Re: [acupa-l] Question on Nursing Mother's policy

[Pamina Deutsch]

Hi, Deena,

The University of New Mexico has a lactation support policy that provides paid 
time for lactation breaks; see 
https://policy.unm.edu/university-policies/2000/2750.html.  In drafting the 
policy, I found the US Department of Labor's Wage and Hour Division's guidance 
on what constitutes a reasonable lactation break to be very helpful (see the 
attachment).

Good luck with your policy!

Pamina
___________________________________________
[cid:7EFF5E39-EC1C-405E-905F-359BEF358526]
Pamina M. Deutsch
University Policy and Administrative Planning Director
UNM Policy Office, 114B Scholes Hall
MSC05 3357
1 University of New Mexico
Albuquerque, NM 87131-0001
Tel. 505.277-2069
Web. http://policy.unm.edu<http://policy.unm.edu/>

From: 
<bounce-120537910-56848...@list.cornell.edu<mailto:bounce-120537910-56848...@list.cornell.edu>>
 on behalf of "Merrill, Deena" 
<deena.merr...@unt.edu<mailto:deena.merr...@unt.edu>>
Reply-To: Association of College and University Policy Administrators 
<acup...@list.cornell.edu<mailto:acup...@list.cornell.edu>>
Date: Friday, June 3, 2016 9:37 AM
To: Association of College and University Policy Administrators 
<acup...@list.cornell.edu<mailto:acup...@list.cornell.edu>>
Subject: [acupa-l] Question on Nursing Mother's policy

Good morning and TIGF! :)

We're looking to develop a policy for nursing mothers (Texas law calls it 
"Right to Express Breast Milk in the Workplace," a title we probably won't 
adopt verbatim, but anyway...haha), and had two main questions:


a)      Do you have a stand-alone policy for this, or is the content embedded 
into another policy?

b)      Where does this policy reside (chapter, owner, division, etc)?

Thank you!

V/r,

Deena Merrill
Policy Manager
Operations Support
Division of Vice President for Finance and Administration
940-565-4535



