A recent settlement emphasizes that employers must be sure they are prepared to respond appropriately to a nursing mother's request for breaks to express breastmilk.
The Third Circuit U.S. Court of Appeals has ruled that employees who receive the "predominant benefit" of a meal break are not entitled to have the break treated as FLSA worktime.
The U.S. Labor Department reports that a temporary-staffing employee has received $1,152 in back-wages and unspecified "other damages" for what it contended was a violation of the FLSA's Section 7(r).
Prudent employers will consider ahead of time how they plan to respond when an employee invokes the FLSA's nursing-mother break requirement.
The U.S. Labor Department has recently given us information relating to its enforcement of the FLSA requirement to grant breaktime to an employee for the purpose of expressing breastmilk for her nursing child.
A federal court has ruled that an employee could not enforce the FLSA's Section 7(r) in a lawsuit.
Our earlier post about the U.S. Labor Department's position on unauthorized extensions of rest breaks has generated additional comments and questions.
If an employee stretches a rest break beyond the allotted time, does the federal Fair Labor Standards Act allow the excess to be treated as unpaid?
Interpretations proposed by many commenters would place employers in yet another legal minefield.
The U.S. Labor Department has now published "preliminary interpretations" and a request for information regarding this year's federal Fair Labor Standards Act lactation-break amendment.