Administration Policies


UMB Policy on Lactation Support for Nursing Mothers

Administration   |   Approved January 20, 2017

Responsible VP/AVP

Roger Ward, EdD, JD, MSL, MPA

Revision History

Approved by the President September 23, 2010. Revised January 20, 2017.

Policy Statement

1. Purpose and Applicability

UMB recognizes the importance and benefits of breastfeeding for both mothers and infants and is committed to supporting nursing mothers. This policy applies to employees (both faculty and staff) and students.

2. Policy

a)    Consistent with Maryland law, a woman may breastfeed her infant in any public or private location on campus where the mother and child are authorized to be. This includes all campus locations open to the public and other campus locations where infants are allowed. Infants are not permitted at any time in settings where potential health, safety, or noise issues or other hazards may be of concern, including but not limited to laboratories and clinical areas.

b)    Consistent with federal law, UMB shall provide to employee nursing mothers reasonable unpaid break time (“lactation break”) as well as space that is shielded from view and free from intrusion in order to breastfeed their infants or to express breast milk.

c)    UMB also will provide space for student nursing mothers that is shielded from view and free from intrusion in order to breastfeed their infants or to express breast milk.

d)    UMB will provide reasonable education and consultative services and resources to support its employee and student nursing mothers.

3. Employees

a)    An employee nursing mother may request reasonable lactation breaks during work hours for the purpose of breastfeeding or expressing breast milk for her nursing child for one (1) year after the child’s birth. Lactation break times may be scheduled by the employee for the times when the employee needs them. Supervisors and employees will work together to establish reasonable, flexible and mutually agreeable times each day that do not unduly disrupt normal business activities, instruction and/or clinical services. 

b)    Faculty planning to breastfeed or express milk during work hours must do so around their scheduled class times.

c)    Employees can take lactation breaks during authorized work or lunch breaks already provided under other policies, requirements or agreements; however, if such breaks are inadequate or impractical, UMB shall make separate or extended unpaid time available for lactation breaks. Alternatively, annual, personal or holiday leave or flexible scheduling may be used for lactation breaks. 

d)    Employee nursing mothers who work in settings where infants are allowed may choose to have their babies brought to and from the work place to be breast fed during authorized lactation breaks. Employee nursing mothers who do not have private offices, or who work in areas where infants are not permitted, may use lactation facilities on campus for breastfeeding. Employee nursing mothers are not entitled to take extended lactation breaks to leave campus or to take unreasonable time to travel to another location on campus in order to breastfeed. 

e)    This policy and its procedures do not supersede building prohibitions of minors in the work place.  

4. Students

Students planning to breastfeed or express milk at UMB must do so around their scheduled class times. Faculty are not required to excuse tardiness or absences due to lactation needs.

5. Lactation Facilities

a)    After considering convenience for nursing mothers, each School or Department must designate a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers, other students, and the public which may be used by an employee or student as a lactation facility. 

b)    The designated space should have an accessible electrical outlet, a chair and a flat surface for the employee’s or student’s use. To the extent possible, a room should have a door which can be locked from the inside. 

c)    The designated space does not have to be dedicated solely to lactation but it must meet all of the criteria in 5.b. above and be made available when needed by the nursing mother for breastfeeding or to express milk. An employee should utilize her regular work space if it meets all of the criteria in 5.b. above.

6. Education Services and Resources

a)    UMB will provide lactation information on the Work Life and the Human Resource Services websites.

References: Patient Protection and Affordable Care Act (PPACA), Pub.L. No. 111-148 and Health Care and Education Reconciliation Act of 2010, Pub.L. No. 111-152, Sec. 4207 (collectively the "Healthcare Reform Law" to be codified at 29 U.S.C. §207(r)). Annotated Code of Maryland, Health General Article, §20-801.

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