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\rtlch\fcs1 \af1 \ltrch\fcs0 \f1\cf21\insrsid3541250  \uc1\u169\'a9 2015 Thomson Reuters. No claim to original U.S. Government Works.\cell }\pard \ltrpar\qr \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af1 \ltrch\fcs0 
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\par }\pard \ltrpar\ql \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af1\afs24 \ltrch\fcs0 \f1\fs24\insrsid3541250 \sect }\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj \pard\plain \ltrpar
\ql \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 \rtlch\fcs1 \af0\afs20\alang1033 \ltrch\fcs0 \fs20\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 {\*\bkmkstart co_document_1}
{\*\bkmkstart ICAC731000CE911E08B5B9CCADA31B4C6_Target}{\*\bkmkend co_document_1}{\*\bkmkend ICAC731000CE911E08B5B9CCADA31B4C6_Target}
\par }\pard \ltrpar\qc \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af138 \ltrch\fcs0 \f138\cf1\insrsid3541250 75 FR 80073-01
\par NOTICES
\par DEPARTMENT OF LABOR
\par Wage and Hour Division
\par RIN 1235-ZA00
\par }\pard \ltrpar\qc \li100\ri100\sb200\sa200\nowidctlpar\wrapdefault\faauto\rin100\lin100\itap0 {\rtlch\fcs1 \af138 \ltrch\fcs0 \f138\cf17\insrsid3541250 Reasonable Break Time for Nursing Mothers
\par }\pard \ltrpar\qc \li0\ri0\sa200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af138 \ltrch\fcs0 \f138\cf1\insrsid3541250 Tuesday, December 21, 2010
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 AGENCY: Wage and Hour Division, United States Department of Labor.
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80073}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  ACTION: Request for Information from the public.
\par SUMMARY: This notice is a request for information from the public regarding the recent amendment to the Fair Labor Standards Act (FLSA) that requires employers to provide reasonable break time and a place for nursing mothers to express breast milk for one
 year after their child\rquote s birth. The Department of Labor (\u8220\'d2the Department\u8221\'d3) administers and enforces the FLSA through its Wage and Hour Division. Contained in this notice are the Department\rquote 
s preliminary interpretations of the new break time amendment to th
e FLSA. The Department seeks information and comments for its review on various issues addressed in this notice, as it considers how best to help employers and employees understand the requirements of the break time for nursing mothers law.
\par The break time requirement that is now part of the FLSA is set forth in Section 4207 of the Patient Protection and Affordable Care Act, }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
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natingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=SL&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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54006500780074003f00660069006e00640054007900700065003d006c0026007000750062004e0075006d003d003100300037003700300030003500260063006900740065003d0055005500490044002800490036004300430031004100370037003000330037002d00350036003100310044004600380042003300350045
002d0032003800300036003600420042003200410031004500290026006f0072006900670069006e006100740069006e00670044006f0063003d004900430041004300370033003100300030003000430045003900310031004500300038004200350042003900430043004100440041003300310042003400430036002600
72006500660054007900700065003d0053004c0026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e007300690074
0069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e00740065007800740044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 
Public Law 111-148}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  (\u8220\'d2Affordable Care Act\u8221\'d3). The provision requires employers to provide \u8220\'d2
reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child\rquote s birth each time such employee has need to express the milk.\u8221\'d3 Employers are also required to provide \u8220\'d2
a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.\u8221\'d3 See }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC73100
0CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_3505000063ea7" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0033003500300035003000300030003000360033006500610037000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The break time requirement became effective when the Affordable Care
 Act was signed into law on March 23, 2010. To assist employers with complying with the new law, the Department has issued Wage and Hour Fact Sheet #73: \u8220\'d2Break Time for Nursing Mothers under the FLSA\u8221\'d3
 at http://www.dol.gov/whd/regs/compliance/whdfs73.pdf. 
The Department has also posted Frequently Asked Questions (FAQs) on its Web site that reiterate the information provided in the Fact Sheet in a different format. Until the Department issues final guidance, the Department\rquote 
s enforcement will be based on the statutory language and the guidance provided in WHD Fact Sheet #73 and the associated FAQs.
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Employers, employees, and other stakeholders have requested additional guidance from the Department about the law\rquote 
s requirements and the Department wants to provi
de an opportunity for the public to submit information and comments for its consideration. The Department will consider the information and comments received in response to this Request for Information in formulating further guidance for the regulated com
munity on complying with the new break time requirement. Until any such further guidance is issued, the RFI provides useful information for employers to consider in establishing policies for nursing employees.
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 At this time, the Department does not plan to
 issue regulations implementing this provision. Because of the wide variety of workplace environments, work schedules, and individual factors that will impact the number and length of breaks required by a nursing mother, as well as the manner in which an 
e
mployer complies with break time requirement, the Department believes that regulations may not be the most useful or effective means for providing initial guidance to employers and employees. If, however, based on its experience administering and enforcin
g the break time requirement and the comments received in response to this Request for Information, the Department determines that regulations are necessary, it will initiate rulemaking at that time.
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 This Request for Information contains the Department\rquote s preliminary interpretations of the law\rquote 
s requirements. The Department\rquote s identification of key issues related to the law and the development of this Request for Information have been informed by the Department\rquote s meetings and discussions with various stakeho
lders, including employer organizations and representatives, public health and women\rquote 
s organizations, state agencies that have experience administering state laws concerning workplace lactation, and individuals and businesses that have contacted the Depart
ment with questions about the new law. The Department looks forward to continuing to receive input and invites the public to comment on the break time requirement generally and on the }{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80074}{
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  Department\rquote s preliminary interpretations in this Request for Information. All comments will be made publicly available.
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \~
\par }{\rtlch\fcs1 \af138 \ltrch\fcs0 \f138\cf1\insrsid3541250 DATES: Comments must be received on or before February 22, 2011.
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 ADDRESSES: You may submit comments identified by RIN 1235-ZA00 by either of the following methods:
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Federal eRulemaking Portal: http://www.regulations.gov. Please follow the instructions for submitting comments.
\par \~
\par Mail: Comments may be mailed to Montaniel Navarro, U.S. Department of Labor, 200 Constitution Avenue, NW., Room S-3502, Washington, DC 20210.
\par \~
\par Please submit only one copy of yo
ur comments by only one method. All submissions must include the agency name and Regulatory Information Number (RIN) identified above for this request for information. All comments received will be posted without change to http://www.regulations.gov, incl
uding any personal information provided.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
FOR FURTHER INFORMATION CONTACT: Montaniel Navarro, FLSA Branch Chief, Wage and Hour Division, U.S. Department of Labor, 200 Constitution Avenue, NW., Room S-3502, Washington, DC 20210, (202) 693-0051.
\par SUPPLEMENTARY INFORMATION:
\par }{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 I. Background
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The Patient Protection and Affordable Care Act (the \u8220\'d2Affordable Care Act\u8221\'d3
) amended section 7 of the Fair Labor Standards Act (\u8220\'d2FLSA\u8221\'d3), }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=10005
46&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b0200000003000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
, to require employers to provide nursing mothers reasonable break time and a place to express breast milk. }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=l&pubNum=1077005&cite=UUID(I6CC1A77037-5611DF8B35E-28066BB2A1E)&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=SL&originatio
nContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b0200000003000000e0c9ea79f9bace118c8200aa004ba90b2c02000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d006c0026007000750062004e0075006d003d003100300037003700300030003500260063006900740065003d0055005500490044002800490036004300430031004100370037003000330037002d00350036003100310044004600380042003300350045
002d0032003800300036003600420042003200410031004500290026006f0072006900670069006e006100740069006e00670044006f0063003d004900430041004300370033003100300030003000430045003900310031004500300038004200350042003900430043004100440041003300310042003400430036002600
72006500660054007900700065003d0053004c0026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e007300690074
0069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e00740065007800740044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 
Public Law 111-148, 124 Stat. 119,}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
 section 4207. The new requirement became effective when the President signed the Affordable Care Act on March 23, 2010. The specific requirements of the new provision are described below.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Break Time
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Employers are required to provide \u8220\'d2
reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child\rquote s birth each time such employee has need to express the milk.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 
\cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0
&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6d1800004d613" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006400310038003000300030003000340064003600310033000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(1)(A)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . The law states that \u8220\'d2[a]n employer shall not be required to compensate an employee receiving reasonable break time [for expressing bre
ast milk] for any work time spent for such purpose.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.
0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_97200000bd010" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0039003700320030003000300030003000620064003000310030000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(2)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Space
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The law further requires employers to provide \u8220\'d2
a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContex
t=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_b53d0000e8fd7" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0062003500330064003000300030003000650038006600640037000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(1)(B)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Undue Hardship Exemption for Employers With Fewer Than 50 Employees
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Under the law, \u8220\'d2[a]n employer that employs less
 than 50 employees shall not be subject to the requirements of this subsection, if such requirements would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nat
ure, or structure of the employer\rquote s business.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&trans
itionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6f5a00008d3d1" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006600350061003000300030003000380064003300640031000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(3)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Relationship to State Laws
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The Federal law does not preempt \u8220\'d2
a State law that provides greater protections to employees than the protections provided for under [the Federal law].\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=Document
Item&contextData=(sc.DocLink)#co_pp_481a00009d874" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000370026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0034003800310061003000300030003000390064003800370034000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(4)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Coverage Under the FLSA Nursing Mothers Provision
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 As mentioned above, the Affordable Care Act\rquote s break time for nursing mothers provision is now part of the FLSA. The FLSA
 is the Federal law that sets minimum wage, overtime, recordkeeping, and youth employment standards. The break time for nursing mothers provision was added to section 7 of the FLSA, which sets forth premium payment obligations for overtime. The FLSA and t
he break time for nursing mothers provision apply only to certain employees. First, in order for an employee to be covered by the FLSA, there must be \u8220\'d2enterprise coverage\u8221\'d3 or \u8220\'d2individual coverage.\u8221\'d3
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Enterprise Coverage
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Employees who work for certain businesses or organizations (\u8220\'d2enterprises\u8221\'d3
) are covered by the FLSA. These enterprises, which must have at least two employees, are:
\par \~
\par (1) Those that have an annual dollar volume of sales or business done of at least $500,000; or
\par \~
\par (2) hospitals, businesses providing medical or nursing care for residents, schools and preschools, and government agencies. }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS203&originatingDoc=ICAC731000CE911E08
B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_79f1000053874" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d00320039005500530043004100530032003000330026006f0072006900670069006e006100740069006e00670044006f0063003d00490043
004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0037003900660031003000300030003000350033003800370034000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 203(s)(1)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Individual Coverage
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Even when there is no enterprise coverage, employees a
re covered by the FLSA if their work regularly involves them in commerce between states (\u8220\'d2interstate commerce\u8221\'d3). The FLSA covers individual workers who are \u8220\'d2engaged in commerce or in the production of goods for commerce.\u8221
\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/
Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS206&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_8b3b0000958a4" }{
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0038006200330062003000300030003000390035003800610034000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 206(a)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 , }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&cont
extData=(sc.DocLink)#co_pp_8b3b0000958a4" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0038006200330062003000300030003000390035003800610034000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 207(a)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
. Examples of employees who are involved in interstate commerce include those who: produce goods that will be sent out of state (such as a worker assembling components in a factory or a secretary 
typing letters in an office), regularly make telephone calls to persons located in other states, handle records of interstate transactions, travel to other states on their jobs, and do janitorial work in buildings where goods are produced for shipment out
side the state. Also, domestic service workers such as housekeepers, full-time babysitters, and cooks are typically covered by the FLSA. }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS202&originatingDoc=ICAC73
