Caleb Does – Health, Nutirition, Wellness

I have been transferred to a section in my office where I usually one get handsome money from customers. I have to go to the office of customers to check their records where they will offer money from themselves or some times it depends upon the bargaining which I do. so far I did not involve in such activity during my service. The purpose was to be different from others and not to be dependent upon such income. Initially pious feelings were also a reason. My department is not doing justice in the matter of transfers they are transferring out of the city for long periods to employees on promotion. I have just completed my tenure out of city. I suffered a lot on account of transfer. I have completed around 25 years of service in my workplace. When ever I am not taking any extra money others are getting benefited out of it. There are other sections where there is not much potential to get extra money I can seek a transfer to that place. Now a days I am suffering from financial problems because I have taken loans from banks for my sons studies but he has come back from abroad leaving studying because of ill health and my money has gone waste. Now I am in need of money but if I take this extra money my friends who know me will say that at last I am inclined to take this extra money. I can ask for other sections but it is not sure it will be given or not. If I go for this section my colleagues will get benefit if I refrain from taking. when I go to any other section I will lose chance of earning handsome amount of money.here in the new section. In the new section there are chances that I may make more relations which may fetch me some benefit other than extra money but the work in new section involves much more risk and responsibility. I have to work more in this new section. I am not able to decide what to do. I have yet to join the new place. Please help and advise.

it seems like u have already made up ur mind, which is change to d new place.
in my opinion it is better to avoid tainting ur hands with those deals!

I have been transferred to a section in my office where I usually one get handsome money from customers. I have to go to the office of customers to check their records where they will offer money from themselves or some times it depends upon the bargaining which I do. so far I did not involve in such activity during my service. The purpose was to be different from others and not to be dependent upon such income. Initially pious feelings were also a reason. My department is not doing justice in the matter of transfers they are transferring out of the city for long periods to employees on promotion. I have just completed my tenure out of city. I suffered a lot on account of transfer. I have completed around 25 years of service in my workplace. When ever I am not taking any extra money others are getting benefited out of it. There are other sections where there is not much potential to get extra money I can seek a transfer to that place. Now a days I am suffering from financial problems because I have taken loans from banks for my sons studies but he has come back from abroad leaving studying because of ill health and my money has gone waste. Now I am in need of money but if I take this extra money my friends who know me will say that at last I am inclined to take this extra money. I can ask for other sections but it is not sure it will be given or not. If I go for this section my colleagues will get benefit if I refrain from taking. when I go to any other section I will lose chance of earning handsome amount of money.here in the new section. In the new section there are chances that I may make more relations which may fetch me some benefit other than extra money but the work in new section involves much more risk and responsibility. I have to work more in this new section. I am not able to decide what to do. I have yet to join the new place. Please help and advise.

you are feeling like this because of the financial problem and your sons health problems. your conscience is not allowing you to accept bribe. dont feel bad that your friends may be benifited, and i am sure you may not be lured into accepting something against your conscience. there are thousands of people around you having similar or more difficult problem. take everything in good spirits. as you say make good contacts, after all its human beings which come to help at emergency, not money. dont feel bad that your son came back and you lost your money. may be it not your time now. every thing will become good one day. one downward trend has to have a upward trend too. new works always involve greater responsibilities. dont be afraid. go ahead.

Title VII of the Civil Rights Act of 1964
A.
does not regulate the recruitment process
B.
requires employers to write recruitment announcement that will encourage a diverse group of individuals to apply for employment.
C.
Allows employers to restrict advertising of job openings to certain areas and certain races in order to prevent discrimination.
D.
None of the choices are correct.

The four-fifths rule states that
A.
only 20% of the employees affected by the screening device can be minorities or there is a presumption of disparate impact discrimination.
B.
minorities must do at least 80% as well as the majority on the screening device or there is a presumption of disparate impact discrimination.
C.
after the claim has been filed, the employer offer evidence to prove that four-fifths of all employees are successful when the screening device is used.
D.
None of the choices are correct.

