Break Times Regarding break times, employees may use regular paid rest breaks or may take other reasonable break time when needed. If possible, the break time should run concurrently with scheduled meal and rest breaks already provided to you. If the break time cannot run concurrently with meal and rest breaks already provided or additional time is needed, break times will be unpaid except where federal or state law dictates otherwise. Lactation Room or Location The provided lactation room or location will: Be safe, clean, and free of hazardous materials. Contain a surface to place a breast pump and personal items. Contain a place to sit. Have access to electricity or alternative devices, including, but not limited to, extension cords or charging stations, needed to operate an electric or battery-powered breast pump. Multipurpose rooms may be used as lactation spaces if they satisfy the above requirements; however, use of the room for lactation purposes must take priority over other uses. You will also be provided with access to a sink with running water in close proximity to your workspace. Milk Storage Expressed milk can be stored in company refrigerators, refrigerators provided in the lactation room or other location. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator. If a refrigerator cannot be provided, the Company will provide another cooling device suitable for storing milk. You may also elect to bring a personal cooler for storage. Retaliation The Company will not retaliate against employees who request or obtain an accommodation in accordance with this policy. Right to File Complaint If you feel the Company is not providing you with adequate break time and/or a place to express milk as provided for in Labor Code § 1030, you may file a report/claim with the Labor Commissioner’s Bureau of Field Enforcement (BOFE) at the BOFE office nearest your place of employment. In addition, if you believe you have been a victim of retaliation for either asserting a right to lactation accommodation or for complaining to the Labor Commissioner about the failure of the Company to provide this accommodation, you may file a retaliation claim with the Labor Commissioner’s Office pursuant to Labor Code § 98.7. Wage Disclosure Protection In accordance with California law, CREA, LLC will not:
Prohibit you from:
Disclosing your own wages; Discussing the wages of others; or Inquiring about another's wages.
Require you to sign a waiver or other document that proposes to deny you the right to disclose the amount of your wages.
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