Breaks

Florida law and the federal Fair Labor Standards Act do not require employers to provide rest breaks. As a matter of Company policy, however, the Company authorizes and permits paid rest breaks to non-exempt employees as described below.

Non-Exempt

Non-exempt employees who work at least 3.5 hours in a workday are authorized and permitted to take one paid 15-minute rest break for every four hours worked, or major fraction of that period. Rest break entitlement scales with shift length as follows:

• 3.5 to 6 hours: one 15-minute break.
• More than 6 and up to 10 hours: two 15-minute breaks.
• More than 10 and up to 14 hours: three 15-minute breaks.

When practical, rest breaks should fall near the middle of each four-hour work segment. Operational realities may sometimes make that timing unworkable, and the Company will let you know when practical considerations require deviation from the general rule.

Rest breaks may not be combined or saved up, and they may not be used to start a shift late, leave early, or extend a meal period. Because rest breaks are paid time, non-exempt employees should not clock out for them.

Supervisors are responsible for administering meal and rest breaks within their teams.

Any non-exempt employee who is not provided with a meal period or not authorized and permitted to take a rest break under this policy is immediately entitled to a meal or rest break premium. Supervisors are responsible for authorizing the premium when they know, or reasonably should know, that a meal or rest period was not provided as required. Employees are responsible for promptly reporting any missed meal break or denied rest break that the supervisor would not otherwise be aware of. If you believe you are owed a premium under this policy and have not received it, report the missing premium to your supervisor or Human Resources without delay.

Lactation Breaks

Consistent with the federal PUMP for Nursing Mothers Act and related law, the Company provides reasonable break time and a suitable private location to any employee who needs to express breast milk for a nursing child for up to one year following the child's birth.

Whenever feasible, lactation break time should run concurrently with the employee's normally scheduled paid break time. Any additional time used to express milk that does not run alongside a regular paid break is unpaid for non-exempt employees.

The lactation space will be private (shielded from view and free from intrusion by coworkers and the public) and located near your work area. The space will be safe and clean, free of toxic or hazardous materials, and will include a surface for a breast pump and personal items, a place to sit, and access to electricity (or to extension cords or charging stations) so that an electric or battery-powered pump can be operated. The Company will also provide access to a sink with running water and to a refrigerator (or another suitable cooling device) for storing expressed milk. The lactation space will not be a bathroom. A private office may serve as the lactation space if it meets these criteria, and a multi-purpose room may also be used so long as lactation use takes priority over other uses of the room during that time.

Employees who need a lactation accommodation should contact Human Resources. The request may be made orally, by email, or in writing, and no special form is required. The Company will work with you through an interactive process to determine when and where lactation breaks will occur. If we are unable to provide the requested break time or a compliant location, you will receive a written response. The Company prohibits discrimination and retaliation against employees who request or use lactation accommodations or who raise concerns about them. If you believe your rights have been denied, you may file a complaint with the U.S. Department of Labor Wage and Hour Division.