New guidance from the U.S. Department of Labor (DOL) answers some questions employers might have about complying with break time and space requirements under the federal Providing Urgent Maternal Protections for Nursing Mothers (PUMP) Act.
Read the article:
New Guidance Explains Requirements of the PUMP Act
SHRM | May 2023
FAB 2023-02: Enforcement of Protections for Employees to Pump Breast Milk at Work
DOL | May 2023
Train Managers as PUMP Act Enforcement and PWFA Effective Dates Approach
SHRM | Mar 2023
Text of PUMP Act.
Effective and Compliance Dates
The PUMP Act expands existing employer obligations under the Fair Labor Standards Act (FLSA) to provide an employee with reasonable break time to express breast milk for the employee's nursing child for one year after the child's birth. Except for changes to available remedies, the amendment to the FLSA took effect on December 29, 2022. The changes to remedies will take effect on April 28, 2023.
Resources and Tools
FAB 2023-02: Enforcement of Protections for Employees to Pump Breast Milk at Work
FLSA Protections to Pump at Work
Frequently Asked Questions – Break Time for Nursing Mothers
Fact Sheet #73: FLSA Protections for Employees to Pump Breast Milk at Work
DOL
Lactation/Breastfeeding Breaks Policy
Lactation Accommodation Request Form
What are an employer's responsibilities for accommodating nursing employees?
What You Need to Know About Pregnancy Discrimination and Accommodations
SHRM
Technical Guidance, Updated Poster Issued
The U.S. Department of Labor Wage and Hour Division (WHD) published Field Assistance Bulletin No. 2023-02 providing guidance to agency officials responsible for enforcement of the “pump at work” provisions of the Fair Labor Standards Act (FLSA) including those recently enacted under the 2022 PUMP Act.
Read the article:
Labor Department Releases New Guidance on Agency Enforcement of PUMP for Nursing Mothers Act
DOL Pumps It Up With New Guidance on PUMP Act Enforcement
Jackson Lewis | May 2023
DOL Issues Guidance on Requirements of PUMP Act
Husch | May 2023
Employers Face New Accommodation Requirements For Nursing Mothers
Proskauer | May 2023
DOL Issues Guidance on the PUMP Act and Updates the Minimum Wage Poster
Littler | May 2023
Updated Minimum Wage Poster
Enforcement of Protections for Employees to Pump Breast Milk at Work
DOL Field Assistance Bulletin | May 2023
Law Firm Articles
The DOL Provides Guidance on Lactation Accommodations Under the New PUMP for Nursing Mothers Act
Shawe | Mar 2023
New Protections for Working Mothers: The PUMP Act
Akerman | Mar 2023
President Biden Signs PUMP Act into Law, Increasing Employers' Privacy Obligations to Pregnant Employees
Dinsmore | Mar 2023
Employers Need to Make Room for the PUMP Act
Miles & Stockbridge | Feb 2023
What Employers Need To Know About New Breastfeeding Law
Foley & Lardner | Feb 2023
Follow this topic JD Supra
An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.
Related Content
HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.
The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.
Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.