1000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_8b3b0000958a4" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0038006200330062003000300030003000390035003800610034000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 202(a)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 Coverage for Nonexempt Employees
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Even if an employee is covered u
nder the FLSA, that employee would only be entitled to break time to express breast milk if she is not exempt from section 7 of the FLSA, which sets forth the Act\rquote 
s overtime pay requirements. Unless specifically exempted, the FLSA requires payment of overt
ime to covered employees for hours worked in excess of 40 hours per workweek at a rate not less than time and one-half of their regular rates of pay. Because the Affordable Care Act amended section 7 of the FLSA, the break time for nursing mothers provisi
o
n does not apply to employees who are exempt from the provisions of section 7. While employers are not required under the FLSA to provide breaks to nursing mothers who are exempt from the requirements of section 7, they may be obligated to provide such br
eaks under state laws. The Department encourages employers to provide break time for all nursing mothers including those who may not be covered under the FLSA or who are exempt from section 7.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 II. Key Issues on Which Public Comment Is Requested
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 In this do
cument, the Department shares its preliminary interpretations of the law, and seeks public comment on any and all issues concerning the reasonable break time for nursing mothers law. The Department specifically seeks comment on certain issues and prelimin
ary interpretations, as noted below.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 a. Unpaid Break Time
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Employers are not required to compensate nursing mothers for breaks taken for the purpose of expressing milk. }{\field{\*\fldinst {
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite
=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_97200000bd010" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 
{\*\datafield 
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0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0039003700320030003000300030003000620064003000310030000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(2)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . The FLSA does not require an em
ployer to provide its employees with rest periods or breaks. However, if the employer permits short breaks, usually 20 minutes or less, the time must be counted as hours worked when determining if the FLSA requirements for payment of }{\rtlch\fcs1 
\ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80075}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  minimum wage and/or overtime have been satisfied. See }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000547&cite=29CFRS785.18&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{
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54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003700260063006900740065003d003200390043004600520053003700380035002e003100380026006f0072006900670069006e006100740069006e00670044006f0063003d
00490043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e007400650078007400
3d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e00740065007800740044
006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 CFR 785.18}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
. Where an employer already provides paid breaks, an employee who uses that break time to express milk must be paid in the same way that other employees are compensated for break time.
\par \~
\par Additional time used beyond the authorized paid break time could be uncompensated. For example, if an employer provides a 20 minute paid break and a nursing employee uses that time to express milk and takes a total of 25 minutes for this purpose, the five
 minutes in excess of the paid break time does not have to be compensated. The FLSA\rquote 
s general requirement that the employee must be completely relieved from duty applies; if a nursing employee is not completely relieved from duty during a break to express b
reast milk, the time must be compensated as work time. See WHD Fact Sheet #22, Hours Worked Under the FLSA at http://www.dol.gov/whd/regs/compliance/whdfs22.htm.
\par \~
\par Although the FLSA does not require employers to allow employees to extend their workday (i.e
., begin work earlier or end work later) to make up for unpaid break time used for expressing milk, the Department encourages employers to provide flexible scheduling for those employees who choose to make up for any unpaid break time.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 b. Reasonable Break Time
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Employers must provide \u8220\'d2a reasonable break time\u8221\'d3 for nursing mothers to express breast milk \u8220\'d2
each time such employee has need to express the milk.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&or
iginatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6d1800004d613" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006400310038003000300030003000340064003600310033000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(1)(A)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . In implementing the requirements of this p
rovision, employers should consider both the frequency and number of breaks a nursing mother might need and the length of time she will need to express breast milk. The information provided below is intended to help employers in this assessment so that th
ey can develop policies that meet the requirements of the law and make sense for their work environment.
\par \~
\par The Department has consulted with public health officials from the U.S. Department of Health and Human Services, including the Centers for Disease Con
trol and Prevention (CDC) and the Health Resources and Services Administration, in order to better understand a nursing mother\rquote 
s physiological needs and to inform our initial determinations regarding the frequency and timing of breaks to express breast mil
k. The information that follows stems from the guidance provided by the lactation experts at these public health agencies.[FN1] The frequency of breaks needed to express breast milk varies depending on factors such as the age of the baby, the number of br
east feedings in the baby\rquote 
s normal daily schedule, whether the baby is eating solid food, and other factors. In the early months of life a baby may need as many as 8 to 12 feedings per day. This means that a nursing baby needs food every two to three hours.
 A nursing mother produces milk on a constant basis. If the baby does not take the milk directly from the mother, it must be removed by a pump about as frequently as the baby usually nurses. If a mother is unable to express breast milk while she is away f
rom her baby, she may experience a drop in her milk supply which could result in her being unable to continue nursing her child. The inability to express milk may also lead to an infection. Depending on the nursing mother\rquote 
s work schedule, it may be that the
 frequency of breaks needed tracks regular breaks and lunch periods, but this will not always be the case. As the child grows and begins to consume solid foods, typically around six months of age, the frequency of nursing often decreases, and the need for
 a nursing mother to take breaks to express breast milk may also gradually diminish.
\par \~
\par The Department expects that nursing mothers typically will need breaks to express milk two to three times during an eight hour shift. Longer shifts will require additional breaks to express milk.
\par \~
\par The length of time necessary to express milk also varies from woman to woman. The act of expressing breast milk alone typically takes about 15 to 20 minutes, but there are many other factors that will determine a reasonable brea
k time. Employers should consider these factors when determining how they will provide both reasonable break time and space for nursing mothers. For example, factors such as the location of the space and the amenities nearby (e.g., proximity to employee
\rquote s 
work area, availability of sink for washing, location of refrigerator or personal storage for the milk, etc.) can affect the length of break an employee will need to express milk. Some of the factors employers should consider in determining whether the ti
