Help Shape Legislation for Breastfeeding/Pumping in the Workplace

The US Department of Labor needs your feedback to help shape legislation for The Reasonable Break Time For Nursing Mothers law. By clicking here, you can leave a 2000 word comment that will remain unchanged when it is provided to the Department of Labor and posted on its website. For this reason, keep confidential personal information (address, social security numbers, telephone numbers) OUT of your post. The deadline for submitting your feedback is February 22, 2011!

Here’s some information on the Reasonable Break Time for Nursing Mothers law taken directly from the US Department of Labor’s website.

  • The Patient Protection and Affordable Care Act (“Affordable Care Act”) amended section 7 of the Fair Labor Standards Act (“FLSA”) to require employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk. Employers are also required to provide 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. The break time requirement became effective when the Affordable Care Act was signed into law on March 23, 2010.
  • Employers are required to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk.”  Employers are also required to provide “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.”
  • A bathroom, even if private, is not a permissible location under the Act.  The location provided must be functional as a space for expressing breast milk.  If the space is not dedicated to the nursing mother’s use, it must be available when needed in order to meet the statutory requirement.  A space temporarily created or converted into a space for expressing milk or made available when needed by the nursing mother is sufficient provided that the space is shielded from view, and free from any intrusion from co-workers and the public.
  • Employers are not required under the FLSA to compensate nursing mothers for breaks taken for the purpose of expressing milk.  However, where employers already provide compensated breaks, an employee who uses that break time to express milk must be compensated in the same way that other employees are compensated for break time.
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About Crunchy Mama

I'm just your average breastfeeding, babywearing, attachment parenting and cloth diapering crunchy mama/military spouse.
This entry was posted in Activism, Breastfeeding. Bookmark the permalink.

One Response to Help Shape Legislation for Breastfeeding/Pumping in the Workplace

  1. KAS says:

    Linked to you. 🙂 Thanks for sharing this!

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