Break Times for Nursing Mothers 1

The Law Patient Protection and Affordable Care Act included a provision requiring: –“reasonable break time for an employee to express breast milk for her nursing child up to 1 year after the child’s birth each time such employee has need to express the milk.” –“a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public,...” 2

Department of Labor Fact Sheet DOL Fact Sheet released on July 20 clarifies: –Only non-exempt employees are entitled to breaks –If an employee is otherwise entitled to compensated break time, if she uses that time to express milk, it remains compensated break time Future guidance expected on what is “reasonable time,” “appropriate space,” etc. 3

What this means for Duke Duke provides lactation rooms for faculty and staff to support women balancing their return to work with their needs as mothers of young children. Each room offers a clean, secure, and user- friendly environment for women who need to express breast milk during their work shift. 4

Lactation Room Sites Perkins Library Employee Lounge Duke Clinic - Room 5007 Duke Hospital - Room 5817 DCRI - Room 4107A DCRI - Room 6015 Hudson Hall Engineering Annex, Research Drive Room 190 French Science Family Room - Room 1230 East Campus Science Building - Room 235 Levine Science Research Center - Room B305 Fuqua School of Business - Room E141 The Durham Center - Room 903 Smith Warehouse Bay 6, Room 167 Family Room (no pumps provided) Soon to be added MSRB - Room 0025D (no pumps provided) 5

Bullying in the Workplace 6

Workplace Bullying Defined Repeated and unwanted actions by an individual or group intending to intimidate, harass, degrade or offend Abuse or misuse of power Bullying is psychological violence

Workplace Examples of Bullying Being shouted at or humiliated Being the target of practical jokes Blame without justification Exclusion or social isolation Physical intimidation Excessive micro-managing

Examples Yelling or using profanity Criticizing a person persistently or constantly Belittling a person’s opinions Unwarranted or undeserved punishment Tampering with an employee’s personal belongings

Examples Spreading malicious rumors, gossip, or innuendo that is not true Intimidating a person Making jokes that are obviously offensive by spoken word or Intruding on a person’s privacy by pestering, spying, or stalking

Examples Blocking potential training and employment Undermining or deliberately impeding a person’s work Removing areas of responsibility without cause Withholding necessary information or purposefully giving the wrong information

Examples Underwork, creating a feeling of uselessness Assigning unreasonable duties or workload which are unfavorable to one person (creating unnecessary pressure) Constantly changing work guidelines Establishing impossible deadlines that will set up the individual to fail 12

The Effect of Bullying Absenteeism Decreased productivity Manifestation of illness High turnover Increased accidents on the job Violence

Employee Recognize that you are being bullied Realizing that you are not the source of the problem Action Steps Keep a diary Keep copies of the behavior of concerns Ask for help 14

What Can Managers & Supervisors Do? Create and enforce a zero tolerance policy Address the bullying behavior ASAP Model effective professional behavior Use Facilitation, Mediation or design a Group Intervention/Team Building Train managers and supervisors in how to deal with complaints and potential situations. Encourage open door policies Conduct climate assessments for feedback on the work environment

If you are the bully…stop…seek help 16

Local Resources Manager/Department Leadership Staff and Labor Relations / PAS/EAP Office for Institutional Equity Learning and Organizational Development Duke Police