me needed for a nursing employee to express milk is \u8220\'d2reasonable\u8221\'d3 include:
\par \~
\par (i) The time it takes to walk to and from the lactation space and the wait, if any, to use the space;
\par \~
\par (ii) Whether the employee has to retrieve her pump and other supplies from another location;
\par \~
\par (iii) Whether the employee will need to unpack and set up her own pump or if a pump is provided for her;
\par \~
\par (iv) The efficiency of the pump used to express milk (employees using different pumps may require more or less time);
\par \~
\par (v) Whether there is a sink and running water nearby for the employee to use to wash her hands before pumping and to clean the pump attachments when she is done expressing milk, or what additional steps she will
 need to take to maintain the cleanliness of the pump attachments;
\par \~
\par (vi) The time it takes for the employee to store her milk either in a refrigerator or personal cooler.
\par \~
\par Nursing employees are encouraged to discuss with their employers what they expect 
they will need in terms of frequency and timing of breaks to express milk. Employers are encouraged to discuss with nursing employees the location and availability of space for expressing milk as that will affect the time required for the breaks. These di
scussions will help employers and employees to develop shared expectations and an understanding of what will constitute \u8220\'d2a reasonable break time\u8221\'d3 and how to incorporate the breaks into the work period.
\par \~
\par In assessing the reasonableness of break time provided to a nursing employee, the Department will consider all the steps reasonably necessary to express breast milk, not merely the time required to express the milk itself.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 c. Space for Expressing Breast Milk
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The break time for nursing mothers provision requires that covered employers provide \u8220\'d2
a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
HYPERLINK "http://www.westlaw.com/Link/Documen
t/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_b53d0000e8fd7" }{\rtlch\fcs1 \af0 
\ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0062003500330064003000300030003000650038006600640037000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(1)(B)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . The Department\rquote s initial interpretation of the requirement that the space be \u8220\'d2shielded from view and free from intrusion\u8221\'d3
 is that it requires employers where practicable to make a room (either private or with partitions for use by multiple nur
sing employees) available for use by employees taking breaks to express milk. Where it is not practicable for an employer to provide a room, the requirement can be met by creating a space with partitions or curtains. Any windows in the designated room or 
}{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80076}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  space should be covered to ensure the space is \u8220\'d2shielded from view.\u8221\'d3
 With any space provided for expressing milk, the employer must ensure the employee\rquote s privacy through means such as signs that designate when the space is in use, or a lock on the door.
\par \~
\par The employer is not obligated to maintain a permanent, dedicated space for nursing mothers. A space temporarily created or converted into a space for expressing milk or made available when needed by a nursing mother is sufficient provided that the sp
ace is shielded from view, and free from intrusion from coworkers and the public.
\par \~
\par While a bathroom, even if it offers privacy, does not meet the requirements of the statute, an anteroom or lounge area connected to the bathroom may be sufficient to meet t
he requirements of the law. For example, if there is a wall with a door separating the lounge area from the bathroom, and if there is a space for nursing mothers within the lounge that is \u8220\'d2shielded from view\u8221\'d3 and \u8220\'d2
free from intrusion,\u8221\'d3 this would likely meet the requirements of the law. The Department would appreciate comments on whether and under what circumstances rooms that adjoin bathrooms could be compliant with the law.
\par \~
\par Locker rooms that function as changing rooms (i.e., for changing in and out of u
niforms) may also be adequate as long as there is a separate space designated within the room for expressing milk that is shielded from view and free from intrusion. The Department does not believe, however, that a locker room where there is not sufficien
t
 differentiation between the toilet area and the space reserved for expressing breast milk would meet the requirements of the law because it presents similar health and sanitation concerns as a bathroom. There is concern that locker rooms may not be appro
p
riate because such wet environments are at risk of being contaminated with pathogenic bacteria and have been linked to outbreaks of methicillin-resistant Staphylococcus aureus (MRSA). The Department would appreciate comments on whether and under what circ
umstances locker rooms could be compliant with the law.
\par \~
\par Because the statute requires employers to provide break time \u8220\'d2each time such employee has need to express the milk,\u8221\'d3 employers should consider the number of nursing mothers employed and their wor
k schedules to determine the location and number of spaces to designate or create. As described above, the amount of time that is reasonable for a nursing employee to express milk is dependent in part on her ability to access a suitable space. In order to
 accommodate significant numbers of nursing mothers, some large employers may choose to include nursing mothers\rquote 
 rooms in their floor plans and provide a room on multiple floors of their facility or in an on-site health facility. Other employers may provide
 a large room with privacy screens so that the room may be used simultaneously by several nursing employees. Where the designated space is so far from the employee\rquote 
s work area as to make it impractical for the employee to take breaks to express milk, or wh
ere the number of nursing employees needing to use the space either prevents an employee from taking breaks to express milk or necessitates prolonged waiting time, the Department will not consider the employer to be in compliance with the requirement to p
rovide reasonable break time.
\par \~
\par In order to be a functional space \u8220\'d2that may be used by an employee to express breast milk,\u8221\'d3 at a minimum, a space must contain a place for the nursing mother to sit, and a flat surface, other than the floor, on which to place
 the pump. Ideally, the space will have access to electricity, so that a nursing mother can plug in an electric pump rather than use a pump with battery power. There are a range of additional features that some employers have included when providing space
s
 for their employees to use to express breast milk, such as sinks within or nearby the room for washing hands and cleaning pump attachments, and refrigerators within or nearby the room for storing expressed milk. While such additional features are not req
uired, the Department notes that their provision may decrease the amount of break time needed by nursing employees to express milk.
\par \~
\par The Department interprets an employee\rquote s right to express milk for a nursing child to include the ability to safely store th
e milk for her child.[FN2] While employers are not required to provide refrigeration options for nursing mothers for the purpose of storing expressed milk, they must allow a nursing mother to bring a pump and insulated food container to work for expressin
g
 and storing the milk and ensure there is a place where she can store the pump and insulated food container while she is at work. This is similar to providing employees with a place to store lunch or meals that they bring to work in insulated food contain
e
rs. In many workplaces the nursing mother will be able to keep the pump and insulated container near her work space, but in some settings it may be necessary to have a separate place for her to stow the pump and insulated food container (e.g., a locker, c
loset, cabinet, or other space where the pump and container will not be disturbed or contaminated).
\par \~
\par The Department is aware that there are many work settings that are not in office buildings, and that this can pose unique challenges to providing an adequa
