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CSUN is committed to promoting a family-friendly environment by providing programs and services to help employees achieve success at the university and in their personal lives. In supporting a family-friendly environment, CSUN recognizes the importance and benefits of breastfeeding for both mothers and their infants.
Pregnant, parenting and lactating faculty and staff are protected under our CSU anti-discrimination/anti-harassment policy. If you have any questions or concerns relative to support and accommodations, please contact the Title IX Coordinator in the Office of Equity and Compliance at (818) 677-2077 or.
Section 4207 of the Patient Protection and Affordable Care Act (PPACA) amends Section 7 of the Fair Labor Standards Act (“FLSA”) to require employers to provide a break each time an employee needs to express milk, in a location other than a bathroom, that is shielded from view and free from intrusion by coworkers and the public. If you need assistance with locating an available private space for lactation purposes or have any questions, please contact Human Resources and/or your department.
- View CSUN's Lactation Accommodation Policy for Employees
- View CSUN's Institute for Community Health and Well-Being and Lactation Spaces Map
Responding to a Request for Time Away from Work to Express Milk
Supervisors are encouraged to work within University policies regarding breaks and hours of work to accommodate employees who wish to express milk during work hours. Generally, lactating mothers need 2-3 lactation breaks during an 8-hour work period. A reasonable amount of time for a lactation break is generally around 30 minutes per break and includes the time associated with travel to and from the lactation space, expressing milk, clean up, and storage.
Decisions should be made on a case by case basis. Consider schedule options that would accommodate this leave time, and still allow for business needs to be accomplished. A variety of flexible work arrangements can be used for the purpose of accommodating lactation time, such as alternate start/stop times to the workday, rearranging break periods, etc.
The lactation break time for non-exempt employees may run concurrently with the employee's existing rest period. If it is not possible for a lactation break to run concurrently with the rest period, the University must make available a separate unpaid break time. For non-exempt employees, this is neither time worked nor time on pay status.