Undocumented workers are
A.
not protected by Title VII of the Civil Rights Act
B.
are protected by Title VII of the Civil Rights Act and afforded all the same remedies as any other worker
C.
are protected by Title VII of the Civil Rights but are not eligible for reinstatement, back pay for periods after discharge or failure to hire.
D.
None of the choices are correct.

To avoid liability for negligent hiring, an employer must
A.
conduct a reasonable background check that would disclose information sufficient to determine whether the applicant is fit for the job.
B.
check the applicant’s references
C.
verify the information provided by the applicant on the application
D.
All of the choices are correct.

Judicial Affirmative Action is a remedy imposed by the courts when
A.
workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy.
B.
Federal contractors fail to comply with Executive Order 11246.
C.
voluntary affirmative action plans result in reverse discrimination.
D.
voluntary affirmative action plans fail to eliminate workplace discrimination

James Helton, an African American, was hired as a dock worker with Coastal Distributing Company. As a full time employee, he was eligible for health insurance benefits if he met certain criteria. His pre-employment physical indicated that he suffered from hypertension or high blood pressure. The company’s health insurance plan excluded employees that had that condition. Hypertension is a condition that is common among African Americans and affects that race at a much higher percentage than any other race.
A.
Coastal Distributing Company’s policy is not discriminatory because it applies to all employees, regardless of race.
B.
Coastal Distributing Company’s policy is discriminatory because more African Americans will be denied health insurance than other employees.
C.
Coastal Distributing Company’s policy is not subject to Title VII because it involves employee benefits, not hiring, promotion or termination.
D.
Coastal Distributing Company’s policy is discriminatory because it treats some employees differently (African Americans) than other similarly situated employees

The Drug-Free Workplace Act of 1988
A.
authorized the drug testing of federal employees under certain circumstances
B.
authorized the drug testing of private employees
C.
prohibited preemployment screening of job applicants
D.
All of the choices are correct.

Natalie Weston resigned from her position as floor supervisor at Martin’s Department Store. The store manager told the other employees that she had been fired for coming to work drunk. He also communicated that information to someone calling to verify Ms. Weston’s previous employment with Martin’s Department Store.
A.
Ms. Weston has no recourse against her former employer.
B.
Ms. Weston is an at-will employee and therefore has no cause of action against Martin’s Department Store.
C.
Ms. Weston may have a cause of action against Martin’s Department Store for defamation.
D.
None of the choices are correct.

One of the commonly held myths about affirmative action is
A.
that it is a remedy for present-day workplace discrimination.
B.
that it requires employers to hire unqualified minorities and women instead of qualified white males.
C.
that it is allowed only when there is demonstrated underrepresentation or a finding of discrimination.
D.
All of the choices are correct.

Reverse discrimination:
A.
has never been acknowledged by the courts as a valid claim.
B.
occurs when a lawsuit is brought by a majority member claiming that he/she is a member of a protected class.
C.
occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan.
D.
None of the above.

Preemployment testing
A.
is allowed even if discrimination on the basis of national origin is shown if the employer can show that the requirement is a bona fide occupationa

Does it have to be THIS long?!?
And BTW, did you expect to ace your homework by copying and pasting it online?!?

dear respondants please answers these question as i’m doing a research on challenges faced by women at workplace as a part of my school project .just write ur answers against each question no…..plzzzzz fill correctly…. thanks

1.what is ur occupation?
2.since how many yrs have u been in this occupations?
3.how did it take for u 2 get promoted in comparison to male colleagues of d same post?
equal time- longer- earlier-
4were u told by peolple to have receive promotion on the basis of favouritism or abusive means?
yes- no-
5how many hours do u work?
6 are you considered towork less than men?
yes- no-
7how is the attitufde of ur boss towards you?
cooperative- normal- shovanist-
8have u ever been asked to prove urself to higher authorities?
yes- no-
9are u given easier jobs at work as compared to male candidates?
yes- no-
10are u provided with enough incentives n facilities as compred to men
yes- no-
11do u sometimes feel hesitant to work wid male collegues becoz they may sexuallly harass or underestimate u on he basis of gender?
yes – no-
12 do people draw onclusions about ur character,reputation and attitude the way they like?
yes no sometimes?
yes- no- sometimes-
13what kind of women do u think men prefer to work u ?
flirtatous- reserved- friendly-
14have u ever faced sexual abuse of any kimd by ur boss or colleagues?
yes- no-
15if yes, did the office authorities took any strict measures against the accused person ?
yes – no- may be -
if no, do u think d office authorities will act in a fair manner if u face sexual harassment?
yes- no-
16do u duffer 4m any health complications like mood swings, depression,concentration problenms etc. due to problems at workplace?
yes- no-
17 what do u think may be the possible causes of these health problems?
18what in ur opinion is more convinient when faced with d situation of harassment or intense gender discrimination?
suffer in silence – quit job- fight against injustice-

