While very few businesses blatantly refused to apply the Lactation at Work Law, a substantial minority of organizations developed only symbolic structures that produced insufficient accommodations. In these workplaces, managerialization of the law shifted the compliance motivation from the law’s goals of access and equality to concerns of management, such as reducing turnover and absenteeism. Sometimes organizations’ accommodations were somewhat successful, creating adequate accommodations for some, but not all, lactating employees; they provided accessible lactation space only part of the time, or allowed sufficient break time for milk expression only intermittently. When their requests for adequate accommodations were met with resistance, resentment, and retrenchment of managerial control over workers’ bodies, the lactating employees in this chapter either quit breastfeeding or devised their own solutions for successful workplace lactation, such as sneaking away to pump or reducing their take-home pay in exchange for longer break time.