Relates to nursing employees

• Democratic3
• Republican2

◆ The sponsor's argument

Why Monica Martinez says this is needed

New York State Labor Law Section 206-c requires an employer to provide nursing employees with break time to express breast milk at work. The NYS Department of Health has a "Breast-Feeding Bill of Rights" and "Frequently Asked Questions" available on their website describing in detail the responsibilities of both the employer and the nursing employ- ee concerning expressing breast milk in the workplace. As written, the employer shall designate a room or other location (other than a restroom or toilet stall) which shall be made available for use by the nursing employee to express breast milk. The room must be well lit, near the work area, shielded from view and free from intrusion and further provide, at minimum, a chair, working surface, and nearby access to clean running water. Breast pumps are the direct mechanism in which a nursing person may utilize to provide food for their baby. Therefore, for both nursing and non-nursing employees, washing breast pump attachments in a communal sink is concerning. Sinks, particularly communal sinks, are known to potentially carry and transmit bacteria as a result of hand washing. The Center for Disease Control and Prevention (CDC) recommends washing breast pump attachments in a clean wash basin used only for washing infant feeding equipment. For this reason, it is important to designate a sink for the sole use of washing breast pump attachments or for the employer to provide the nursing employee with an individual wash basin to be utilized for such purposes in the workplace. This is a small yet meaningful measure to ensure both nursing and non- nursing employees remain healthy and comfortable seeking accommodations should they need without risk of the transmission of bacteria between communal hygiene areas and breast pump attachments. At times, employees may spend more time in the workplace than they do at home with their family and thus this effort remains aligned with New York's vision in being a model for inclusive and accessible labor practices for our work- force.

This is the sponsor's own case for the bill, quoted from their memorandum. It is not Agora's description of what the bill does.