Lactation Services

Research shows that breastfeeding provides many health benefits for a birthing parent and baby. However, it doesn’t always come easy for everyone. Learning all you can before you give birth can help. The decision to breastfeed is a personal one. As a new birthing parent, you deserve support no matter how you decide to feed your baby.


CVHD is a member of the James River Valley Breastfeeding Coalition (JRVBC), which is a group of professionals who serve Jamestown, ND area families as advocates to protect, promote, and support breastfeeding. JRVBC strives to provide local expected and postpartum families with lactation resources, including the information listed below.


Certified Lactation Counselors (CLC)

Central Valley Health District

Jill Wald, CLC / Shannon Klatt, CLC

    • Assistance for breastfeeding moms including lactation and feeding consults, weighed feeds, and breast pump flange sizing.
      • To schedule:  Call CVHD (701-252-8130)
      • Hours:  Varies based on CLC availability.
      • Cost: Free


North Dakota Law

In 2009, the North Dakota Legislature passed legislation to protect a woman’s right to breastfeed her child in any location, public or private, where the woman and child are otherwise authorized to be. This legislation also established an “infant-friendly” designation for workplaces that adopt breastfeeding support policies. The breastfeeding support policies include: 

  • allowing flexible break times for expression of milk,
  • providing a clean, private space (not a toilet stall or restroom) for pumping/nursing,
  • access to a clean water source for washing hands and cleaning breast pump equipment, 
  • providing a place for storing breast milk (such as a refrigerator, etc.). 

To read the entire text of the legislation, go to North Dakota Century Code 23-12-16

Federal Law

On December 29, 2022, President Biden signed the Consolidated Appropriates Act, into law. This law includes the PUMP for Nursing Mothers Act, which extends to more employees who are nursing mothers, the right to receive break time and a private place to express breast milk.

The U.S. Department of Labor’s Wage and Hour Division (WHD) is responsible for administering and enforcing worker protection laws. For specific questions about your workplace situation call 1-866-487-9243. 

Break Time:

Most employees have the right to take reasonable break time to express breast milk for their nursing child. For one year after the child’s birth, covered employees may take reasonable break time “each time such employee has need to express the milk.” An employer may not deny a covered employee a needed break to pump.

Private Space:

Covered employees must be provided with “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.”

Covered Employee:

Nearly all FLSA-covered employees have the right to take needed time and to access an appropriate space to express breast milk for a nursing child for up to one year after the child’s birth.


Under the FLSA, when an employee is using break time at work to express breast milk they either:

  • Must be completely relieved from duty; or
  • Must be paid for the break time.

Further, when employers provide paid breaks, an employee who uses such break time to pump breast milk must be compensated in the same way that other employees are compensated for break time.

Prohibitions on Retaliation and Remedies for Violation:

It is a violation of the FLSA for any person to “discharge or in any other manner discriminate against any employee because such employee has filed any complaint or instituted or caused to be instituted any proceeding under or related to this Act, or has testified or is about to testify in any such proceeding, or has served or is about to serve on an industry committee.” Employees are protected regardless of whether the complaint is made orally or in writing. Complaints made to the Wage and Hour Division are protected, and most courts have ruled that internal complaints to an employer are also protected.

Beginning April 28, 2023, an employer who violates an employee’s right to reasonable break time and space to pump breast milk will be liable for appropriate legal or equitable remedies under the FLSA.


An Infant Friendly Workplace is a business designation for employers who support breastfeeding by providing a dedicated space and adequate time for new mothers to pump milk during the workday. By supporting breastfeeding in the workplace, employers can show support for a mother’s decision to breastfeed, which helps to keep babies, children and mothers healthy in the community. In addition to benefiting babies and birthing parents, Infant Friendly Workplaces also have significant benefits for employers.  


Employer Benefits of Infant Friendly Workplaces

Reduced Sick Leave.  Breastfed infants have lower risk for common illnesses such as colds and ear infections, reducing sick leave for new birthing parents. 

Lower Healthcare Insurance Costs.  Healthier infants require fewer medical appointments and prescriptions, leading to lower employer costs. 

Higher Employee Productivity.  A supportive environment for breastfeeding birthing parents has been shown to increase both morale and productivity.

Retention of Experienced Employees.  Studies show that businesses with breastfeeding support programs have higher retention rates for new birthing parents.

Finding Balance for Your Company & Employees

Create Space

A small, private space can be set up for a lactation room. A lactating person needs to express milk approximately every three hours to maintain a healthy milk supply. Milk can be refrigerated or stored in a personal cooler or small refrigerator. 

Craft Your Policy

Supporting breastfeeding through policy is an important part of being Infant Friendly. Policies should include guidelines for breaks, space, a water source and what is provided for breast milk storage. This also includes some effort to inform and educate employees and managers about the policy.

Apply for Infant Friendly Designation

Once the business space and policy is ready, apply online to become an Infant Friendly Workplace. The application requires simple contact information and responses for less than 10 questions. Upon designation, the business will receive a packet of materials to promote your business as Infant Friendly as well as be listed online as an Infant Friendly Workplace.


WIC Director

Jill Wald, CLC /

Director of Health Promotion

Shannon Klatt, CLC /



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