Wake Tech has the following policy: It administered by Human Resources and is considered a benefit, but we are thinking about moving it out from under the Benefits section. Breastfeeding/Lactation Wake Tech provides accommodation for nursing mothers who wish to express breast milk during the workday. For up to one year after the birth of her child, an employee who is breastfeeding will be provided reasonable breaks of up to 20 minutes each time the employee has need to express milk during the workday. The employee will also be provided a designated room (other than a restroom) that is shielded from view and free from intrusion from coworkers and the public which may be used by the employee for expressing breast milk.
Breaks of longer than 20 minutes will be unpaid; supervisors should report unpaid break time to HR. The safety and storage of breast milk in the workplace is the sole responsibility of the employee. If breast milk is stored in a refrigerator shared by others, it must be placed in a discreet container clearly labeled with the employee's name. The college is not liable for any damage to the milk, including improper storage, refrigeration, or tampering. This lactation policy meets the requirements of the Fair Labor Standards Act (FLSA) as it relates to breaks for nursing mothers. E0613_Breastfeeding/Lactation_8-HR _______________________________ Rachel King, M.A. Policies and Procedures Manager Legal Services Wake Technical Community College 9101 Fayetteville Road Raleigh, NC 27603 [email protected]<mailto:[email protected]> [email protected]<mailto:[email protected]> _______________________________ From: [email protected] [mailto:[email protected]] On Behalf Of Emily Wood Sent: Monday, July 20, 2015 3:17 PM To: [email protected] Subject: [acupa-l] Lactation Support policy Hello All, Clemson University is in the early stages of developing a Lactation Support policy. If your institution has a lactation support policy, we would appreciate some feedback on a few points: * What area of the institution is responsible for the policy, including development, compliance and maintenance? I can see a case for either Human Resources or Access and Equity, and I'd like to know where others see it fitting best. Or some other area? * Is lactation support considered a benefit, an accommodation or something else in terms of how it is addressed in your policy? * What are the repercussions to a supervisor for not complying with the policy? Is it considered a disciplinary issue or a matter of discrimination? Thanks in advance for your thoughts on this, Emily Wood ATTN: Please be aware that when you respond to an ACUPA-L e-mail, the reply will be distributed to the ENTIRE list of members. If you do NOT want to send an e-mail to everyone, please reply directly to the individual who initiated the query (their e-mail address appears in the "From" line of their original e-mail). If you wish to remove yourself from the ACUPA e-mail list, please go to the following website and complete the form. We will remove you from the list within 24 hours, during normal business hours. http://www.acupa.org/MembershipForm_Discontinue.html If you have questions about the ACUPA e-list, please contact Jamie Parris at [email protected]<mailto:[email protected]?subject=ACUPA%20e-list%20assistance> or 607-255-6837. Email correspondence to and from this address may be subject to the North Carolina Public Records law and may be disclosed to third parties by an authorized state official (NCGS. ch. 132). Student educational records are subject to FERPA.
