PE 449 - Lactation Support

Eastern Iowa Community College District ensures employees are covered by break time and space protections when they begin nursing a child, including an adopted child, or when they give birth, even if the infant is stillborn or the employee does not retain custody of the infant in accordance with the PUMP Act included in the Consolidated Appropriations Act, 2023.

The break time, if possible, should run concurrently with rest and meal periods already provided to the employee. If the break time cannot run concurrently with rest and meal periods already provided to the employee, the break time will be unpaid, subject to applicable law. If the employee is not completely relieved of duties during breaks, such break time is considered hours worked and thus compensable.

EICCD will make reasonable efforts to provide employees with the use of a room or location other than a toilet stall for the employee to express milk in private up to two years after the employee gives birth or begins nursing a child. This location may be the employee’s private office, if applicable.

Employees should advise management if they need break time and an area for this purpose and allow a reasonable amount of time for management to arrange for accommodations and a schedule for lactation breaks.

Employees will not be discriminated against or retaliated against for exercising their rights under this policy.

DATE OF ADOPTION: 08/21/23
REVIEWED: 3/8/23; 08/21/23
LEGAL REFERENCE: Fair Labor Standards Act § 18d (as amended by the Providing Urgent Maternal Protections for Nursing Mothers Act, P.L 117-328)
RELATED ADMINISTRATIVE PROCEDURES: