Unless someone has been hiding under a rock in a faraway land without electricity the last few years, they have heard that employers have to provide break time and other accommodations to female employees to express milk for nursing children.  But that doesn’t mean that the average soul knew that if the employer violated that rule the employee could be entitled to extra compensation under the FLSA to make up for that. The firm of Fisher Phillips just posted on its blog a story about how DOL went after an employer ignoring the law and got an employee cash.  While the tangible remedy for the employee is good, it is also good news for any union that grieves a nursing accommodation denial because any case that yields back pay, even a small amount, usually entitles the union reps to much larger attorney fees.  Unions should let employees know they are entitled to this benefit and that they can get something more than an apology from an agency.

About AdminUN

FEDSMILL staff has over 40 years of federal sector labor relations experience on the union as well as management side of the table and even some time as a neutral.
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