Breastfeeding mothers face significant challenges when it comes to balancing their work and personal lives. Unfortunately, discrimination and retaliation in the workplace are all too common for these individuals. In a recent case, a former airport customer service agent accused her former employer, Sun Country Airlines, of engaging in discriminatory practices by failing to provide appropriate facilities for expressing breast milk. This article delves into the details of the case, explores broader national protections for nursing mothers, examines similar instances of discrimination, and highlights the need for stronger support and safeguards.
Background on the Sun Country Airlines Case
The plaintiff in the case against Sun Country Airlines alleged both discrimination and retaliation. She claimed that the airline directed her to use the baggage storage office to pump milk, an area lacking privacy, featuring windows, and accessible to staff members. Furthermore, when she raised concerns about the unsuitability of this location, the plaintiff felt “gaslighted” and was wrongfully portrayed as being aggressive for advocating for her rights.
National Protections for Nursing Mothers
Recognizing the urgency of protecting nursing mothers’ rights, the Providing Urgent Maternal Protections for Nursing Mothers Act was enacted in late December 2022. This legislation aims to provide comprehensive national protections for breastfeeding employees. It mandates that employers provide reasonable break times and a private, non-bathroom space for expressing breast milk. The new law seeks to ensure that working parents have the necessary support to balance their professional responsibilities with their commitment to breastfeeding.
Similar Cases of Discrimination
The Sun Country Airlines case is not an isolated incident. In recent years, there have been several lawsuits filed by breastfeeding employees alleging discrimination and mistreatment. For instance, three U.S. Postal Service workers filed a suit against their employer for forcing them to pump milk in semi-public areas. Additionally, Dollar General workers claimed they were coerced into pumping milk in unsanitary restrooms and stockrooms. These cases highlight the prevalence of inadequate facilities and the urgent need for better protections for nursing employees in various sectors.
Protections Provided by the Pregnant Workers Fairness Act
Another significant step forward in protecting the rights of nursing employees is the enactment of the Pregnant Workers Fairness Act, effective as of June. This law addresses a wider range of pregnancy-related accommodations, including providing reasonable break times and suitable lactation spaces. It supplements previous legislation such as the Pregnancy Discrimination Act and the Affordable Care Act, ensuring that breastfeeding individuals are supported throughout their employment journey.
The Plaintiff’s Statement and Call for Change
Reflecting on her experience, the plaintiff in the Sun Country Airlines case stated, “No one should be punished or retaliated against at work for pumping milk to keep their newborn fed.” She expressed her firm belief that the treatment she received as a new mother was unjust and vowed to prevent others from enduring a similar ordeal. Her courage in speaking out shines a light on the need for systemic change and increased awareness regarding the rights and needs of breastfeeding employees.
Discrimination and retaliation against breastfeeding mothers in the workplace are deeply concerning issues that demand urgent attention. Employers must prioritize the needs of nursing employees by providing appropriate and private locations for expressing breast milk, as mandated by national legislation. The Sun Country Airlines case, along with other lawsuits, serves as a poignant reminder that change is needed to ensure the well-being and fair treatment of breastfeeding individuals. It is crucial for all employers to create supportive environments that enable working parents to fulfill their professional obligations while nurturing their newborns. By doing so, we can strive for a more inclusive and equitable work culture that respects the rights of all employees, regardless of their parental responsibilities.