Hi, Emily,
Your questions are answered below in red, and the link to the Cornell policy
("Lactation Time Away from Work") follows:
* 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? At Cornell, the VP for HR is the Executive
Sponsor, and the Office of Career/Life Services (which is under the Division of
HR) is responsible for compliance and maintenance.
* Is lactation support considered a benefit, an accommodation or
something else in terms of how it is addressed in your policy? At Cornell, it
is most definitely considered an accommodation, but also a right of the nursing
mother.
* What are the repercussions to a supervisor for not complying with the
policy? Is it considered a disciplinary issue or a matter of discrimination?
I'm shooting from the hip here. I cannot imagine any supervisor not complying,
and I'm quite sure it's never happened here. But if it did, I believe it would
absolutely be a disciplinary issue and a potential matter of discrimination;
additionally, the accommodation would certainly be made if raised above the
supervisor to the next level. If you need more clarity, I can contact someone
and try to get a more thorough answer for you.
Cornell's policy:
http://www.dfa.cornell.edu/cms/treasurer/policyoffice/policies/volumes/humanresources/upload/vol6_9Lactation.pdf
Best,
Josh
Thanks in advance for your thoughts on this,
Emily Wood
