Hi Emily, At RIT, this is an HR policy - see below. Sue -------------------------- Susan T. Provenzano Academic Affairs (585)475-5572 [email protected]
CONFIDENTIALITY NOTE: The information transmitted, including attachments, is intended only for the person(s) or entity to which it is addressed and may contain confidential and/or privileged material. Any review, retransmission, dissemination or other use of, or taking of any action in reliance upon this information by persons or entities other than the intended recipient is prohibited. If you received this in error, please contact the sender and destroy any copies of this information. Nursing Mother Accommodation Policy F&A Home<http://www.rit.edu/fa> > Human Resources Home<https://www.rit.edu/fa/humanresources/> > Nursing Mother Accommodation Policy Scope All regular, RIT temporary (including adjunct faculty and staff) and student employees Rationale and Policy Statement RIT respects the needs of nursing mothers who choose to express breast milk during work time when they return to work following the birth of a child. Accordingly, and in compliance with both Federal and New York State law, RIT provides support by allowing reasonable time away from work for employees who are nursing mothers to express breast milk, and makes reasonable efforts to provide a private room or other location in proximity to the work area for such activity. This accommodation is available up to three years following the birth of the employee's child. Pay Status: Break time will be unpaid, unless the employee wishes to work before or after her normal shift (during normal work hours) to make up the time, or to substitute paid vacation or sick/personal time (hourly employees). Notice Requirements: An employee must provide advance notice to her supervisor of her intent to avail herself of this policy; it is preferable that this notice be given prior to the employee's return to work from childbirth in order to ensure that any necessary arrangements can be made in support of the nursing mother. Time away from the employee's work location should be requested in accordance with the procedures applicable to her work unit. An employee may be required to postpone scheduled break time for no more than thirty minutes if she cannot be spared from her duties until appropriate coverage arrives. Reasonable Break Time: Reasonable break time generally will be up to 30 minutes, including walking time, no more than three times per day. However, the required duration may vary, depending on individual needs and the proximity of the designated space to the employee's work location. Nondiscrimination: No employee who avails herself of this policy will be discriminated against as a result. Responsible Office Human Resources Department HR Compliance Program Manager [email protected]<mailto:[email protected]> Phone 475-7393 5th Floor Eastman Hall Effective Date January 1, 2011. Policy History 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.
