HUMAN RESOURCES

Where are the lactation rooms located on campus and how do I request access to the rooms?

• Locate a room. Rooms are listed on the Rooms Locations webpage.
• Complete the Campus Lactation Space Access form.
• We recommend you register as early as possible, at least 72 hours in advance.
• If you are not sure whether your card is iClass, please contact the WildCARD office.
• Request calendar access by emailing lactation@northwestern.edu.

All lactation rooms and access services are available during business hours. If you have any difficulty in accessing a room after you have registered, please contact lactation@northwestern.edu during business hours.

Once you receive access to a specific room, access to that room is permitted 24/7 by the registered user, pending availability. In the event of any access issues after business hours, please call the non-emergency number for Northwestern University Police at 847-491-3254 or extension 1-3254 and someone can meet you to open the door.

Yes. Your card is valid for lactation room access for 12 months after activation. If you require more than 12 months access to a lactation room, please contact lactation@northwestern.edu.

Yes. Please refer to Rooms Locations.When requesting access, provide the names of the rooms to which you require access.

Please contact lactation@northwestern.edu as soon as you are made aware of the request. Your (faculty/staff/student) WildCARD will be activated for access and you will be provided with access to the Outlook calendar system.

No. Not all rooms have a refrigerator. However, refrigerators are available in Rebecca Crown Center and The Women’s Center.

According to the CDC, you may store your milk in a cooler bag with an ice pack for up to 24 hours.

For employees enrolled in University Health Insurance, review the “Special Beginnings” program offered by Blue Cross/Blue Shield. Employees will have access to informational articles, pregnancy calendars, helpful videos, and other useful maternity information. Coverage may also include the rental or purchase of a dual electric breast pump or a manual breast pump at no cost to you. This means you do not have to pay a copayment, co-insurance, or a deductible. If you are eligible, you’ll also be fully covered for breastfeeding support. Covered services are only available from Blue Cross/Blue Shield contracted providers with a prescription. Please contact Blue Cross/Blue Shield of Illinois at 1-800-327-8497 for more information.

If you have additional questions, please contact lactation@northwestern.edu.

Contact Facilities Management or Work/Life & Family Resources to review your plan.

• Each lactation room is generally equipped with the following:
• Secure access to room via WildCARD registration
• Ventilation, air-conditioning and heat
• Window blinds
• Power outlets
• Accessibility. Able to accommodate mothers with disabilities, including those using wheelchairs
• Sink in the room or nearby (with soap and towel dispenser)
• Chair, non-caster and upholstered, with arms and back support
• Within a reasonable walk for women in designated zone
• “Lactation Room” signage and sign-up instructions
• Adjoining or nearby bathroom
• Proper sanitation arrangements (disinfecting hand soap and surface cleaner, trash can)

Pregnant and lactating workers are covered under both the Pregnant Workers Fairness Act (PWFA) and the PUMP for Nursing Mothers Act (PUMP Act). These laws provide protections for lactating and accommodations.

The PWFA Act guarantees workers the right to receive reasonable accommodations for temporary limitations due to pregnancy, childbirth, and related medical conditions except for requests posing undue hardship to the employer.

The PUMP Act requires employers to provide a reasonable amount of break time and a private space that is not a bathroom for lactating workers (regardless of gender) to express milk for up to one year following the birth of the employee’s child.

Examples of reasonable accommodations may include:

• Flexible scheduling for prenatal or postnatal appointments or morning sickness
• Remote work
• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the bathroom
• Temporary transfer to a less physically demanding or safer position
• Limiting exposure to hazardous chemicals
• Leave or time off to recover from childbirth, even if the employee does not qualify for leave under the Family Medical Leave Act (FMLA)
• Leave or time off for bedrest, recovery from miscarriage, postpartum depression, mastitis, and other pregnancy-related health issues
• Providing equipment such as a stool to sit on or an ergonomic keyboard