The Department of Labor (DOL) recently published guidance that interprets the provisions of the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), which Congress passed late last year. While the expanded protections do not require employers to pay for break time for expressing milk, the guidance provides several examples where break time would be compensable. The guidance also indicates that employers who require an employee to make up work missed during protected break time may be committing unlawful retaliation.
Members of the Center for Workplace Compliance (CWC) can read more here.