Provide spaces and policies that encourage and support breastfeeding.
New mothers represent a significant segment of the global labor force, and postpartum care is essential to the health of breastfeeding women and their babies. Breastfeeding is widely recognized as the best source of nutrition to support the optimal growth and development of infants. The World Health Organization, United Nations Children's Fund and American Academy of Pediatrics recommend exclusive breastfeeding during an infant’s first six months of life, as it is associated with a reduction in the risk of infections, type 2 diabetes and childhood obesity. For mothers, breastfeeding can help reduce both postpartum weight retention and also the risk of breast and ovarian cancer. Research shows that a lack of workplace accommodations contributes to shorter breastfeeding duration or leads to a drop in milk supply, resulting in early weaning.
Offer Workplace Breastfeeding Support (1 point)
In addition to designated wellness or lactation rooms, which must be separate from bathrooms, the following are available:
Paid break times for pumping, at least 15-20 minutes every 2-3 hours (or 2-3 pumping sessions per eight-hour workday), with adjustments as necessary to meet the needs of individuals.
One-time coverage or subsidy of at least 50% for purchase of portable breast pump and/or availability of hospital-grade electric pump for multiple users.
Access to sink, faucet, paper towel dispenser and soap (not required to be located in wellness or lactation room but may not be located in a bathroom).
Access to a refrigerator with dedicated and sufficient space for milk storage based on assessment of occupant storage need (not required to be located in wellness or lactation room).
Design Lactation Room (2 points)
Projects provide at least one designated lactation room that meets the following requirements:
Is at least 2.1 m × 2.1 m [7 ft x 7 ft].
Separate from the bathroom. Space may be combined with an indoor restorative space (e.g., a room designed for contemplation, relaxation and restoration). If the room is multi-purpose, it includes clear signage demonstrating its designation as a lactation room.
Includes at minimum the following:
- Work surface and comfortable chair.
- At least two electrical outlets.
- User-operated lock with occupancy indicator or user-operated lock with signage available to indicate occupancy.
- System in place for room booking (designed in consideration of occupant privacy, such as a number system instead of occupant name).
- Access to sink, faucet, paper towel dispenser and soap (not required to be located in lactation room but may not be located in a bathroom).
- Access to a refrigerator with dedicated and sufficient space for milk storage based on assessment of occupant storage need (not required to be located in lactation room). Refrigerator is only required for regular building occupants.
- Dedicated storage space for pumping supplies.
Provides a calming and comfortable environment, addressing at minimum the following:
- Sound minimization.
- Thermal comfort.
- Interior design and decorative elements (e.g., art, wall color, furniture selection, communications board).
Present in a quantity that meets current and anticipated employee demand.
ADDITIONAL POINT OPPORTUNITY
To earn an additional point for Commercial Core, projects should also meet the requirements in all leased spaces.
Promote Breastfeeding Education and Support (1 point)
At least three of the following are offered to eligible employees at no cost or are subsidized by at least 50% to support and promote breastfeeding:
Breastfeeding education and behavioral counseling for primary caregiver(s).
Lactation support through at least one of the following:
- Postpartum lactation counseling to support breastfeeding initiation and continuation (no cap on sessions).
- Breastfeeding support groups or educational classes. Courses may be provided in-person or online; on-site or off-site; in group or individual settings; or through vendors, on-site staff, health insurance plans/programs, community groups or other practitioners.
- Banked breastmilk for occupants with specific medical conditions or situations (e.g., extreme prematurity, physical limitations, complications of the mother).
Back-to-work lactation counseling to support eligible employees transitioning from leave to work. Counseling may cover a range of topics as relevant to the employee, including setting up a milk expression schedule at home and work, identifying places at work to express milk, effective techniques for milk expression, storing and handling human milk, maintaining and building milk supply, talking with supervisors about needs and adjusting to the physical and emotional demands of returning to work.
Direct breastfeeding access through one of the following programs:
- On-site childcare with a policy supporting breaks for breastfeeding throughout the workday based on individual occupant needs.
- Allowing breastfeeding mothers to bring their child to work at least one day per week until at minimum six months of age.
Travel accommodations are made for breastfeeding women traveling for business, including the following:
- For all trips, breastfeeding employees are provided an insulated cooler at no cost or reimbursement to cover the cost of insulated cooler.
- For all overnight trips lasting longer than 24 hours, breastfeeding employees are booked in hotels (or other overnight accommodations) with in-room refrigerator access.
- For trips lasting longer than 48 hours employer provides coverage for breast milk shipping service (i.e., expressed milk shipped home).
- Education and resources are provided with strategies for how to manage pumping and breastfeeding needs while on business travel.
Note: Education must be culturally appropriate and literacy level appropriate. Education can come in the form of trainings, brochures, videos, posters, pamphlets, newsletters and/or other written or online information. All educational materials must be checked annually to confirm information is relevant and up-to-date.
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