Tag: Pumping Breastmilk

Some Thoughts

Adoptive mothers breastfeeding their adopted baby is a controversial topic. Even though it took assisted reproduction for me to give birth to my two sons, I was a devoted breast feeder – I fed each of them on the breast for over a year. So, I appreciated the perspective from one woman in my all things adoption group –

I grew up, and later lived with my breastfeeding babies in non privileged countries where formula was not a dependable option. Breastfeeding babies that weren’t related was common practice to keep babies fed. When I first read the outrage in this group over adoptive mothers breastfeeding, I felt personally attacked. I have breastfed other mother’s children and it really did feel natural. I didn’t engage in those conversations then because of my feelings.

I have taken the time to process what was said in those threads and it boils down to an understanding that adoptive mothers choosing to breastfeed is a selfish act. It is not child centered in any way. They are trying to force a bond that isn’t there. There is no way to steal a baby from their mother, then claim you are doing anything solely for the child’s well-being.

Another woman also pointed out the history of wet nurses with this comment –  it was common in the past to have wet nurses, and more recently donated breast milk. I know a lot of people have feelings about breast milk and breastfeeding, but it truly is such a natural and amazing thing. I wish it wasn’t such a controversy.

Another woman noted – in response to an assertion that there is no nutritional value in medically induced breast feeding, which is what adoptive mothers do – “I’m a breastfeeding medicine doctor, and all breastmilk is nutritionally and immunologically superior to formula milks.”

Another person noted – there’s a difference between wet nursing for necessity and forcing a grieving infant to suckle you in order to fabricate some “as if born to” delusion. We’re talking about psychological abuse. If someone is being child centered, they should be pumping and feeding from a bottle plus this – the “first rule of lactation support” is: Feed the baby!

Someone questioned – wtf is a breast feeding medicine doctor? Where does one acquire that degree? And received this answer – I am a Certified Breastfeeding Specialist, on Pathway 3 to becoming an International Board Certified Lactation Consultant, and a Breastfeeding Medicine Physician is exactly what it sounds like— trained doctor at the base, who specializes in lactation management. They are rare and even more medically qualified than International Board Certified Lactation Consultants (who don’t have to become a doctor first, but do specialize in lactation through intensive study and mentorship). And yet another agreed – I’m an MD practicing family medicine and I specialize in prenatal through lactation. When treating for lactation, it’s referred to as breastfeeding medicine. Just like there’s no degree for a “cardiologist” or a “pediatrician.” It’s a specialty you choose as a medical doctor (MD).

Someone else noted – And not only that, this is the most common medication, LINK>Domperidone, to induce lactation— which is rare to access in the US to begin with (as it is off-label use). Human milk can also be induced with herbs, diet, and/or just stimulation, without medication. As someone qualified in lactation support, the amount of misinformation I see spread in this group about lactation hurts. And I’m NOT talking about the ethics of feeding a baby who is not your own, which I’m so thankful about the perspectives on. We don’t have to throw out the proverbial baby (human milk) with the bathwater (direct feeding an adopted baby).

Required By Law

A woman writes –

I keep thinking things can’t get worse and trying to be strong but right now I feel hopeless and it seems impossible. I was working for the school system but they wouldn’t make accommodations for me (example: needing bathroom breaks or a lunch break to eat, etc) and my contract will not be renewed for the upcoming school year because I fought them on not allowing me a pumping accommodation (although required by law) in the future. I’m applying and interviewing but so far everyone only seems to focus on me being pregnant and maternity leave and turning me down. I’m finding this disheartening because I’m being responsible and being proactive yet that doesn’t seem to matter or be helpful. Really having doubts today about my future or my son’s future. I’m trying to imagine that once he is here, everything will be different but I can’t today.

I remember being “let go” from Sears Roebuck & Co back in 1973 when I worked in the Infants department. I was pregnant and there were no “protections” for such a state of being back then. What a difference the passage of time makes.

A LINK>Freeman Mathis & Gary blog at the law firm’s website notes – Two new federal laws aimed at increasing protections for pregnant and breastfeeding employees will go into effect in 2023: the Pregnant Workers Fairness Act (“PWFA”) and the Providing Urgent Maternal Protections for Nursing Mothers Act (“PUMP For Nursing Mothers Act”). Employers should familiarize themselves with the new employee protections and employer obligations under both laws.

While the law should help the woman I quoted, I also know that in the “real” world that is NOT always enough. The PWFA appears to substantially increase protections for employees and job applicants with known limitations relating to pregnancy, childbirth, or related medical conditions. It applies to employers with 15 or more employees. It is NOT in effect yet but kicks in on June 27, 2023. 

The PWFA entitles covered employees to a reasonable accommodation unless the accommodation would impose an undue hardship on the operations of the employer. As with other disabled employees, the employer must engage in the interactive process with the employee in order to discuss and determine the reasonable accommodation. The obligation to engage in the interactive process is triggered when the employer becomes aware of an employee’s “known limitation” arising out of a pregnancy, childbirth, or related medical condition.

Already in effect as of December 29 2022, the PUMP For Nursing Mothers Act amended the Fair Labor Standards Act (“FLSA”) to entitle all employees (not just non-exempt employees) to unpaid reasonable break time to express breast milk up to one year after the employee’s child’s birth.  The Act requires that breaks be provided “each time such employee has need to express the milk.”

The Act also requires employers to provide a private location to express milk that is not a bathroom. Employers should be aware that an employee must be compensated for pumping breaks if such a break must be paid according to other federal, state or local laws; the employee is not completely relieved of duties during the entirety of the break; or if they express breast milk during an otherwise paid break period. The PUMP for Nursing Mothers Act contains a small employer exception for employers with fewer than 50 employees where compliance would cause an undue hardship.