Working Women in India have commenced in various fields, such as politics, entertainment and movies, corporate world, music, sports, modeling, entrepreneurship and business world. Companies are also interested in hiring and recruiting women at work. Companies are taking steps to improve the working condition of women at the workplace.

Flexible Work Arrangements supports their unique needs. Women in India are given 3 months maternity leave. Women’s Mentoring Programs are organized at the workplace. Senior Female executive’s mentors, virtual workshops and conferences provide networking tips to ensure the advancement of women.

The women have really been successful in moving ahead neck-to-neck with their male counterparts. The best part of employing women is that, they are very responsible towards their job in most of the case. They also turn out to be much focused to their assignments and complete it in the best possible manner. Studies also reveal that women are much competent in meeting deadlines and therefore do justice to their projects. The working women, although face several problems in their professional life as strugglers in this society still dominated by men. They try hard and cope up the essential hazards and therefore they suffer from various mental depressions and psychological breakdowns. As the working women are somehow financially independent now, so get the chance to mould their life in a way they like it to be. Many of them are independent enough to live in working women hostels, if they are working away from their home town. Thus the confidence and self respect of women are also enhancing in exposure to more and more job opportunities and more significant positions and responsibilities.

All the Homemade delicacies
In the days of joint families, grandmothers would stand guard jealously over the ingredients for delicacies that were getting ready for the festive preparations, supervise the actual preparations to the last detail until the yummy sweets were first offered …

Time management on a daily basis
Everyone is aware of the importance of time management in order to survive in today’s highly competitive world. Indeed, managing your time successfully is as crucial…

Are you a positive or a negative employee?
As a woman, you already have to contend with the powerful male workforce and the proverbial glass ceiling. If you have a positive and bright attitude …

Me – Individual – Working woman
Working in a male dominated company for some years now has made me aware of what women in my position are going through and just how men in authority perceive us…

I admit some of the following jokes are kinda rude.. but they really r awesome and great..

1) The Penis requests a promotion and a raise for the following reasons:

Has to work hard
Has to work at great depths
Has to work upside down
Has no ventilation or air conditioned environment at work
Has to work in a high humidity environment
Has to work at high temperatures
Does not get weekends and holidays off
Does not get time off after extra hours of work
Has a hazardous work environment that often causes professional sickness

Request denied for the following reasons:

Does not work 8 hours in a row
Does not answer immediately to all requests
After a short activity period, falls asleep at work
Shows no fidelity to the workplace
Retires too early
Does not work at all unless pushed from behind
Does not leave the workplace clean after finishing work
Sometimes leaves work, too early

2) An American goes into a bar and sits down next to an English guy.

The American notices that the English guy has a huge BIC Lighter.

The American says, "Wow cool lighter, where did you get it?"

The english guy says, "A genie granted me one wish when I rubbed this bottle".

"Wow", says the American, "Can I have a go?"

"Sure", Says the Englishman.

The american rubs the bottle and the genie comes out, "You have one wish" Says the genie.

The American wishes for a million bucks, the genie grants the wish.

About 5 minutes later a load of ducks come into the bar, there are thousands of them.

The American says "I don’t believe this I wished for a million bucks, not a million ducks".

The englishman says "Well do you really think i wished for a 12 inch BIC?".

