Hi Emily, At the University of Miami the Workplace Equity & Performance Office in the Human Resources Department is responsible for development, compliance, and maintenance of the Nursing Mothers Program; it is a provided in our policy regarding hours worked; and if a supervisor does not comply with the policy, it is considered a disciplinary issue. Here is the portion of the policy:
BREAK TIME FOR NURSING MOTHERS Employees who are nursing mothers shall be able to use their rest periods for the expression of milk. However, breaks lasting more than 15 minutes shall be unpaid for non-exempt employees, and such unpaid time must be reflected on the employee's time records. The University is committed to providing nursing mothers with a comfortable and private place to express their milk. As such, multiple Nursing Mothers Rooms are located at the Coral Gables, Miller School of Medicine, and Rosentiel Marine campuses. Each of the rooms provides a private space to nursing mothers to express milk. Additionally, nursing mothers are also free to use their private offices should they choose to do so. To schedule use of a Nursing Mothers Room or for more information on the Nursing Mothers Program, please contact Human Resources' Office of Workplace Equity and Performance, or visit the Nursing Mothers Program webpage to complete a Nursing Mother Accommodation Request Form. Here is the link to our Nursing Mothers webpage: http://www.miami.edu/index.php/wep/nursing_mothers/ 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<https://urldefense.proofpoint.com/v2/url?u=http-3A__www.acupa.org_MembershipForm-5FDiscontinue.html&d=BQMFAg&c=y2w-uYmhgFWijp_IQN0DhA&r=ZIcMM12qx4_3AfFRfrhlO-z5i-In5YmW9zTM_K5ldxc&m=TqlpKrfdon8spoeFUTYl-67HKE3QM1MSNlLpu1kkwRo&s=bru7JOGv24WaX1yAnBXGFnvZ3CGhmYvlfZfrOCpVBLI&e=> 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.
