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District of Columbia Rest Periods: What you need to know

Federal wage and hour law does not require that employees be provided either paid or unpaid rest or meal periods. Whether breaks are required is left up to the states. The District of Columbia, however, has no provisions requiring meal or rest periods.
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U.S. Department of Labor Wage and Hour Division regulations do specify when provided work breaks, including meal periods, rest periods, and sleeping time, must be counted as work time subject to federal minimum wage and overtime requirements (29 CFR 785.18 through 785.23). There is additional information and details on these requirements.
Employers must provide reasonable daily unpaid break periods, as required by the employee, so that the employee may express breast milk for her child to maintain milk supply and comfort. If any break period, paid or unpaid, is already provided to the employee by the employer, the break period required will run concurrently with the break periods already provided. Employers are not required to provide break periods if it would create an undue hardship on the operations of the employer. "Undue hardship" means any action that requires significant difficulty or expense when considered in relation to factors such as the size of the business, its financial resources, and the nature and structure of its operation.
Employers must make reasonable efforts to provide a sanitary room or other location in close proximity to the work area, other than a bathroom or toilet stall, where an employee can express her breast milk in privacy and security. The location may include a childcare facility in close proximity to the employee’s work location.

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