Lactation Resources

To provide an accommodating and supportive environment for nursing mothers, Emory offers reasonable break times as well as safe, comfortable spaces to express milk. There are also many resources, benefits and programs available to expectant and nursing mothers.

Lactation Rooms

Lactation rooms are available throughout the Emory campus, but the nearest room to you may not be your building. Your manager is required to provide a reasonable break time including time for travel to and from the nearest lactation room. For details, view Emory's Lactation Support Policy.

Note that some rooms may also be used for other purposes including other physical or medical needs, such as insulin shots for diabetes.

Guidelines

Lactation rooms should be made available when needed by a nursing mother, unless it is in use by another employee and the room cannot accommodate the needs of more than one person at a time.

Lactation rooms are shared and collaboratively managed and maintained across the Emory campus. The success of Emory's lactation rooms depends on this collaboration and shared responsibility. This refers to the use of space on campus, operations, maintenance, funding and compliance.

Requirements

Lactation rooms will vary from one to another due to building constraints, however a list of requirements should still be met to be in compliance with federal and university policies. For room requirements, refer to Emory's Lactation Support Policy.

Using a Room

After using a lactation room, be sure to clean up and ensure that any pumps provided by Emory are cleaned thoroughly and properly after each use. This prevents contamination and the spread of germs. Note: you may need to provide your own supplemental equipment to connect to the pumps provided by Emory.

Room Managers

If you are a room manager, or interested in setting up a lactation room in your building, refer to the Lactation Room Manager's Guide for specific guidelines.

Other Benefits

If you are on the Emory medical plan, you can also access the following benefits:

Breast Pump

A standard electric pump (non-hospital-grade) while you are pregnant or for the duration of breastfeeding, once every three years, OR
A manual breast pump while pregnant or for the duration of breastfeeding, if you have not received an electric or a manual breast pump in the last three years
Another set of breast pump supplies if you get pregnant again before you are eligible for a new pump

Contact Aetna directly for information for how to obtain a breast pump: 800-847-9026. To receive the maximum benefit under the plan, use a Tier 1 or Tier 2 network provider.

Lactation Consultation

POS Plan members are eligible for up to 6 visits covered at 100% per 12 months for Tier 1 or Tier 2 networks. After this, co-pays will be required. Out of network is covered at 50% after deductible is met.
HSA Plan members are covered at 100% for the first 6 visits per 12 months for Tier 1 or Tier 2 networks. After this, deductible and co-insurance applies. Out of network is covered at 50% after deductible is met.

Maven: 24/7 virtual support, care and guidance for pregnancy and postpartum

Book on-demand video appointments with specialists
Match with dedicated Care Advocate
Provider-led virtual classes, covering topics like breastfeeding, newborn care, postpartum stress management, and more
Available to University faculty and staff enrolled on the Aetna medical plan.

Aetna's Maternity Program

Tips and advice for healthy pregnancy and newborn care
Special help to assess and reduce risks related to pregnancy
Support to quit smoking
Information about prenatal care, labor and delivery, and transitioning home with a new baby
Guidance from a nurse case manager
Aetna Healthy Pregnancy Handbook

Additional Resources

Office on Women’s Health, U.S. Department of Health and Human Services

International Lactation Consultant Association

La Leche League

Center for Disease Control & Prevention's Breastfeeding Resources

CDC Breastfeeding Network Listserv: Subscribe to CDC's Breastfeeding Network Listserv for support and helpful information by following these steps:

Open your email program and create a new message
In the TO line, enter ListServ@ListServ.CDC.gov
Do not enter anything in the subject line (leave blank)
In the body of the email (message area), enter Subscribe Breastfeeding-Parents-Network
Click Send for your email message
Follow the instructions from the ListServ emails to complete your membership

Transitioning back to work from parental leave can be challenging for working mothers who have chosen to breastfeed. Here are some tips to help you support an employee who elects to breastfeed:

Prior to going on parental leave

Discuss leave plans in advance of leave to make necessary arrangements with your team. Plan for a minimum of 4-6 weeks, but likely up to 12 weeks.
Consider flexible work arrangements to support the employee's transition back to work, pending job suitability and work performance.
Respect the privacy of the employee’s decision whether or not to breastfeed after returning to work, but be sure to give her your support and resources to help her on campus should she elect to do so.
Be mindful and supportive. This can be embarrassing for some managers to discuss, especially when they are male.
Make her aware of the nearest lactation room to your building and refer her to this Lactation Resources webpage and the contacts listed for additional questions. Do not suggest that the nursing mother pump in a bathroom. This goes against federal policy.

Upon return from parental leave

Review schedule and work plans and expectations. Keep in mind, changes may arise. Leave your door open to further discussion.
Confirm that the new parent, if electing to breastfeed, has what she needs including an understanding of policies, resources and a private and comfortable place to express and store breastmilk.
Agree upon a plan for breaks to express milk and any coverage for time if needed while on these breaks. Determine and discuss together how this will relate to lunch breaks.
Remind her of resources available to her through this webpage and the contacts at the bottom.
Be aware of chatter in the office and inform staff on a “need-to-know” basis. Let others know you are supportive of this staff member, she is an important member of your team, and that employer support of nursing mothers is a federal law, a policy at Emory, and is instrumental to the success of Emory in providing a family friendly work environment.
Be mindful and respectful should issues arise. This can be an embarrassing and challenging issue to discuss for both employees and managers. Should it be too difficult, ask for assistance from Employee Relations.