3) A fellow was ordered to lose 75 pounds, due to VERY serious health risks. As he wondered how in the heck he would ever do it, he ran across an ad in the newspaper for a guaranteed weight loss program. "Guaranteed my ass", he thought to himself, but desperate, he calls them up and subscribes to the 3 day 10 pound weight loss program.

The next day there is a knock at his door and when he answers, there stands before him a voluptous, athletic, beautiful babe dressed in nothing but a pair of running shoes and a sign around her neck. She introduces herself as a representative of the weight loss company.

The sign reads, "If you can catch me you can have me!"

Without a second thought he takes off after her. A few miles later, huffing and puffing, he finally catches her and has his way with her.

After they are through and she leaves, he thinks to himself, "I like the way this company does business."

The same girl shows up for the next two days and the same thing happens. On the fourth day he weighs himself and is delighted to find he has lost ten pounds, as promised.

So, he calls the company and orders from them their 5 day/ 20 pound program. As expected, the next day there’s a knock at the door and there stands the most stunningly beautiful, sexy woman he has ever seen in his life, wearing nothing but running shoes and a sign around her neck that reads, "If you can catch me, you can have me."

He’s after her in a shot. This girl is in great shape and it takes a while to catch her, but when he does, it’s worth every cramp and wheeze. She is by far the best he’s ever had. For the next four days, the same routine happens and much to his delight on the fifth day, he weighs himself and found he has lost another twenty pounds as promised!

He decides to go for broke and calls the company to order the 7 day/50 pound loss program. "Are you sure," asks the representative on the phone, "this is our most rigorous program…" "Absolutely," he replies. "I haven’t felt this great in years!"

The next day there is a knock at the door and when he opens it he finds Richard Simmons standing there wearing nothing but pink racing spikes and a sign around his neck that reads, "If I catch you, I can have you!"

4) A rich lonely widow decided that she needed another man in her life so she placed an ad, which read something like this:

RICH WIDOW LOOKING FOR MAN TO SHARE LIFE AND FORTUNE …NEEDS TO HAVE THESE QUALIFICATIONS:

1) WON’T BEAT ME UP
2) WON’T RUN AWAY
3) HAS TO BE GREAT IN BED

For several months, her phone rang off the hook, her doorbell was ringing constantly, she received tons of mail, etc., all to no avail: none seemed to match her qualifications.

Then one day the doorbell rang yet again. She opened the door to find a man with no arms and no legs lying on the welcome mat.

Perplexed, she asked, "Who are you? And what do you want?"

"Hi," he said, " your search is over, for I’m the man of your dreams. I’ve got no arms so I can’t beat you up and no legs so I can’t run away."

"Well, then," she said, "what makes you think that you’re so great in bed?"

To which he replied,….. "Well what do u think I ring the door bell with?

4) A professor is sen

wow! cool…….

Title VII of the Civil Rights Act of 1964
A.
does not regulate the recruitment process
B.
requires employers to write recruitment announcement that will encourage a diverse group of individuals to apply for employment.
C.
Allows employers to restrict advertising of job openings to certain areas and certain races in order to prevent discrimination.
D.
None of the choices are correct.

The four-fifths rule states that
A.
only 20% of the employees affected by the screening device can be minorities or there is a presumption of disparate impact discrimination.
B.
minorities must do at least 80% as well as the majority on the screening device or there is a presumption of disparate impact discrimination.
C.
after the claim has been filed, the employer offer evidence to prove that four-fifths of all employees are successful when the screening device is used.
D.
None of the choices are correct.

Undocumented workers are
A.
not protected by Title VII of the Civil Rights Act
B.
are protected by Title VII of the Civil Rights Act and afforded all the same remedies as any other worker
C.
are protected by Title VII of the Civil Rights but are not eligible for reinstatement, back pay for periods after discharge or failure to hire.
D.
None of the choices are correct.

To avoid liability for negligent hiring, an employer must
A.
conduct a reasonable background check that would disclose information sufficient to determine whether the applicant is fit for the job.
B.
check the applicant’s references
C.
verify the information provided by the applicant on the application
D.
All of the choices are correct.