te space for nursing mothers to express milk. For example, there are nursing employees who work in retail settings, quick service food stores and restaurants, construction or outdoor work sites, factories, or in other non-office building settings. Some of
 these workplaces may have limited space available to convert into a designated space to express breast milk. In order to meet the obligations of the law, employers need not create a permanent, dedicated space for expressing milk.
\par \~
\par The Department is aware that many such employers have found ways to provide break time and space for nursing employees even though there was no readily available \u8220\'d2unused\u8221\'d3
 space. For example, in restaurants and small retail settings, employers have made spaces normally designated 
for other purposes available when needed by the nursing mother. Malls or retail shopping centers have designated shared space to be used by employees of the various tenant businesses. The Department would appreciate comments that address the conditions un
der which spaces such as manager\rquote 
s offices, storage spaces, utility closets, and other such spaces normally used for other purposes could be considered adequate spaces for use by nursing mothers under the statute. In addition, the Department solicits commen
ts on the kinds of shared space arrangements that would be acceptable under the law.
\par \~
\par Similarly, the Department would appreciate comments that address how employers can provide adequate break time and space for nursing employees who are not in a fixed pla
ce during a work shift (e.g., bus drivers, mail or parcel delivery workers, law enforcement officers, emergency medical technicians, etc.). In general, the Department would appreciate comments that describe creative solutions to providing break time and s
pace for nursing mothers so that we can share these examples more broadly.
\par \~
\par Employers have also asked the Department what their obligation is to provide a space when their nursing }{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80077}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  employee is located at a client
\rquote s worksite, rather than the employer\rquote s worksite. It is the Department\rquote 
s view that the statutory language makes it the obligation of the employer to provide the space, regardless of where the employee is located. In situations where the employee is off-site, the Department recommends that the 
employer arrange with the client to allow the employee to use a space at the client\rquote s site for the purpose of expressing milk. It may be that the client\rquote 
s worksite already has a designated space for expressing milk for its own employees that can be used by
 the contract employee. Where a joint employment relationship exists between the employer and client in relation to the nursing employee, both parties would be viewed as having the obligation to provide reasonable break time and an appropriate space in wh
ich to express milk. The Department would appreciate comments and recommendations as to how employers can meet their obligations under the law to provide break time and space for nursing mother employees who are working at other sites.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 d. Notice
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 In order to facilitate an employer\rquote 
s ability to provide appropriate space for expressing milk, the Department encourages nursing employees to give employers advance notice of their intent to take breaks at work to express milk. The Department believes that a simple
 conversation between an employee and a supervisor, manager, or human resources representative about the employee\rquote s intent to take breaks for the purpose of expressing breast milk would facilitate an employer\rquote 
s ability to make arrangements to comply with t
he law before the nursing mother returns to work. The Department solicits comments about how best to address notice issues consistent with the language and purpose of the law, bearing in mind that the employer must provide the break time and lactation spa
ce \u8220\'d2each time such employee has need to express the milk.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=c
blt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6d1800004d613" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006400310038003000300030003000340064003600310033000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(1)(A)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par The Department notes that an employer may ask an expectant mother if she intends to take breaks to express milk while at work. Doing so i
nforms employees of their rights under the law and allows the employer the opportunity to make any necessary adjustments to comply with the law.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 e. Undue Hardship Exemption
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The break time for nursing mothers statutory provision provides an undue hardship
 exemption that is only available for employers with fewer than 50 employees that meet certain conditions, as further described below. Employers with 50 or more employees must comply with the law without exception. }{\field{\*\fldinst {\rtlch\fcs1 \af0 
\ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Do
cument/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6f5a00008d3d1" }{\rtlch\fcs1 
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006600350061003000300030003000380064003300640031000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(3)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
. Unlike the Family Medical Leave Act, in which Congress specifically excluded from coverage worksites where an employer employs less than 50 employees or where the total number of employees employed by that employer within 75 miles of a parti
cular worksite is less than 50 employees, Congress did not provide such specifications for determining the application of the break time for nursing mothers provision to small employers or worksites with few employees. The statutory language of section 7(
r
)(3) sets forth the number of employees without further specifications such as the number of employees per worksite, or in a geographic area, for example. Therefore, the Department has concluded that covered employers must count all employees who work for
 the employer, including all work sites, when determining whether this exemption might apply.
\par \~
\par Because the nursing mothers break time requirements were added to the FLSA, the Department will apply the FLSA definition of \u8220\'d2employee\u8221\'d3 in section 3(e)(1) when counting employees. Thus, \u8220\'d2any individual employed by an employer
\u8221\'d3 must be counted, including full-time employees, part-time employees, and any other individuals who meet the FLSA definition of an employee.
\par \~
\par In addition, the Department intends to use the FLSA workweek standard for purposes of counting whether the employer has fewer than 50 employees. See }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000547&cite=29CFRS778.105&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003700260063006900740065003d003200390043004600520053003700370038002e0031003000350026006f0072006900670069006e006100740069006e00670044006f0063
003d00490043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e00740065007800
74003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074
0044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 CFR 778.105}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 
\cf1\insrsid3541250 . The Department recognizes that some employers\rquote  workforces fluctuate from week to week, and that some businesses experienc
e variation in workforce size over the course of time, for myriad reasons. However, the Department believes it is necessary to fix the workweek at which the number of employees are counted for purposes of the undue hardship exemption because a nursing mot
h
er necessarily relies on the availability of the breaks, and fluctuation in the ability to express breast milk at work may cause the woman to lose the ability to produce sufficient milk for her child, frustrating the purpose of the law. The Department sol
i
cits comments as to the appropriate point at which to count the number of employees for purposes of determining whether the employer may assert an undue hardship defense. The Department is considering whether the number of employees should be counted in t
h
e workweek in which the employee notifies the employer that she intends to take breaks to express milk, in the first workweek the employee intends to utilize the breaks and the space to express milk at work, or at some other point. Further, the Department
 
