Establishes that failing to reasonably accommodate an employee's need to express breastmilk (no limit based on child's age) is an unlawful employment practice. Also sets forth requirements for breaks and conditions of the space necessary to accommodate breast milk expression.
This policy may correspond to diet-related strategies identified by the County Health Rankings’ What Works for Health tool, including:
For research on the potential effectiveness, please review the category links above.
We understand that this information is not comprehensive. It also does not include other important forms of evidence such as community members’ lived experiences and practice-based evidence.
Law addresses discriminatinon based on race, ethnicity, color, sex (including pregnancy, childbirth, or a related medical condition), sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, familial status, genetic information, or domestic or sexual violence victim status. § 9-1103.
Support for breastfeeding supports public health goals.
Law refers to supporting "gainful employment" for citizens. (§ 9-1101.)
There are various findings at Sec. 9-1101 (1) including that "[t]he population of the City consists of people of every race, ethnicity, color, religion, national origin, sex, sexual orientation, gender identity, ancestry, age, disability, marital status, and familial status. Many of these people are discriminated against in employment opportunities, public accommodations and obtaining adequate housing facilities. There are also members of the City population who are discriminated against based on their sources of income, as a result of their genetic information, because they are victims of domestic or sexual violence, or need reasonable accommodations in the workplace related to pregnancy, childbirth, or a related medical condition;" and "[d]iscrimination in employment has and will prevent the gainful employment of large segments of the citizens of the City and tends to create breaches of the peace and impose added burdens upon the public for relief and welfare."
Although not labeled "intent" or "purpose," the chapter includes this statement "In order to assure that all persons regardless of race, ethnicity, color, sex (including pregnancy, childbirth, or a related medical condition), sexual orientation, gender identity, religion, national origin, ancestry, age, disability, marital status, source of income, familial status, genetic information and domestic or sexual violence victim status enjoy the full benefits of citizenship and are afforded equal opportunities for employment, housing and use of public accommodation facilities, it is necessary that appropriate legislation be enacted." (Sec. 9-1101(1)(e)).
Consequences and penalties include: issuing a cease-and-desist order; ordering injunctive or other equitable relief, including: (hiring, reinstating or upgrading, with or without back pay, admitting or restoring membership in a labor organization, admission to a guidance, apprentice-training or retraining program); payment of compensatory damages; payment of punitive damages, not to exceed $2,000 per violation; payment of reasonable attorneys' fees; payment of hearing costs as reimbursement for expenses incurred by the Commission. § 9-1105. See also § 9-1121 (regarding penalties).
This provision is located in: Title 9 (Regulation of Businesses, Trades and Professions), Chapter 9-1100 (Fair Practices Ordinance: Protections Against Unlawful Discrimination); Section 9-1103 (Unlawful Employment Practices). Ordinances: Added, Bill No. 130922 (approved September 3, 2014).