The cold hard truth is yes, according to Daniel Hamermesh, an economics professor at the University of Texas in Austin. His study suggests that beautiful people are paid more, get hired faster, and are generally more successful while parallel disadvantages face those who are viewed as being ugly.
In analyzing this, Hamermesh has created a new kind of economics: "pulchrinomics," the economics of beauty.
According to his research, good-looking people are likely to earn an average of 3% to 4% more than a person with below-average looks resulting in $230,000 more over a lifetime for the typical good-looking person. Even an average-looking worker is likely to make $140,000 more over a lifetime than an ugly worker.
Hamermesh points out that while beautiful people earn more, beauty is only one factor that affects how much one earns. Individuals can still emphasize those things that they are good at, focusing on intelligence, personality, and other strengths.
For more, see his book, "Beauty Pays: Why Attractive People Are More Successful."
The are several laws in Illinois that protect nursing mothers at work and throughout Illinois. Because of these laws, Illinois employers may not prohibit nursing women from breastfeeding or expressing milk at the workplace and must provide them with reasonable times and private facilities to do so.
More specifically, 720 ILCS 5/11-9 states that breast-feeding of infants is not an act of public indecency. That is reinforced in the Right to Breastfeed Act (“the Act”), which guarantees nursing mothers the right to breastfeed in any location, public or private, as long as the nursing mother is authorized to be at that location. Further, nursing mothers’ are not liable if any part of her breast is exposed for the purpose of breastfeeding. If the owner or manager of a public or private location, other than a place of worship or residence, denies a woman the right to breastfeed, the mother may sue to enjoin future denials of her right to breastfeed and may recover attorney's fees and expenses.
The Act compliments the Nursing Mothers in the Workplace Act (the “NMWA”). NMWA requires employers who employ five or more people (excluding immediate family members) to provide employees a reasonable unpaid break time each day to express breast milk for her infant child, unless the break time would "unduly disrupt the employer's operations." The break time may run concurrently with any break time already provided to the employee. Additionally, employers must make reasonable efforts to provide nursing women a private room close to the work area to express milk. A bathroom stall expressly is not an acceptable private location.