Judicial Affirmative Action is a remedy imposed by the courts when
A.
workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy.
B.
Federal contractors fail to comply with Executive Order 11246.
C.
voluntary affirmative action plans result in reverse discrimination.
D.
voluntary affirmative action plans fail to eliminate workplace discrimination

James Helton, an African American, was hired as a dock worker with Coastal Distributing Company. As a full time employee, he was eligible for health insurance benefits if he met certain criteria. His pre-employment physical indicated that he suffered from hypertension or high blood pressure. The company’s health insurance plan excluded employees that had that condition. Hypertension is a condition that is common among African Americans and affects that race at a much higher percentage than any other race.
A.
Coastal Distributing Company’s policy is not discriminatory because it applies to all employees, regardless of race.
B.
Coastal Distributing Company’s policy is discriminatory because more African Americans will be denied health insurance than other employees.
C.
Coastal Distributing Company’s policy is not subject to Title VII because it involves employee benefits, not hiring, promotion or termination.
D.
Coastal Distributing Company’s policy is discriminatory because it treats some employees differently (African Americans) than other similarly situated employees

The Drug-Free Workplace Act of 1988
A.
authorized the drug testing of federal employees under certain circumstances
B.
authorized the drug testing of private employees
C.
prohibited preemployment screening of job applicants
D.
All of the choices are correct.

Natalie Weston resigned from her position as floor supervisor at Martin’s Department Store. The store manager told the other employees that she had been fired for coming to work drunk. He also communicated that information to someone calling to verify Ms. Weston’s previous employment with Martin’s Department Store.
A.
Ms. Weston has no recourse against her former employer.
B.
Ms. Weston is an at-will employee and therefore has no cause of action against Martin’s Department Store.
C.
Ms. Weston may have a cause of action against Martin’s Department Store for defamation.
D.
None of the choices are correct.

One of the commonly held myths about affirmative action is
A.
that it is a remedy for present-day workplace discrimination.
B.
that it requires employers to hire unqualified minorities and women instead of qualified white males.
C.
that it is allowed only when there is demonstrated underrepresentation or a finding of discrimination.
D.
All of the choices are correct.

Reverse discrimination:
A.
has never been acknowledged by the courts as a valid claim.
B.
occurs when a lawsuit is brought by a majority member claiming that he/she is a member of a protected class.
C.
occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan.
D.
None of the above.

Preemployment testing
A.
is allowed even if discrimination on the basis of national origin is shown if the employer can show that t

a
b
d
d
c
a
c
b
a
Wrong forum btw

Title VII of the Civil Rights Act of 1964
A.
does not regulate the recruitment process
B.
requires employers to write recruitment announcement that will encourage a diverse group of individuals to apply for employment.
C.
Allows employers to restrict advertising of job openings to certain areas and certain races in order to prevent discrimination.
D.
None of the choices are correct.

The four-fifths rule states that
A.
only 20% of the employees affected by the screening device can be minorities or there is a presumption of disparate impact discrimination.
B.
minorities must do at least 80% as well as the majority on the screening device or there is a presumption of disparate impact discrimination.
C.
after the claim has been filed, the employer offer evidence to prove that four-fifths of all employees are successful when the screening device is used.
D.
None of the choices are correct.

Undocumented workers are
A.
not protected by Title VII of the Civil Rights Act
B.
are protected by Title VII of the Civil Rights Act and afforded all the same remedies as any other worker
C.
are protected by Title VII of the Civil Rights but are not eligible for reinstatement, back pay for periods after discharge or failure to hire.
D.
None of the choices are correct.

To avoid liability for negligent hiring, an employer must
A.
conduct a reasonable background check that would disclose information sufficient to determine whether the applicant is fit for the job.
B.
check the applicant’s references
C.
verify the information provided by the applicant on the application
D.
All of the choices are correct.

