![]() Milk may be stored in College refrigerators located in the break areas throughout the campus. The nursing mother may also express milk in any other suitable location on campus. The nursing mother may use her their office, an office in the immediate work area, or one of the private locations designated by the College for expressing milk. Accrued sick leave cannot be used for milk express breaks as this does not qualify for sick leave.ĥ.45.2 Environment for Lactation Accommodation Non-exempt employees will be required to record break times on the timecard. If an employee takes more than the two paid breaks and the unpaid 30-minute lunch break during the work day workday to express milk, the employee will need to make up the time missed or use vacation/personal leave. If a longer break time is necessary, the employee will be required to make up the missed time or use vacation/personal leave. Nursing mothers covered by Policy 5.32 will be allowed to extend the two paid fifteen 15- minute breaks provided in that Policy by up to an additional 15 minutes of paid time to express milk if needed. Supervisors will be required to provide a reasonable amount of break time to express milk as frequently as needed by nursing mothers. Employees covered by this provision will work with their supervisor to determine how best to accommodate the needs of the mother while still meeting job expectations. The College will provide additional break time to employees who are nursing mothers and who need to express milk during the work day workday for up to one (1) year after the child’s birth. Please note that only those inquiries concerning a request for reasonable accommodation will be responded to from this email address and phone number.Board Policy 5.45 Nursing Mother AccommodationsĮast Central College will comply with the requirements of the Patient Protection and Affordable Care Act (PPACA), which amended Section 7 of the Fair Labor Standards Act (FLSA) to provide a reasonable amount of break time to express milk as frequently as needed by the nursing mother. If you are applying for a job and need a reasonable accommodation for any part of the employment process, please email the Human Resources Department at or call 1-, and let us know the nature of your request and contact information. When reported, data will not identify any specific individual. The information obtained will be kept confidential and may only be used in accordance with the provisions of applicable laws, executive orders, and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement. Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. In order to comply with these laws, the Company invites applicants and employees to voluntarily self-identify their race or ethnicity, gender, disabled status, and status as a protected veteran. ![]() Moreover, these regulations require that covered prime contractors and subcontractors take affirmative action to employ and advance in employment individuals without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status. These regulations prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities, and prohibit discrimination against all individuals based on their race, color, religion, sex, sexual orientation, gender identity or national origin. MFA Oil Company is subject to certain governmental record keeping and reporting requirements for the administration of civil rights laws and regulations, including 41 CFR 60-1.4(a), 60-300.5(a) and 60-741.5(a). ![]() MFA Oil Company is an Equal Opportunity Employer. ![]() This business uses E-Verify in its hiring practices to achieve a lawful workforce. E-Verify is a registered trademark of the U.S. ![]()
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