Motion 2019-15: Infants at Work Pilot Program Page 1 of 3
MOTION 2019-15:
A MOTION OF THE PORT OF SEATTLE COMMISSION
directing the Executive Director to develop and implement
an Infants at Work pilot program as an additional benefit
for eligible Port of Seattle employees and their infants and
providing deadlines for implementation.
ADOPTED
DECEMBER 10, 2019
INTRODUCTION
Infants at Work programs provide new parents or legal guardians an opportunity to bring their
infants to the workplace for a limited period of time. The program is intended to help new
parents increase bonding time with their infant, maintain continuity at work, and create
financial stability by reducing childcare costs. This motion creates an pilot program to evaluate
the feasibility of a permanent program at the Port of Seattle.
The Port of Seattle is committed to offering a comprehensive “Total Rewards” benefits package
for employees to help meet a range of needs at different points in their lives. These benefits
enhance the Port’s reputation as an employer of choice and enable the Port to recruit and
retain a diverse and talented workforce with the skills and abilities to help the Port achieve its
mission. Accommodating infants at work, within the workspace of the parent or legal guardian,
provides a competitive and rewarding option for new families returning to work and a cost-
saving alternative to child care.
TEXT OF THE MOTION
The Commission hereby directs the Executive Director or a delegate as follows:
(1) Within 120 days, develop a plan to implement an Infants at Work pilot program to
include, but not be limited to, the following:
a. Analysis of coordination with the port’s paid parental leave and telecommuting
policies
b. Analysis of alignment with port’s Equity Tool Kit
c. Conduct outreach to all port employees to provide perspectives
d. A timeline for the pilot program, including the duration, beginning and end
dates, and the scope of employee groups to participate
e. A description of program eligibility requirements
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f. A description of any workplace environment considerations
(2) Within 270 days, implement an Infants at Work pilot program to include, but not be
limited to, the following:
a. Infant at work program participant agreement
b. Waiver of liability
c. Safety and facilities guidelines
d. Policies and procedures for when an infant is disruptive
(3) Within one year from the exit of the fourth infant in the Infants at Work pilot program,
provide a summary report to the commission regarding the pilot program that includes
the following:
a. Employee utilization rate
b. Alignment with existing benefits programs
c. Participant and non-participant employee feedback
d. Budgetary impact assessment
e. Recommendations for sustaining or revising the program
STATEMENT IN SUPPORT OF THE MOTION
Infants at Work programs have become an increasingly popular benefit offered by U.S.
employers since the 2008 recession. They gained statewide interest in 2015 when the
Washington State Department of Health (DOH) implemented its own program. Other agencies
followed suit, including King County and the City of Seattle, which passed a resolution
supporting the development of a pilot program in September 2019.
The benefits of infants at work have been well documented and supported by human resource
and medical professionals, the Surgeon General, the U.S. Department of Health, and the
National Association of Insurance Commissioners, who have had their own Infants at Work
program since 1997.
The King County Women’s Advisory Board 2018 report,“Supporting King County’s Women,
Families and Employers: Improving Child Care Access and Affordability Throughout King
County,” states that King County is one of the least affordable places to live and to secure
affordable infant child care in the United States. The report further states that in addition to
improving employee morale and family health, infant at work programs have been shown to
boost families’ economic mobility by diminishing the wage gap and inequity in the workplace by
allowing parents to work while caring for their new child.
The Parenting in the Workplace Institute (PIWI) reports increased retention/lower turnover
costs, higher morale and productivity, and increased employee recruitment as some of the
benefits described by participating organizations. Examples of benefits to families include
increased bonding, easier breastfeeding, and lower day care costs. They also report that more
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than 2,100 infants in more than 200 organizations have been successfully brought to work in
office-based, cubicle-based, and open-plan environments.
PIWI has been a key resource used by Washington State and King County, as well as many other
agencies across the country. They have provided guidance on best practices and guidelines for
businesses (including nonprofit and government agencies) and parents interested in supporting
infants at work since 2007.
The Port of Seattle values its employees and their contributions to achieving the goals of the
organization. The development and implementation of an Infants at Work program aligns with
the port’s Total Reward philosophy for a healthy work-life balance, innovation, and creative
problem solving.
