California’s New Labor Laws Supporting Nursing Moms

Nursing Moms

The harsh reality of working mothers during the pandemic has shown that due to closed schools and shuttered businesses millions of women are being forced out of the workplace.  “A large percentage of these are single mothers who are the main breadwinners. This difficult situation is even compounded by those mothers with infants, says James Urbanic a Discrimination Lawyer in Los Angeles.

Some states have family time off for a woman after giving birth. When this time runs out, usually 12 weeks,Family and Medical Leave Act | U.S. Department of Labor (dol.gov), there is still the need to continue providing and expressing milk for the infant.

California is going the extra mile when it comes to protecting mothers and infants. Imagine you’re a mom and you need a place to care for your baby but an employer denies you a break or a facility?

 Mothers with infants will have more support in the workplace due to the passing of Senate Bill 142 (amending Labor Code Sections 1030, 1031, and 1033, and adding Labor Code Section 1034). Effective as of January 2020, the new labor code gives mothers that need to express milk for their infant child the opportunity to have the adequate break time.

If you feel your rights are being withheld, then you need to contact a wrongful termination attorney.

The statute directs all employers with over 50 employees to provide a specific place equipped with a refrigerator and sink in an accessible area of the employees work station.

Also, employers must develop lactation accommodation policies and carry out their implementation.

In the event that these requirements above are not provided by the employer, the employee can file a complaint with the State Labor Commission. The employee will be protected from any retaliation such as, discrimination or discharge by the employer.