Page 18 - SPM Employee Handbook
P. 18

Employee Handbook
Schultes Precision Manufacturing, Inc.
Protection and Affordable Care Act (PPACA), which amended the Fair Labor Standards
Act (FLSA), employers are required to provide both of
the following:
A place, other than a bathroom, that is shielded from view and free from intrusion from co- workers and the public, which may be used by an employee to express breast milk.
• Reasonable break time for an employee to express breast milk for her nursing child for one year after the child’s birth each time such employee has need to express the milk.
•
The FLSA requirement of break time for nursing mothers to express breast milk does not pre-empt state laws that provide greater protections to employees (for example, providing compensated break time, providing break time for exempt employees, or providing break time beyond one year after the child’s birth).
SPM is not required under the FLSA to compensate nursing mothers for breaks taken for the purpose of expressing milk. However, where SPM already provide compensated breaks, an employee who uses that break time to express milk will be compensated in the same way that other employees are compensated for break time. The FLSA’s general requirement that the employee must be completely relieved from duty or else the time must be compensated as work time applies.
Note:
Only employees who are not exempt from the FLSA’s overtime pay requirements are entitled to breaks to express milk. While SPM is not required under the FLSA to provide breaks to nursing mothers who are exempt from the overtime pay requirements, SPM is obligated to provide such breaks under state laws.
Religious Accommodation
SPM is dedicated to treating the religious diversity of all our employees equally and with respect. Employees may request an accommodation when their religious beliefs causes a deviation from SPM's dress code, schedule, basic job duties, or other aspects of employment. The Company will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that the Company will consider are cost, the effect that an accommodation will have on current established policies and the burden on operations, including other employees or the employee’s own safety concerns, when determining a reasonable accommodation (see Religious Accommodation Policy-SPM). At no time will the Company question the validity of a person's belief.
Religious accommodation request forms (see Religious Accommodation Request form- SPM) are available from your supervisor or Human Resources.
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