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Kansas City Missouri Employment Law Blog

Are empoyers obligated to provide nursing breaks?

If you are a nursing mother in Kansas City, you should know that your employer is obligated to offer breaks based on federal law. Failure to do so is a significant breach of prevailing wage and hour laws, and can subsequently land your employer in hot water from a legal perspective.

The United States Department of Labor sheds some light on the terms for nursing breaks within one’s place of work. According to the Fair Labor Standards Act (FLSA), all eligible employers must offer a private area for nursing mothers to express milk during breaks. Breaks should be afforded as needed, and the length of breaks generally depends upon the needs of the mother in question. Nursing breaks must be offered for a period of one year after the birth of a child.

Uber board adopts firm's advice on harassment, other concerns

When a female former-Uber engineer posted to a blog about her experience with sexual harassment, the front office took notice. When she said management had failed to respond appropriately, the company knew it had to act.

After all, the company has been in the middle of a public relations nightmare. Not only do some taxi operators oppose Uber's entire business model, but drivers across the U.S. have sought legal redress, claiming they are misclassified as independent contractors. Other drivers have alleged wage theft under Uber's commission structure. 

Can a lecherous grin be sexual harassment?

What does sexual harassment look like? Can a grin be sexual harassment? Is there a "gray area" between real harassment and isolated instances of bad behavior? Questions like these make many people hesitant to report sexual harassment.

The U.S. Equal Employment Opportunity Commission (EEOC) says "simple teasing, offhand comments or isolated incidents that are not very serious" is not sexual harassment. It crosses the line into sexual harassment when the harassment "is so frequent or severe that it "creates a hostile or offensive work environment or when it results in an adverse employment decision," such as firing or demotion.

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