believes that an employer that has previously claimed the undue hardship exemption will no longer be eligible for the exemption if the number of employees employed by the employer rises to 50 or more at the point determined above. The Department solicits 
comments on this interpretation as well.
\par \~
\par The employer bears the burden of proof that compliance with the nursing mothers break time provisi
on would be an undue hardship. In addition to demonstrating that the employer employs fewer than 50 employees, an employer that wishes to avail itself of the exemption must show that compliance would cause the employer \u8220\'d2
significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer\rquote s business.\u8221\'d3 }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS207&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C
6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_6f5a00008d3d1" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bee01000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0036006600350061003000300030003000380064003300640031000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 207(r)(3)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . Because these factors and the number of employees employed by a particular employer will v
ary depending on the circumstances at the time the request for break time is made, the Department will not grant prospective undue hardship exemptions to employers. The undue hardship exemption will operate as an affirmative defense raised by an employer 
t
hat seeks to demonstrate to the Department why it is unable to accommodate a particular nursing employee under the law. For example, if the Department were investigating a complaint made by a nursing mother who claims her employer is not complying with th
e law, the employer would have an opportunity at that time to demonstrate to the Department why it qualifies in that instance for an undue hardship exemption based on the statutory factors.
\par \~
\par Because the law only requires space and time for unpaid breaks for one year after a child\rquote s birth, and the employer must be able to demonstrate \u8220\'d2significant\u8221\'d3
 difficulty or expense, the Department believes that this is a stringent standard that will result in employers being able to avail themselves of the exemption only
 in limited circumstances. Employers with fewer than 50 employees may not presume that having a smaller workforce by itself sufficiently demonstrates that compliance would pose a significant difficulty or expense; the difficulty or expense must be shown i
n light of the factors listed in the statute. The Department expects and encourages such small employers to }{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80078}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
 approach compliance creatively and constructively, and will evaluate each undue hardship claim by applying the statutory factors to the particular factual circumstances of a case. The Department solicits comments on whether this undue hardship standard, 
which is very similar to the undue hardship standard in the Americans With Disabilities Act, }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=42USCAS12111&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&ori
ginationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_f19d0000e06d3" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
00d0c9ea79f9bace118c8200aa004ba90b020000000b000000e0c9ea79f9bace118c8200aa004ba90bf201000068007400740070003a002f002f007700770077002e0077006500730074006c00610077002e0063006f006d002f004c0069006e006b002f0044006f00630075006d0065006e0074002f00460075006c006c00
54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003600260063006900740065003d0034003200550053004300410053003100320031003100310026006f0072006900670069006e006100740069006e00670044006f0063003d
00490043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e007400650078007400
3d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e00740065007800740044
006100740061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0066003100390064003000300030003000650030003600640033000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 42 U.S.C. 12111(10)}}}
\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250  (\u8220\'d2significant difficulty or expense\u8221\'d3 when considered in light of factors such as financial resources, size,
 type of operation and workforce structure), should be interpreted in the same way the undue hardship defense has been interpreted under that law.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 f. Relationship to the Family Medical Leave Act
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The Department has received several inquiries concerning th
e relationship of the nursing mothers break time provision to the Family Medical Leave Act (\u8220\'d2FMLA\u8221\'d3
). The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons. See }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http
://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS2601&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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0043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d00
64006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e007400650078007400440061
00740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 2601 et seq.}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 
\cf1\insrsid3541250  Among the qualifying reasons for taking FMLA leave are to care for a newborn child within one year of birth and for the employee\rquote 
s own serious health condition that makes the employee unable to perform the essential functions of his
 or her job. FMLA protections do not extend to leave taken for reasons not covered by the Act. See WHD Fact Sheet # 28 The Family and Medical Leave Act of 1993 at http://www.dol.gov/whd/regs/compliance/whdfs28.pdf.
\par \~
\par The Department does not believe that breaks to express breast milk can properly be considered to be FMLA leave or counted against an employee\rquote 
s FMLA leave entitlement. While employees are entitled to take FMLA leave to bond with a newborn child, the Department does not consider expressing milk at work to constitute bonding with or caring for a newborn child. See }{\field{\*\fldinst {
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000547&cite=29CFRS825.120&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=docum
ent&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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54006500780074003f00660069006e00640054007900700065003d004c0026007000750062004e0075006d003d003100300030003000350034003700260063006900740065003d003200390043004600520053003800320035002e0031003200300026006f0072006900670069006e006100740069006e00670044006f0063
003d00490043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e00740065007800
74003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074
0044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 CFR 825.120}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 
\cf1\insrsid3541250 . Also, while an eligible employee may take FMLA leave due to her own serious health condition, the Department does not believe that expressing milk will typically be associated with a serious health condition under the FMLA. See }
{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000547&cite=29CFRS825.113&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext
=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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74003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074
0044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 CFR 825.113}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 
\cf1\insrsid3541250 -}{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000547&cite=29CFRS825.115&originatingDoc=ICAC731000CE911E08B5B9CCADA31B
4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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003d00490043004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e00740065007800
74003d0064006f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074
0044006100740061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 115}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 g. Enforcement
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 The Department\rquote s Wage and Hour Division (WHD) is charged with administering and enforcing the FLSA, which i
ncludes the new break time for nursing mothers provision. The enforcement of the FLSA is carried out by WHD investigators. As the WHD\rquote 
s authorized representatives, they conduct investigations and gather data on wages, hours, and other employment conditions or practices, in order to determine compliance with the law. }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS211&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&;
rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 211}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
. Where violations are found, they also may recommend changes in employment practices to bring an employer into compliance.
\par \~
\par If an employee would like to file a comp
laint because she believes her employer has violated the break time for nursing mothers requirement under the FLSA, she should call the toll-free WHD number 1-866-487-9243 and she will be directed to the nearest WHD office for assistance. The WHD Web site
 at http://www.dol.gov/wecanhelp/howtofilecomplaint.htm provides basic information about how to file a complaint and how the WHD will investigate complaints.
\par \~
\par To the extent possible, WHD intends to give priority consideration to complaints received by the 
agency alleging that an employer is failing to provide break time and a space to express milk as required by law to allow expeditious resolution of the matter in order to preserve the employee\rquote 
s ability to continue to breastfeed and express milk for her child.
\par \~
\par Section 7(r) of the FLSA does not specify any penalties if an employer is found to have violated the break time for nursing mothers requirement. In most instances, an employee may only bring an action for unpaid minimum wages or unpaid overtime comp
ensation and an additional equal amount in liquidated damages. }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS216&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0
&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_a83b000018c76" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0061003800330062003000300030003000310038006300370036000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 216(b)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 . Because employers are not required to compensate employees for break time to express breast milk, in most circumstances there will not be an
y unpaid minimum wage or overtime compensation associated with the failure to provide such breaks.
\par \~
\par If an employer refuses to comply with the requirements of section 7(r), however, the Department may seek injunctive relief in federal district court, and may obtain reinstatement and lost wages for the employee. }{\field{\*\fldinst {\rtlch\fcs1 \af0 
\ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS217&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cb
lt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d004c00510026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 217}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
. For example, if an employer terminates a nursing mother employee because she takes breaks to express milk that she is entitled to under the FLSA, or because she has info
rmed her employer that she intends to take breaks to express breast milk, this would be considered a violation of }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS15&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=LQ&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)" }{
\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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003d002800730063002e0044006f0063004c0069006e006b0029000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 29 U.S.C. 15}}}\sectd \ltrsect\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
(a)(2) (i.e., an unlawful violation of section 7(r)). In such a case, the Department could pursue injunctive relief in federal district court and seek reinstatement and lost wages for the employee. Additionally, if an employee is \u8220\'d2
discharged or in any other manner discriminated against\u8221\'d3 because she has filed a complaint or caused to be instituted any proceeding regardin
g break time for expressing breast milk, the employee may file a retaliation complaint with the Department or she may file a private cause of action seeking reinstatement, lost wages, and other appropriate remedies. }{\field{\*\fldinst {\rtlch\fcs1 \af0 
\ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK "http://www.westlaw.com/Link/D
ocument/FullText?findType=L&pubNum=1000546&cite=29USCAS215&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&contextData=(sc.DocLink)#co_pp_28cc0000ccca6" }{\rtlch\fcs1 
\af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
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\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 , }{\field{\*\fldinst {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 HYPERLINK
 "http://www.westlaw.com/Link/Document/FullText?findType=L&pubNum=1000546&cite=29USCAS216&originatingDoc=ICAC731000CE911E08B5B9CCADA31B4C6&refType=RB&originationContext=document&vr=3.0&rs=cblt1.0&transitionType=DocumentItem&context
Data=(sc.DocLink)#co_pp_a83b000018c76" }{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid5703108 {\*\datafield 
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004100430037003300310030003000300043004500390031003100450030003800420035004200390043004300410044004100330031004200340043003600260072006500660054007900700065003d005200420026006f0072006900670069006e006100740069006f006e0043006f006e0074006500780074003d006400
6f00630075006d0065006e0074002600760072003d0033002e0030002600720073003d00630062006c00740031002e00300026007400720061006e0073006900740069006f006e0054007900700065003d0044006f00630075006d0065006e0074004900740065006d00260063006f006e0074006500780074004400610074
0061003d002800730063002e0044006f0063004c0069006e006b00290000001400000063006f005f00700070005f0061003800330062003000300030003000310038006300370036000000}}}{\fldrslt {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf2\insrsid3541250 216(b)}}}\sectd \ltrsect
\sbknone\linex0\sectdefaultcl\sftnbj {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 .
\par \~
\par If an employer treats employees who take breaks to express breast milk differently than employees who take breaks for other personal reasons, the nursing employee may have a claim for disparate t
reatment under Title VII of the Civil Rights Act of 1964.[FN3]
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 h. Compliance Assistance
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
The Department is determining how best to provide assistance to employees as well as to employers seeking to comply with the new break time for nursing mothers requir
ement. The Department has established a website that provides a compilation of resources that employers, employees, lactation consultants, and other interested stakeholders might find useful as they seek to develop workplace lactation programs. See http:/
/
www.dol.gov/whd/nursingmothers. We are interested generally in hearing from the public about the kinds of information and resources that would be most helpful to employers and employees as they seek to comply with the requirements of the law and to exerci
se the break time right provided under the law.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\ai\af0 \ltrch\fcs0 \b\i\cf1\insrsid3541250 i. Additional Resources
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
Employers and employees are encouraged to review information issued by the Department of Health and Human Services (HHS) concerning workplace lactation programs. The Health Resources and Services Administration within HHS has published a resource kit, The
 
