Thank you for your interest in Wilentz, Goldman & Spitzer P.A.’s legal blogs. You will receive an email sent to the address entered in order to confirm your subscription. Please watch for it and click the link to confirm your subscription.
Did You Know? New Jersey Amends LAD To Include Breastfeeding And Expressing Milk
On January 8, 2018, Governor Christie signed a law which amends New Jersey’s Law Against Discrimination (“LAD”) to include breastfeeding and expressing milk as a protected class? DID YOU KNOW that nursing mothers are entitled to breaks as a reasonable accommodation? Employers should have a policy that states:
Breastfeeding employees shall receive milk-expression breaks as follows:
Breastfeeding employees are provided with reasonable break time to express milk during work hours. Such break time will be provided each time the employee needs to express milk for up to one (1) year after the child's birth. Break time that may be needed beyond the usual break times may be unpaid, if permitted by state law, or the employee may elect to use personal leave or make up the time as negotiated with her supervisor.
Employees who wish to express milk during the work day shall keep supervisors informed of their needs so that appropriate arrangements can be made for the employee and the practice.
A Place to Express Milk:
The business will make a private room (not a toilet stall or restroom) available for employees to express milk. The room will be private and clean, and have an electrical outlet. If employees prefer, they may express milk in their own private offices.
If there are any questions or concerns about this policy, please contact the Human Resources Department for assistance.
Tags: New Jersey Law Against Discrimination • Breastfeeding Policy • Employment Protected Class • Work Break
The postings on this blog were created for general informational purposes only and do not constitute legal advice or a solicitation to provide legal services. Although we attempt to ensure that the postings are complete, accurate, and current as of the time of publication, we assume no responsibility for their completeness, accuracy, or timeliness. The information in this blog is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional legal counsel.
This blog may contain links to independent third party websites and services, including social media. We provide these links for your convenience, and you access them at your own risk. We have no control over and do not monitor the content or policies (including privacy policies) of these third-party websites and have no responsibility for, and no liability with respect to, their content, accuracy, or reliability. Unless expressly stated, we do not endorse any of the linked websites or any product, service, or publication referenced herein or therein. We will remove a link to any site from this blog upon request of the linked entity.
We grant permission to readers to link to this blog so long as this blog is not misrepresented. This site is not sponsored or associated with any other site unless so identified.
If you wish for Wilentz, Goldman & Spitzer, P.A., to consider representing you, please obtain contact information from the Contact Us area of this blog or go to the firm’s website at www.wilentz.com. One of our lawyers will be happy to discuss the possibility of representation with you. However, the authors of Wilentz blogs are licensed only in New Jersey and/or New York and do not wish to represent anyone who viewed this site in a state where the site fails to comply with all laws and ethical rules of that state.
Significant Changes to New Jersey’s Unemployment Compensation Law Will Take Effect on July 31, 2023
Employer Alert: Banning Recording in the Workplace Could Infringe on Employee Rights
Is it the End of Confidentiality and Non-Disparagement Provisions in Severance Agreements?