers in the workplace.
A9: Yes, schools that receive federal funding are obligated under Title IX to help you find a way to breastfeed or pump while on campus. #WellessWed #IPumpedHere @MomsRising @WorkLifeLawCtr
The Pregnant Scholar Homepage | Tools to support student parents
Pregnant students and student parents are protected by Title IX. University students, postdocs, faculty and administrators can learn more here.
thepregnantscholar.org
Talking to your boss about your pump can be difficult. We've partnered with @ABetterBalance to create a state-by-state guide about your rights to pump at work. #WellnesWed #IPumpedHere
Q7: What if an employee is worried their manager will be upset if they ask about pumping when they comes back to work. What can they do?
#WellnessWed #IPumpedHere
Employers are required by the Break Time for Nursing Mothers Law to provide non-exempt employees with reasonable break time to express milk and a private space that is not a bathroom where you can express milk until your baby is one year old. https://t.co/eAHrcYSLWH #WellnessWed
Q1: What is the “Break Time for Nursing Mothers” law mean for parents? Who is protected by laws on pumping at work? #WellnessWed #NBM19
This week on #WellnessWed we’re talking about workplace support for #breastfeeding parents. Join us @ 2pm ET. #NBM19 #IPumpedHere
"Low-wage workers have a particularly difficult time getting the accommodation they need to breastfeed....and these women are only half as likely as middle-income earners to have access to the time and space needed to pump at work" @YahooFinance
We need to stop discriminating against women who breastfeed at work
Managing heavy workloads, childcare, and day-to-day life is a significant challenge, particularly if employers aren’t willing to be flexible.
ow.ly
A9: Another favorite is “Pumping at Work: How Medical Professionals Can Support Breastfeeding Patients”
from @WorkLifeLawCtr https://t.co/eL1kd4uB03 #EPWChat