Judicial Affirmative Action is a remedy imposed by the courts when
A.
workplace discrimination has been found in violation of Title VII and an affirmative action plan is the appropriate remedy.
B.
Federal contractors fail to comply with Executive Order 11246.
C.
voluntary affirmative action plans result in reverse discrimination.
D.
voluntary affirmative action plans fail to eliminate workplace discrimination

James Helton, an African American, was hired as a dock worker with Coastal Distributing Company. As a full time employee, he was eligible for health insurance benefits if he met certain criteria. His pre-employment physical indicated that he suffered from hypertension or high blood pressure. The company’s health insurance plan excluded employees that had that condition. Hypertension is a condition that is common among African Americans and affects that race at a much higher percentage than any other race.
A.
Coastal Distributing Company’s policy is not discriminatory because it applies to all employees, regardless of race.
B.
Coastal Distributing Company’s policy is discriminatory because more African Americans will be denied health insurance than other employees.
C.
Coastal Distributing Company’s policy is not subject to Title VII because it involves employee benefits, not hiring, promotion or termination.
D.
Coastal Distributing Company’s policy is discriminatory because it treats some employees differently (African Americans) than other similarly situated employees

The Drug-Free Workplace Act of 1988
A.
authorized the drug testing of federal employees under certain circumstances
B.
authorized the drug testing of private employees
C.
prohibited preemployment screening of job applicants
D.
All of the choices are correct.

Natalie Weston resigned from her position as floor supervisor at Martin’s Department Store. The store manager told the other employees that she had been fired for coming to work drunk. He also communicated that information to someone calling to verify Ms. Weston’s previous employment with Martin’s Department Store.
A.
Ms. Weston has no recourse against her former employer.
B.
Ms. Weston is an at-will employee and therefore has no cause of action against Martin’s Department Store.
C.
Ms. Weston may have a cause of action against Martin’s Department Store for defamation.
D.
None of the choices are correct.

One of the commonly held myths about affirmative action is
A.
that it is a remedy for present-day workplace discrimination.
B.
that it requires employers to hire unqualified minorities and women instead of qualified white males.
C.
that it is allowed only when there is demonstrated underrepresentation or a finding of discrimination.
D.
All of the choices are correct.

Reverse discrimination:
A.
has never been acknowledged by the courts as a valid claim.
B.
occurs when a lawsuit is brought by a majority member claiming that he/she is a member of a protected class.
C.
occurs when a lawsuit is brought by a majority member claiming that he/she has been adversely affected by the use of an affirmative action plan.
D.
None of the above.

Preemployment testing
A.
is allowed even if discrimination on the basis of national origin is shown if the employer can show that the requirement is a bona fide occupationa

Just use your trusty old friend – google.com

Under Hitler Nazi Germany was the first nation to enact smoking bans.. As well as research on smoking there was much anti-smoking health promotion in Nazi Germany. The Hitler Youth and the League of German Girls disseminated anti-smoking propaganda, and in 1939 Hermann Göring issued a decree forbidding the military from smoking on the streets and during marches or brief off-duty periods. in 1942 the Federation of German Women launched a campaign against tobacco and alcohol misuse. Such campaigns were backed by legislation, and smoking was banned for both pupils and teachers in many schools. in 1943, tobacco use was outlawed in public places for anyone aged less than 18 years. It was considered criminal negligence if drivers were involved in crashes while smoking. In 1944 smoking was banned on trains and buses in cities. It was also prohibited in many workplaces, public buildings, hospitals, and rest homes. The advertising of smoking products was strictly controlled.

I am a Native woman. I don’t support hitler in any way. Not at all, I think he was sick and evil and horribly cruel.

I do believe in increased smoking laws. I can’t be around cigarette smoke without waking up the next day with a sore throat. I am highly allergic. I already have asthma and I can’t afford any lung problems. It is my right to breath clean air MORE THAN it is someone’s right to pollute it. It isn’t equal rights here. If someone is hurting other people and the environment there should be restrictions (oh and i forgot hurting themself too).

The misnamed Employee Free Choice Act does more than take away workers’ rights to vote in private. It also gives control of the workplace to government bureaucrats.

