California has laws which protect pregnant employees. See my blog about this topic which includes how a pregnant employee can get up to 7 months of protected leave.
California also has a law that allows an employee who is the mother of an infant child, the opportunity to express breast milk at work if she chooses to do so. The law states that employers must provide a reasonable accommodation to an employee who wants to express breast milk for her infant child. The time for this break shall, if possible, be concurrent with a break already provided to the employee. The lactation break is a paid break unless it is not during the time of the employee’s regular break.
The employer must make a reasonable effort to provide a private location for lactation other than a toilet stall and it should be in close proximity to the employee’s work area.
An employer does not need to provide a lactation break if it would seriously disrupt the operations of the business, however, employers are cautioned to be careful when denying a lactation break so as not to get involved in a costly lawsuit. Contact Law Office of Kristine S. Karila regarding this issue.
It is wise to have a lactation policy set forth in the employer’s Employment Manual, a copy of which should be given to all employees.
Kristine S. Karila is an employment law attorney who has been practicing law in California since 1992. She represents employees and employers. Call Ms. Karila for a phone consultation. (949) 481-6909.
Copyright 2015 Law Office of Kristine S. Karila/Labor and Employment Attorney.
California also has a law that allows an employee who is the mother of an infant child, the opportunity to express breast milk at work if she chooses to do so. The law states that employers must provide a reasonable accommodation to an employee who wants to express breast milk for her infant child. The time for this break shall, if possible, be concurrent with a break already provided to the employee. The lactation break is a paid break unless it is not during the time of the employee’s regular break.
The employer must make a reasonable effort to provide a private location for lactation other than a toilet stall and it should be in close proximity to the employee’s work area.
An employer does not need to provide a lactation break if it would seriously disrupt the operations of the business, however, employers are cautioned to be careful when denying a lactation break so as not to get involved in a costly lawsuit. Contact Law Office of Kristine S. Karila regarding this issue.
It is wise to have a lactation policy set forth in the employer’s Employment Manual, a copy of which should be given to all employees.
Kristine S. Karila is an employment law attorney who has been practicing law in California since 1992. She represents employees and employers. Call Ms. Karila for a phone consultation. (949) 481-6909.
Copyright 2015 Law Office of Kristine S. Karila/Labor and Employment Attorney.
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