New Industry-Specific PUMP Act Resources Are Available

It has been just over one year since the federal government enacted the Providing Urgent Maternal Protections for Nursing Mothers Act(the PUMP Act). This Act amended the Fair Labor Standards Act (FLSA) to require employers to provide reasonable break time for an employee to express breast milk for their nursing child for one year after the child’s birth. Employees are also entitled to a place to pump at work, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public.

During this first year, the Equal Employment Opportunity Commission (EEOC) has published a variety of resources to help employers implement the PUMP Act in their workplaces. Industry-specific guidance is now becoming available on the EEOC’s website. Currently, you can find guidance tailored to the agriculture industry, the retail and restaurant industry, and the care industry. Programs addressing the transportation industry and the education industry are upcoming. 

As you know, Nevada law also provides pumping breaks to nursing mothers and is very similar to the federal law. As such, the federal EEOC resources may be useful to employers who are looking for specific guidance. 

KZA attorneys are always available to answer your questions on these laws or help you address specific employee issues in your workplace.

KZA Employer Report articles are for general information only; they are not intended and should not be construed to be legal advice. Reading or replying to such articles does not establish an attorney-client relationship. In addition, because the subject matters and applicable laws discussed in Employer Report articles are often in a state of change and not always applicable to every type of business entity or organization, readers should consult with counsel before making decisions based on the same.