Connecticut Breast Milking / Breast Feeding Law / Pumping
Public Breastfeeding Law C.G.S. § Section 46a-64
Prohibition against discrimination and segregation in places of public accommodation on the basis of race, creed, color, national origin, ancestry, sex, marital status, age, lawful source of income, mental retardation, mental disability, or physical disability; requirement of full and equal access blind, deaf or mobility impaired persons with guide dog; prohibits limiting breast milking or breastfeeding.
2011 Connecticut Code (Breastfeeding and Pumping)
Title 53 Crimes
Chapter 939 Offenses Against the Person
Deprivation of the right to breastfeed one’s child.
§ Sec. 53-34b. Deprivation of the right to breastfeed one’s child. No person may restrict or limit the right of a mother to breastfeed her child. (P.A. 97-210, S. 2.)
Sec. 54-195. Penalty when no penalty provided. Any person who is convicted of a violation of any provision of the general statutes for which violation no penalty is expressly provided shall be fined not more than one hundred dollars. [applies to crime of Deprivation of the right to breastfeed one’s child]
Conn. Gen. Stat. § 31-40w Workplace Pumping Law
Sec. 31-40w. Breastfeeding in the workplace.
(a) Any employee may, at her discretion, express breast milk or breastfeed on site at her workplace during her meal or break period.
(b) An employer shall make reasonable efforts to provide a room or other location, in close proximity to the work area, other than a toilet stall, where the employee can express her milk in private.
(c) An employer shall not discriminate against, discipline or take any adverse employment action against any employee because such employee has elected to exercise her rights under subsection (a) of this section.
(d) As used in this section, “employer” means a person engaged in business who has one or more employees, including the state and any political subdivision of the state; “employee” means any person engaged in service to an employer in the business of the employer; “reasonable efforts” means any effort that would not impose an undue hardship on the operation of the employer’s business; and “undue hardship” means any action that requires significant difficulty or expense when considered in relation to factors such as the size of the business, its financial resources and the nature and structure of its operation. (P.A. 01-182.)
Enforcement Provision (Breastfeeding and Pumping Law)
Sec. 31-40o. Discrimination prohibited. Waiver of rights void. (a) No employer shall discharge, or cause to be discharged, or in any manner discriminate against any employee who exercises the rights afforded to him pursuant to the provisions of sections 31-40j to 31-40p, inclusive, nor shall any pay, position, seniority or other benefits to which the employee may be entitled be lost because the employee exercised the rights provided by said sections.
(b) Any waiver by an employee or applicant for employment of the benefits or requirements of the provisions of sections 31-40j to 31-40p, inclusive, shall be against public policy and shall be null and void. Any employer’s request or requirement that an employee waive any rights provided under said sections as a condition of employment shall constitute an act of discrimination, for purposes of this section. (P.A. 82-251, S. 6, 8.)