Staff & Faculty Policies

The following policies apply to all staff and faculty employees at the University of Portland.

Lactation Rights Policy

This policy is applicable to all staff and faculty employees of the University of Portland. The University’s Lactation Policy is as follows:

Non‐exempt employees

Non‐exempt employees may utilize their paid rest break(s) and unpaid lunch period(s) to express milk for the employee’s child. All such paid rest break(s) and unpaid lunch period(s) must be taken consistent with State of Oregon requirements. If a non‐exempt employee needs more time in addition to their paid rest break(s) and unpaid lunch periods(s) to express milk for the employee’s child, the University shall provide additional reasonable rest periods that are unpaid to accommodate the employee.

Exempt employees

The University shall provide exempt employees with reasonable rest periods to express milk for the employee’s child. Consistent with pay requirements for exempt employees, the taking of such rest periods shall not reduce or otherwise negatively affect the pay of such exempt employees.

Notice by employee to the University

When possible, an employee shall provide reasonable notice to the employer that the employee intends to express milk upon returning to work after the child’s birth. Failure to give notice under this subsection is not grounds for discipline. The notice may be provided to a supervisor or to Human Resources. If a supervisor receives such notice, the supervisor should relay the notice to Human Resources.

Timing and frequency of lactation breaks

Unless otherwise agreed to by the University and the employee, the University shall provide the employee a 30‐minute rest period to express milk during each four‐hour work period, or the major part of a four‐hour work period, to be taken by the employee approximately in the middle of the work period. The employer shall provide the employee a reasonable rest period to express milk each time the employee has a need to express milk. The employee shall, if feasible, take the rest periods to express milk at the same time as the rest periods
or meal periods that are otherwise provided to the employee.

Making up paid time for unpaid lactation breaks

If an employee takes unpaid rest periods to express milk, the University may allow the employee to work before or after the employee’s normal shift to make up the amount of time used during the unpaid rest periods. The employee can make these arrangements directly with the employee’s supervisor or by making the request to Human Resources. If the employee does not work to make up the amount of time used during the unpaid rest periods, the employer is not required to compensate the employee for that time.

Health insurance

An employee’s taking of unpaid rest periods to express milk for the employee’s child shall not affect the employee’s eligibility for University health insurance benefits and University contributions to health insurance benefits.

Lactation room

The University shall make reasonable efforts to provide a location, other than a public restroom or toilet stall, in close proximity to the employee’s work area for the employee to express milk in private. “Reasonable efforts” means efforts that do not impose an undue hardship on the operation of an employer’s business. Currently, the University has a lactation room available at Franz Hall; more information about the Lactation room is available from Human Resources. If an employee needs another room to express milk, the employee should contact Human Resources for assistance.

Temporary change to job duties

As appropriate and reasonable, the University may allow an employee to temporarily change job duties if the employee’s regular job duties do not allow the employee to express milk. Such requests must be made to Human Resources, and determinations will be made by Human Resources based on review of relevant information from the employee, information from the employee’s supervisor and department, and relevant University policies and practices.

* This policy is effective as of February 24, 2020.
** This policy was approved by the PLC on February 24, 2020.