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 space if they satisfy the above requirements; however, use of the room for lactation purposes must take priority over other uses.
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. The complaint must be filed within three years of the alleged unlawful action. 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. This claim must be filed within six months of the alleged retaliation. 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. Discharge, formally discipline, or otherwise discriminate or retaliate against you for disclosing the amount of your wages. However, if you have access to or knowledge of the private compensation information of other employees as a part of your role and essential job functions, you may not disclose that information to individuals who do not otherwise have access to it, unless the disclosure is: In response to a formal complaint or charge; Part of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company; or Consistent with the legal duty of the Company to furnish information.
If you believe that you have been discriminated or retaliated against in violation of this policy, immediately report your concerns to Human Resources.
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