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Lactation Support

Policy Statement

Cape Fear Community College assists nursing mothers with the transition back to work following the birth of a child by providing lactation support.


As part of our family-friendly policies and benefits, the College supports breastfeeding mothers by accommodating the mother who wishes to express breast milk during her workday when separated from her newborn child. The purpose of this policy is to assist nursing mothers with the transition back to work following the birth of a child by providing lactation support. The provisions of this Lactation/Breastfeeding Policy (the “Policy”) meet the requirements of the Fair Labor Standards and the Patient Protection and Affordable Care Act as they relate to breaks for nursing mothers.

II. Scope

This Policy applies to all temporary and permanent employees who are nursing mothers. For up to one (1) year after the child’s birth, any employee who is breastfeeding her child will be provided reasonable break times to express breast milk for the employee’s newborn child.

III. Policy

Request for Time Off to Express Milk

Nursing employees should provide reasonable notice to their supervisor of the intent to take lactation breaks. Supervisors should attempt to provide as much schedule flexibility and break time as reasonably possible to accommodate the employee’s needs. Employees must give notice of breaks to supervisors and are required to provide notice to their supervisor when time for expressing breast milk is no longer required.

Reasonable Break Times

A. Anyemployeewhoisbreastfeedingherchildwillbeprovidedreasonablebreaktimesto express milk for her newborn up to one year after the child’s birth. The number of breaks needed to express milk may depend on numerous factors such as the number of feedings and age of the child. A nursing mother will typically need two to three breaks during an eight-hour period; however, more break times may be necessary.

B. Non-exempt employees may take lactation breaks during existing break periods as designated by the employee’s department. Lunch breaks may be shortened to account for a morning and an afternoon lactation break (i.e., lunch break can be shortened to 25 minutes or less). If the employee uses time other than a regularly scheduled break time or if the employee’s department does not have designated break times, then the employee will be required to either: (1) make up that time during the same work day; (2) use vacation leave; or (3) take leave without pay for that period of time. Non-exempt employees may also arrive at work earlier than the regular starting time or leave later than the regular departure time to account for lactation breaks.

Lactation Locations

Lactation locations will be private, shielded from view, and not located in a restroom or common area. If an employee has a private office, it may be used for this purpose.
For a current list of designated lactation locations, employees may contact Human Resources.

Storage of Breast Milk

The College is not responsible for the integrity or security of breast milk storage in any
refrigerator on campus. Nursing mothers may use campus refrigerators or may bring
personal coolers to store breast milk. Any breast milk stored in a campus refrigerator must be labeled with the name of the employee and the date of expressing the breast milk. Any non-conforming products stored in the refrigerator may be disposed of. Employees storing milk in the refrigerator assume all responsibility for the safety of the milk and the risk of harm for any reason, including improper storage, refrigeration and tampering.

Employees must provide their own containers for storage of expressed milk while on
campus. Employees should check with supervisors to determine if there is a refrigerator available near their work area where breast milk may be stored. If there is no refrigerator available, employees must provide their own means to store and keep the milk cool, such as a cooler bag or insulated food container.

Revision History:
November, 2022

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