Breast Feeding In Hindi
Alix Stocking
Breastfed children perform better on intelligence tests, are less likely to be overweight or obese and less prone to diabetes later in life. Women who breastfeed also have a reduced risk of breast and ovarian cancers.
WHO actively promotes breastfeeding as the best source of nourishment for infants and young children, and is working to increase the rate of exclusive breastfeeding for the first 6 months up to at least 50% by 2025.
WHO and UNICEF created the Global Breastfeeding Collective to rally political, legal, financial, and public support for breastfeeding. The Collective brings together implementers and donors from governments, philanthropies, international organizations, and civil society.
We work with state and local organizations to improve continuity of care in breastfeeding. Quality, consistent care over time includes hospital initiatives, worksite accommodation, and community support initiatives. We also collect data to track progress.
Formula, breast milk, toddler drinks, and baby/toddler food (to include puree pouches) in quantities greater than 3.4 ounces or 100 milliliters are allowed in carry-on baggage and do not need to fit within a quart-sized bag. Formula, breast milk, toddler drinks, and baby/toddler food (to include puree pouches) are considered medically necessary liquids. This also applies to breast milk and formula cooling accessories, such as ice packs, freezer packs, and gel packs (regardless of presence of breast milk). Your child or infant does not need to be present or traveling with you to bring breast milk, formula and/or related supplies.
Inform the TSA officer at the beginning of the screening process that you are carrying formula, breast milk, toddler drinks, and baby/toddler food (to include puree pouches) in excess of 3.4 ounces. Remove these items from your carry-on bag to be screened separately from your other belongings. TSA officers may need to test the liquids for explosives or concealed prohibited items.
Although not required, to expedite the screening process, it is recommended that formula and breast milk be transported in clear, translucent bottles and not plastic bags or pouches. Liquids in plastic bags or pouches may not be able to be screened by Bottle Liquid Scanners, and you may be asked to open them (if feasible) for alternate screening such as Explosive Trace Detection and Vapor Analysis for the presence of liquid explosives. Screening will never include placing anything into the medically necessary liquid.
TSA X-ray machines do not adversely affect food or medicines. However, if you do not want the formula, breast milk, toddler drinks, and baby/toddler food (to include puree pouches) to be X-rayed or opened, please inform the TSA officer. Additional steps will be taken to clear the liquid and you or the traveling guardian will undergo additional screening procedures, to include Advanced Imaging Technology screening and additional/enhanced screening of other carry-on property.
Travelers requiring special accommodations or concerned about the security screening process at the airport may request assistance by contacting TSA Cares online at -center/form/cares or by phone at (855) 787-2227 or federal relay 711.
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The Fair Labor Standards Act (FLSA) requires employers to provide reasonable break time for an employee to express breast milk for their nursing child for one year after the child's birth each time such employee has need to express the milk. Employees are entitled to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.
The Pump at Work webinars are designed to equip workers, employers, and other stakeholders with resources and information about the PUMP Act, including specific considerations by industry. Spanish language webinars are included here; for other languages, please visit our FAQs above.
The FLSA establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time employees in the private sector and in Federal, State, and local governments. The FLSA also protects the rights of employees to pump breast milk at work.
Certain employees of airlines, railroads, and motorcoach carriers are exempt from nursing employee protections under the FLSA. Employees who are exempted may be entitled to break and/or space protections under State or local laws.
An employee may file a complaint with the Wage and Hour Division or may file a private cause of action seeking appropriate remedies. Special procedures may apply to filing a private action where an employer has failed to provide an employee with an appropriate space to pump. Special procedures do not apply before an employee or other party can file a complaint with the Wage and Hour Division or when an employee brings a private suit to enforce the reasonable break time requirement.
*Please Note: Before April 28, 2023, remedies for violations of the reasonable break time and space requirements of the FLSA are limited to unpaid minimum or overtime wages. An employee who experienced retaliation may also seek additional remedies including, but not limited to, employment, reinstatement, lost wages and an additional equal amount as liquidated damages, compensatory damages and make-whole relief, such as economic losses that resulted from violations, and punitive damages where appropriate.
The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.
Certain employees of airlines, railroads, and motorcoach carriers are exempt from the pump at work protections of the FLSA. For more information about these exemptions, see Field Assistance Bulletin No. 2023-2.
However, workers that are not covered by the FLSA on an enterprise basis, including non-profit charitable organizations not engaged in commercial activities, may still be entitled to its protections if they are individually covered by the FLSA. Employees are individually covered if they are engaged in interstate commerce or in the production of goods for interstate commerce, or in any closely related process or occupation directly essential to such production. Examples of such activities include making and receiving interstate telephone calls, shipping materials to another state, and transporting persons or property to another state.
If an employee is not completely relieved from duty, time used to pump breast milk at work must be paid. For more information on what it means to be completely relieved from duty, see Wage and Hour Division Fact Sheet #22, Hours Worked under the FLSA. If employers provide paid breaks, an employee who expresses milk during a break must be compensated in the same way that other employees are compensated for break time. Additionally, employees must be paid for breaks as required by State or local laws that apply to them.
Employers with fewer than 50 employees must demonstrate that compliance would impose an undue hardship to claim the small employer exemption from the pump at work requirements of the FLSA. Whether compliance would be an undue hardship is determined on an individual employee basis. The Wage and Hour Division will evaluate each claim of undue hardship by applying the statutory factors to the particular factual circumstances of a case.
If you think your right to reasonable break time and a space that is shielded from view and free from intrusion to pump at work has been violated, you may file a complaint with the Wage and Hour Division or file a private cause of action seeking appropriate remedies. You can call or visit any Wage and Hour Office to ask questions or file a complaint. You can also call our toll-free help line: I-866-4USWAGE (1-866-487-9243). If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.
If your right to pump at work was violated you may be entitled to remedies that are available under the FLSA such as employment, reinstatement, promotion, payment of wages lost and an equal amount as liquidated damages, compensatory damages and make-whole relief, such as economic losses that resulted from violations, and punitive damages where appropriate.
Beginning June 19, 2024, Labor Law Section 206-c provides all employees with the right to paid break time to express breast milk in the workplace regardless of the size of their employer or the industry they work in. Employers are required to tell employees about their rights regarding breast milk expression by providing them the NYSDOL Policy on the Rights of Employees to Express Breast Milk in the Workplace when they start a new job and annually thereafter.
The LactMed database contains information on drugs and other chemicals to which breastfeeding mothers may be exposed. It includes information on the levels of such substances in breast milk and infant blood, and the possible adverse effects in the nursing infant. Suggested therapeutic alternatives to those drugs are provided, where appropriate. All data are derived from the scientific literature and fully referenced. A peer review panel reviews the data to assure scientific validity and currency.
Disclaimer: Information presented in this database is not meant as a substitute for professional judgment. You should consult your healthcare provider for breastfeeding advice related to your particular situation. The U.S. government does not warrant or assume any liability or responsibility for the accuracy or completeness of the information on this Site.
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