Emily: UND's policy can be found here: www.und.edu/finance-operations/_files/docs/3-7-lactation-support-for-nursing-mothers.pdf<http://www.und.edu/finance-operations/_files/docs/3-7-lactation-support-for-nursing-mothers.pdf>. The responsible executive is the vice president for finance and operations with Human Resources identified as the responsible office. Health & Wellness is responsible for creating signage, promoting the lactation room use, etc. Facilities becomes involved when new buildings are constructed and a lactation room is included in the building plans. UND created the policy for compliance purposes. Although it is highly encouraged, lactation support would be seen as an accommodation rather than a benefit. There are no identified repercussions in the policy for non-compliance. That being said, an employee denied the ability to express breast milk would be able to file a grievance under separate university policies. Hope that helps. JEN
Jennifer Rogers Special Projects Assistant to the VPFO Office of the Vice President for Finance and Operations University of North Dakota Twamley Hall, Room 314 264 Centennial Drive Stop 8378 Grand Forks, ND 58202-8378 O 701.777.3511 | D 701.777.4392 F 701.777.4082 [email protected]<mailto:[email protected]> | UND.edu/finance-operations<http://www.UND.edu/finance-operations> From: [email protected] [mailto:[email protected]] On Behalf Of Emily Wood Sent: Monday, July 20, 2015 2:17 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.
