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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
When an employer is faced with both a state and federal law on the same topic, in this instance lactation breaks, the employer is bound to comply with both of those laws. Generally speaking, the easiest way to ensure compliance with both laws would be to follow the law that is most generous to the employee. Therefore, employers must be knowledgeable of both the federal and state laws on lactation breaks and ensure that the policy of the organization meets all the requirements imposed by state and federal government.
The same also holds true for
Collective Bargaining Agreements. A Collective Bargaining Agreement is a contract between the employer and unionized employees. In this instance, the employer would have an obligation to fulfill the promises of the agreement as well as to comply with the provisions outlined in federal law.
SHRM HR Knowledge Center
As a professional member of SHRM, you can receive free, exclusive access to the HR Knowledge Center. Our advisors have many years of HR experience and a wide variety of resources to assist you with your HR questions. You may reach the Knowledge Center at (800) 283-7476, option #5, or by using the
HR Knowledge Center Request Form.
The HR Knowledge Center has gathered resources on current topics in HR management.
Click here to view and request information.
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