UNIVERSITY OF RHODE
ISLAND
BREASTFEEDING AND
LACTATION SUPPORT
PROGRAM
Originators: ADVANCE Office &
URI Work-Life Committee
Date:
December
1, 2008
Policy
#08-1
Purpose:
The
University of Rhode Island recognizes the importance and benefits of
breastfeeding
for both mothers and their infants, and in promoting a family-friendly
work and
study environment. Rhode Island Law provides for the needs of mothers
who are nursing
and their infants, as outlined in the End Note of this policy, and URI
intends
to fully comply with these provisions of state law by implementing a
breastfeeding and lactation policy for students, faculty, and staff.
By
implementing a breastfeeding and lactation policy, the University
strives to
create an exceptional environment conducive to working and learning and
attuned
to both professional and personal needs, such as the needs of a mother
who is nursing
to feed and/or to express milk for her baby while she is at work or
school.
Applicable
To:
All
female University faculty, staff, and students.
Responsibility:
All University
supervisors are responsible for being aware of the policy and working
with
female employees to arrange mutually convenient lactation break times.
The
Office of Student Affairs will be responsible for making this policy
known to
female students.
Policy:
The
University of Rhode Island recognizes the importance and benefits of
breastfeeding for both mothers and their infants, and in promoting a
family-friendly work and study environment. Therefore,
in accordance with Rhode Island state law, the
University of Rhode Island acknowledges that a woman may breastfeed her
child
in any place open to the public on campus, and shall provide sanitary
and
private space,
other than a toilet stall, in close proximity to the work or study area
for employees
or students who are nursing to be used as a lactation room. Supervisors/chairs will work with
employees who are nursing to schedule reasonable and flexible break
times each
day for this activity.
a)
Whenever
possible, the University shall provide flexibility for staff and
faculty
mothers who give their Department Chair or Supervisor adequate notice
identifying a need for lactation support and facilities.
b)
Mothers
are responsible for requesting lactation support prior to or during
maternity
leave, preferably no later than two weeks before returning to work.
c)
The
unpaid
time (such as a lunch period), generally not to exceed one hour,
ideally should
run concurrently with an employeeÌs paid break time (if applicable),
but the
University shall make separate time available, if this is not
reasonable. Supervisors and employees
shall work
together to establish mutually convenient times.
d)
Alternatively,
personal leave, vacation time, or flexible scheduling may be used for
this
accommodation.
e)
It
is assumed that no serious disruption of University operations will
result from
providing lactation time.
f)
Consistent
with URIÌs efforts to recognize the importance of supporting the needs
of
working caregivers, supervisors will respond seriously, positively, and
will ensure
that there are no negative consequences to mothers who are nursing when
lactation
break times are needed.
g)
Students
and instructors planning to use lactation facilities must do so around
their
scheduled class times. Although
any necessary student accommodations should be negotiated with
individual
professors, professors are not required to excuse tardiness or absences
due to
lactation needs.
a)
The
University of Rhode Island shall provide sanitary and private
facilities in
close proximity to the work area across campus for mothers to
breastfeed or to express
breast milk.
b)
The
location may be the place an employee normally works if there is
adequate
privacy, cleanliness, and is comfortable for the employee.
c)
Areas
such as restrooms are not considered appropriate spaces for lactation
purposes,
unless the restroom is equipped with a separate, designated room for
lactation
purposes.
Procedure:
1.
Supervisors
who receive a lactation accommodation request should review available
space in
their department/unit and be prepared to provide appropriate nearby
space and
break time.
2.
If
the employee or student wishes to use designated lactation rooms, they
are
listed at http://www.uri.edu/advance/work_life_support/lactation_facilities.html.
Included are descriptions of each
lactation room, what, if any, pumping equipment is available, and
whether
provisions for the appropriate storage of breast milk are provided.
3.
Mothers
who are breastfeeding or expressing milk shall be responsible for
keeping the
facilities clean, and, where pumps are available, for cleaning and
sanitizing the
breast pumps after each use.
4.
If
an employee has comments, concerns, or questions regarding the URI
Breastfeeding and Lactation Support Program Policy or other work-life
balance
personnel policies, she or he should contact the Office of Human
Resources at
(401)874-5271. Those who believe they have been denied appropriate
accommodation or need assistance on how to make or respond to a request
for
accommodation should contact the Office of Human Resources at
(401)874-5271. Students and others who
have questions
regarding access and use of the lactation facilities or would like
general
information about breastfeeding in the workplace and other work-life
balance
topics may contact the ADVANCE Office at (401) 874-9422.
End
Note. Rhode Island State Laws
supporting breastfeeding are as follows:
þ 08-223 (amended
2008, Chapter 23-13.5-1). Breastfeeding in
public places. A
woman may breastfeed or bottle feed her child in any place
open to the public.
þ
23-13.2-1 Workplace policies protecting a
woman's choice to breastfeed. Ò (a) An employer may
provide reasonable unpaid break time
each day to an employee who needs to breastfeed or express breast milk
for her
infant child to maintain milk supply and comfort. The break time must,
if
possible, run concurrently with any break time already provided to the
employee.
An employer is not required to provide break time under this section if
to do
so would create an undue hardship on the operations of the employer.
(b) An employer shall
make a reasonable effort to provide
a private, secure and sanitary room or other location in close
proximity to the
work area, other than a toilet stall, where an employee can express her
milk or
breastfeed her child.
(c) The department of
health shall issue periodic reports
on breastfeeding rates, complaints received and benefits reported by
both
working breastfeeding mothers and employers.
(d) As used in this
section: "employer" means a
person engaged in business who has one or more employees, including the
state
and any political subdivision of the state; "employee" means any person
engaged in service to an employer in the business of the employer;
"reasonable efforts" means any effort that would not impose an undue
hardship on the operation of the employer's business; and "undue
hardship" means any action that requires significant difficulty or
expense
when considered in relation to factors such as the size of the
business, its
financial resources and the nature and structure of its operation.
þ
11-45-1 Disorderly conduct. Ò Protects mothers
breastfeeding in
public from disorderly conduct laws.