Business Case for Breastfeeding, which includes materials for management, human resource managers, and others involved in implementing on-site programs for lactation support and may be accessed at http://www.womenshealth.gov/breastfeeding/government-progr
a
ms/business-case-for-breastfeeding/index.cfm. The Centers for Disease Control and Prevention within HHS has a Healthier Worksite Initiative that offers a toolkit to help employers establish a comprehensive lactation support program for nursing mothers at 
the worksite. The toolkit is available at http://www.cdc.gov/nccdphp/dnpao/ }{\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 *80079}{\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
 hwi/toolkits/lactation/index.htm. Several non-profit organizations and state breastfeeding coalitions also provide resources to help employers develop lactation policies and 
programs. In addition, employers may wish to review the Equal Employment Opportunity Commission\rquote s \u8220\'d2Enforcement Guidance: Unlawful Disparate Treatment of Workers with Caregiving Responsibilities\u8221\'d3
 which is available at http://www.eeoc.gov/policy/docs/caregiving.html.
\par \~
\par }\pard \ltrpar\qj \li0\ri0\sb200\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \ab\af0 \ltrch\fcs0 \b\cf1\insrsid3541250 III. Electronic Access
\par }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
An electronic version of this Request for Information is available on the Internet at http://www.regulations.gov and http://www.dol.gov/whd/nursingmothers.
\par \~
\par Nancy J. Leppink,
\par \~
\par Deputy Administrator, Wage and Hour Division.
\par \~
\par \~
\par [FR Doc. 2010-31959 Filed 12-20-10; 8:45 am]
\par \~
\par BILLING CODE 4510-27-P
\par \~
\par \ltrrow}\trowd \irow0\irowband0\ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 \clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth10080\clpadl200\clpadfl3\clshdrawnil \cellx10080
\pard \ltrpar\ql \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 Footnotes
\par \cell }\pard \ltrpar\ql \li0\ri0\widctlpar\intbl\wrapdefault\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 \trowd \irow0\irowband0\ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 \clvertalt\clbrdrt
\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth10080\clpadl200\clpadfl3\clshdrawnil \cellx10080\row \ltrrow}\trowd \irow1\irowband1\ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 \clvertalt\clbrdrt
\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth600\clshdrawnil \cellx600\clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth9480\clshdrawnil 
\cellx10080\pard \ltrpar\ql \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 1
\par \cell }\pard \ltrpar\qj \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 See \u8220\'d2The Business Case for Breastfeeding: Steps for Creating a Breastfeeding Friendly Worksite\u8221\'d3
, U.S. Department of Health and Human Services, Health Resources and Services Administration (2008), available at http://www.womenshealth.gov/breastfeeding/government-programs/business-case-for-breastfeeding/index.cfm.
\par \cell }\pard \ltrpar\ql \li0\ri0\widctlpar\intbl\wrapdefault\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 \trowd \irow1\irowband1\ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 \clvertalt
\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth600\clshdrawnil \cellx600\clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone 
\cltxlrtb\clftsWidth3\clwWidth9480\clshdrawnil \cellx10080\row \ltrrow}\pard \ltrpar\ql \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 2
\par \cell }\pard \ltrpar\qj \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 
The CDC Web site contains recommended guidelines for the safe preparation and storage of expressed breast milk. See http://www.cdc.gov/breastfeeding/recommendations/handling\emdash breastmilk.htm.
\par \cell }\pard \ltrpar\ql \li0\ri0\widctlpar\intbl\wrapdefault\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 \trowd \irow2\irowband2\ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 \clvertalt
\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth600\clshdrawnil \cellx600\clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone 
\cltxlrtb\clftsWidth3\clwWidth9480\clshdrawnil \cellx10080\row \ltrrow}\pard \ltrpar\ql \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 3
\par \cell }\pard \ltrpar\qj \li0\ri0\nowidctlpar\intbl\wrapdefault\faauto\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 The Equal Employment Opportunity Commission (EEOC) should be 
consulted for further information about Title VII. See http://www.eeoc.gov.
\par \cell }\pard \ltrpar\ql \li0\ri0\widctlpar\intbl\wrapdefault\aspalpha\aspnum\faauto\adjustright\rin0\lin0 {\rtlch\fcs1 \af0\afs18 \ltrch\fcs0 \fs18\cf1\insrsid3541250 \trowd \irow3\irowband3\lastrow \ltrrow\ts11\trleft0\trftsWidth1\tblind0\tblindtype3 
\clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone \cltxlrtb\clftsWidth3\clwWidth600\clshdrawnil \cellx600\clvertalt\clbrdrt\brdrnone \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone 
\cltxlrtb\clftsWidth3\clwWidth9480\clshdrawnil \cellx10080\row }\pard \ltrpar\qj \li0\ri0\nowidctlpar\wrapdefault\faauto\rin0\lin0\itap0 {\rtlch\fcs1 \af0 \ltrch\fcs0 \cf1\insrsid3541250 
\par \ltrrow}\trowd \irow0\irowband0\lastrow \ltrrow\ts11\trleft0\trftsWidth1\tblind24\tblindtype3 \clvertalt\clbrdrt\brdrs\brdrw10\brdrcf19 \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone 
\cltxlrtb\clftsWidth3\clwWidth4320\clpadl100\clpadt24\clpadr24\clpadfl3\clpadft3\clpadfr3\clshdrawnil \cellx4320\clvertalt\clbrdrt\brdrs\brdrw10\brdrcf19 \clbrdrl\brdrnone \clbrdrb\brdrnone \clbrdrr\brdrnone 
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