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IVCSD drafts lactation‑accommodation policy outlining non‑bathroom spaces and equipment access
Summary
The committee reviewed a new lactation‑accommodation policy that lists minimum room features (non‑bathroom, lockable, seating, surface, outlet) and recommended clarifications so the guidance is usable by employees and the public.
The Isla Vista Community Services District policy committee reviewed a drafted lactation‑accommodation policy intended to provide employees and community users with clear information on where and how lactation breaks and facilities will be provided.
Staff member Joan, who authored the draft, summarized legal and practical requirements the district intends to meet: the space must be private (not a bathroom), clean and safe, include a surface for a breast pump, seating, access to an electrical outlet, and — where feasible — access to a sink and refrigeration or cooling for expressed milk. The draft also recommends that spaces be in close proximity to an employee’s work area and be shielded from view or intrusion; committee members discussed whether spaces should be lockable and agreed that locks or a way to ensure privacy are advisable.
Committee members pushed for expansive, inclusive wording so the policy covers people who lactate even if they are not currently caring for an infant (for example, lactation after miscarriage). They also asked staff to make clear that the operational details — such as whether refrigeration or running water is co‑located in the lactation room or available nearby — can vary but should be feasible. The committee discussed the range of equipment options, including larger prefabricated “pods” that one member said can cost about $10,000 and simpler room‑based accommodations; staff said pods could be a future capital option but that the district can meet basic accommodation requirements with designated rooms and nearby refrigeration.
The draft recommends that lactation breaks occur, “if possible,” concurrently with regular paid breaks to minimize scheduling complexity; committee members asked the policy to explicitly state that if a concurrent break is not feasible the lactation break should be separate so employees are not disadvantaged. Staff also suggested that the policy be included with other parental‑leave and disability documentation and be made available when an employee inquires about parental, bonding or disability leave.
Staff will update the draft to incorporate the committee’s language edits, add explicit minimum facilities in the policy text (rather than only in internal comments), and return the revised policy for committee review.