Government officials would write the collective bargaining agreements of most newly organized companies. The government would set not just wages and benefits but all business operations that significantly affect workers, such as promotion procedures, retirement plans, health benefits, subcontracting, mergers, work assignments, even the machines used to run a plant. Employers would lose the ability to pursue their business strategies, and workers would lose all say about their workplace for two years.

EFCA effectively constitutes a government takeover of America’s workplaces.

http://www.heritage.org/News/employee-free-choice-act.cfm

Tell President Obama and Congress where you stand.

http://www.congress.org/congressorg/issues/alert/?alertid=12990786&type=ML

A Heritage Foundation link is not the best way to support any argument if you’re interested in being taken seriously.

EFCA doesn’t take away the secret ballot. If workers want to use it, they still can. Source: the bill itself. Please read it.

America already told President Obama and Congress where we stand. We voted them into office with a huge majority. Thank you!

Ok since I need to ask a question to make this legit – here is my question – will you vote?
Tough economic times may be making it harder for women to breastfeed? Yes! According to a recent ABC news story, one of the fall-outs from the recession is that some new mothers are feeling forced to take shorter maternity leaves due to concerns about finances and job stability. Unfortunately, women who have to cut their maternity leave short often can’t continue to breastfeed their infants because many workplaces don’t adequately support breastfeeding.2 That’s a big problem when you consider that 56% of women with infants are now the in the labor force–we need common-sense workplace policies to make sure that moms who want to breastfeed can.

Act now for nursing moms by urging your Member of Congress to support the Breastfeeding Promotion Act:

Too many women are unable to breastfeed for the 6 months recommended by doctors and experts. This is often due to the fact that many workplace structures make this nearly impossible. While 74% of U.S. women breastfeed their infants at birth, only 12% are exclusively breastfeeding at six months as recommended by every major national and international medical authority.4 On average, rates of breastfeeding drop even lower for young and low-income mothers.5

Some mothers choose to stop breastfeeding but others don’t have a choice. Many women who work outside the home face significant barriers or outright discrimination in their efforts to breastfeed. Even well-intentioned employers may be unaware about how to accommodate nursing moms, leaving women using sheets to cover up in cubicles, cramming into bathroom stalls with breast pumps, or even hiding out in dingy supply rooms just to pump breast milk for their babies.

Congresswoman Carolyn Maloney (D-NY) and Senator Jeff Merkley (D-OR) recently introduced the Breastfeeding Promotion Act to support employers and nursing moms by:

* Providing tax incentives for businesses that establish private lactation areas in the workplace;
* Requiring employers to make reasonable efforts to provide appropriate space and break time for mothers to express milk;
* Protecting breastfeeding women from being fired or discriminated against in the workplace; and
* Allowing families to deduct the cost of breastfeeding equipment on their taxes, as is the case with other common medical expenses.6

Studies show that breastfeeding is good for babies, mothers and employers! Breastfed babies have a lower risk of infection, obesity, diabetes, and other health problems. This not only reduces a family’s healthcare costs (and anguish), it also reduces costs (and workplace interruptions) for employers, given that mothers and fathers with healthier babies have to leave work less often to care them. 7

Voice your support for the Breastfeeding Promotion Act today:
This link is easy – just click and answer a couple of questions. Answer back when you completed it and pass on to all your friends and family. Also you can handwrite a letter.

http://www.democracyinaction.org/dia/organizationsORG/momsrising/campaign.jsp?campaign_KEY=13731

I’m not voting on anything like that.

If a woman wants to breast feed, she will find the time, resources, and information to. If she doesn’t want to for whatever reason, that’s her option too.

I talked to a woman who was working at a shoe store, she was gushing about how she was breastfeeding her 3 month old. She still worked. She still breast fed. She was probably pumping or whatever.

Point is, you shouldn’t force this dog doo doo down people’s throats. People have a choice. You don’t make that choice for them.

And no, breast feeding does not automatically make a woman a ‘perfect’ mom. Breast feeding is just feeding a baby.

"Breastfed babies have a lower risk of infection, obesity, diabetes, and other health problems."

Not true, and there are MANY, MANY examples that prove this. Myths are myths, but as long as there are promoters of the myths, there will be people to believe them.

Not voting.