Below is a sample employee handbook provision or policy to implement the 2022 PUMP Act, please review the following draft which should be customized to fit your organization’s procedures to comply.

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SAMPLE POLICY-Not intended as legal advice

Lactation Accommodation Policy Updated For 2022 PUMP ACT

Objective

[Company Name] supports breastfeeding employees and compliance with the 2022 PUMP Act. This organization will accommodate any employee who needs to express breast milk during a workday. [This policy applies to employees who work on-site, at off-site corporate locations or remotely.]

Accommodations for Lactating Employees

Breastfeeding employees will be provided time and space to express milk during work following the birth of a child. Accommodations under this policy include a place, other than a bathroom, which is shielded from view and free from intrusion from coworkers and the public. Discrimination and harassment related to breastfeeding are unacceptable and must not be tolerated.

Beginning after birth until a child’s first birthday, any employee who is breastfeeding must be provided reasonable break times to express breast milk. [Company Name] has designated [insert private room or designated private areas/locations] for this purpose.

Employees must reserve the [designated area] by contacting [insert name and phone number]. Employees who work remotely or at off-site company locations will be accommodated with a private area, as necessary and must alert [insert name and phone number] of their need to take time to express breast milk.

[An onsite refrigerator reserved for the specific storage of breast milk is available at [insert location for specific breast milk refrigerator]]. Any breast milk must be labeled with the name of the employee and the expressed date of the breast milk before it is stored in the onsite refrigerator. Any nonconforming products stored in the refrigerator may be disposed of by our organization. Employees assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper refrigerator storage, disrupted refrigeration operations and tampering.

Breaks of more than 20 minutes in length may be considered unpaid. When applicable or appropriate, employees will be notified that breaks for breast milk expression must be recorded on timesheets.

Contact Information

Please contact [name of contact] at [phone number] for more information on how our organization supports employees who need to express breast milk during working hours.

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