discrimination in relation to address the rights of breastfeeding pregnancy, childbirth, and related employees. conditions, including the right to reasonable accommodation to known limitations related to pregnancy, childbirth, and related conditions. Requirements for Employees Exemption Employer must demonstrate that All , regardless of the size of their the accommodation would impose business, are required to comply an undue hardship on the operation with this provision. However, of the business. Undue hardship employers with fewer than 50 means an action requiring employees are not subject to the significant difficulty or expense FLSA break time requirement if the when considered in light of factors employer can demonstrate that such as: the nature and cost of the compliance with the provision accommodation; the overall would impose an undue hardship. financial resources of the employer; Whether compliance would be an the overall size of the business of undue hardship is determined by the employer with respect to the looking at the difficulty or expense number of employees, and the of compliance for a specific number, type and location of its employer in comparison to the size, facilities; and the effect on expenses financial resources, nature, or and resources or the impact structure of the employer’s otherwise of such accommodation business. upon the operation of the employer. Milk Storage Does Unpaid Break Time Impact Full Time Status and/or Eligibility for Health Insurance? Is Unpaid Break Time Expressly Separated from Paid Leave or Paid Time Off? Are Employers Required to Additional accommodations Consider Providing Additional available under this subchapter may Accommodations for include, but are not limited to, Breastfeeding Employees? acquisition of equipment for sitting, more frequent or longer breaks, periodic rest, assistance with manual labor, job restructuring,
discrimination in relation to pregnancy, childbirth, and related conditions, including the right to reasonable accommodation to known limitations related to pregnancy, childbirth, and related conditions. address the rights of breastfeeding employees. Requirements for Employees Exemption Employer must demonstrate that the accommodation would impose an undue hardship on the operation of the business. Undue hardship means an action requiring significant difficulty or expense when considered in light of factors such as: the nature and cost of the accommodation; the overall financial resources of the employer; the overall size of the business of the employer with respect to the number of employees, and the number, type and location of its facilities; and the effect on expenses and resources or the impact otherwise of such accommodation upon the operation of the employer. All , regardless of the size of their business, are required to comply with this provision. However, employers with fewer than 50 employees are not subject to the FLSA break time requirement if the employer can demonstrate that compliance with the provision would impose an undue hardship. Whether compliance would be an undue hardship is determined by looking at the difficulty or expense of compliance for a specific employer in comparison to the size, financial resources, nature, or structure of the employer’s business. Milk Storage Does Unpaid Break Time Impact Full Time Status and/or Eligibility for Health Insurance? Is Unpaid Break Time Expressly Separated from Paid Leave or Paid Time Off? Are Employers Required to Consider Providing Additional Accommodations for Breastfeeding Employees? Additional accommodations available under this subchapter may include, but are not limited to, acquisition of equipment for sitting, more frequent or longer breaks, periodic rest, assistance with manual labor, job restructuring,
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