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6 Lactation Break Policy Considerations For Employers


Alia Wynne’s article “6 Lactation Break Policy Considerations For Employers” was featured in Law 360 on June 22, 2015.

The lactation break requirement under the Fair Labor Standards Act has been in effect for about five years now. At a minimum, the FLSA requires covered employers to provide: (1) a reasonable break time for employees to express breast milk each time they need to express the milk and (2) a place — not a bathroom — to express milk that is shielded from view and free from intrusion by others.

The accommodations and arrangements offered by employers have varied widely, and working moms are comparing notes. Employers may be at a disadvantage in attracting and retaining female talent if their efforts to accommodate nursing mothers are perceived as halfhearted. Employers may even be violating the FLSA if the arrangements are too time­consuming or impracticable. But, with some careful thought and planning, efficient lactation break procedures can benefit both the employer and employee.

In the article, Alia provides six lactation break policies that employers should take into consideration when crafting their policies:

  1. Efficiency
  2. Location
  3. Convenience
  4. Storage
  5. Off-Site Work
  6. Paid or Unpaid

To read the full article, please visit Law 360.

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