Contact your state or local breastfeeding coalition to find out if you are covered by a state law, and join the United States Breastfeeding Committee (USBC) in the fight to extend workplace breastfeeding protection to more employees by asking your legislators to cosponsor the Supporting Working Moms Act.
Key Facts about the “Break Time for Nursing Mothers” Law: The “Break Time for Nursing Mothers” law was an important victory for families, but breastfeeding success shouldn’t depend on a mom’s job type.
According to the DOL, “This time does not have to be paid but the length and frequency is basically up to the woman and should include the time it takes to walk to and from the provided space, the time it takes to obtain and return the equipment and other supplies and to store the milk, and the time it takes to clean the equipment.” The facility requirements are as follows. • be in a location that is shielded from view and free from intrusion.
• be located in an area that is practical for the employee. • have a flat surface other than the floor on which to place the pump.
• provide the ability for the mother to safely store milk (although it clearly stated that you are not required to provide a refrigerator).
If your daughter is salaried exempt, as I would imagine she should, as an associate dentist, she would not be covered.
Knowing your rights as a breastfeeding employee and early communication with your employer are some of the key steps to planning a successful transition back to work.
Since 2010, the federal “Break Time for Nursing Mothers” law has helped make breastfeeding and working possible for more moms across the country.
(Exempt employees would have the right to take the break without loss of pay.) The law requires that nursing mothers are provided with a reasonable period of time to express milk for a reasonable number of times during the workday.
Generally this is about two or three times during an eight hour shift.