Lactation Support for Nursing Mothers
Issued July 30, 2012
Table of Contents
Kansas State University strives to create a workplace that is both productive and supportive of its faculty, staff, and student employees in their familial roles. The University recognizes the benefits of workplace support for breastfeeding mothers.
As a result of the passage of the Patient Protection and Affordable Care Act that amended the Fair Labor Standards Act (FLSA) effective March 23, 2010, K-State will provide employees reasonable break time to express breast milk for her nursing child for one year after the child's birth each time the mother has need to express the milk, when requested. 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.
Departments and other administrative units must make reasonable efforts to provide accommodations to nursing mothers. These accommodations include access to a clean and private space to express milk for any faculty, staff or student employee who is breastfeeding a child for up to one year after the birth of the child. If the department/unit is not able to provide a nursing mother with a space to express breast milk then adequate time to travel to and from another building where an appropriate space is located must be allowed. Although many rooms at the university are available and appropriate for expressing milk, some locations on each campus have been designated for exclusive use by nursing mothers. Public lactation stations are provided in locations specified on the following website: https://www.k-state.edu/pcsw/policies/
An ideal lactation location is clean, maintains appropriate temperature and ventilation, and is located near the work station with locks for privacy, has an electrical outlet, a comfortable chair and a small table or flat surface to hold the breast pump. A bathroom, even if private, is not a permissible location. Allowing access to a refrigerator, where available, to securely store expressed breast milk is helpful.
Faculty, Staff and student employees should be allowed adequate use of break time, leave time, meal time, and/or flexible work schedule to utilize a lactation station, to express milk, and to clean equipment after pumping. New mothers should contact their supervisor to request work schedule variations in advance and for assistance in identifying a private location for expressing milk if one is not readily available. Break time for non-exempt employees is covered more fully in PPM 4220, Hours of Work, Overtime, Overtime Pay and Compensatory Time
US Department of Labor Break Time for Nursing Mothers: https://www.dol.gov/agencies/whd/nursing-mothers
Human Capital Services (HCS) is responsible for this policy. The Vice President or designee must approve any exception to this policy or related procedures. Questions should be directed to Human Capital Services at 785-532-6277 or email@example.com.