TIME OFF FOR BREASTFEEDING OR BOTTLE FEEDING

» Concept

Exemption of attendance to the service for breastfeeding or bottle feeding

» Scope

It covers:

» The mother, in the case of breastfeeding

» Any of the progenitors, or both by joint decision, in the case of bottle feeding

Note

The time off for bottle feeding is extended to the adopter, guardian, to the person to whom the judicial or administrative trust of the minor has been granted, as well as the spouse or the person living in the same household with any of those or with the progenitor, provided that he/she lives in the same household with the minor

» Regime

» The mother who breastfeeds the son/daughter is entitled to time off work for this purpose, during the entire period of breastfeeding

» In case there is no breastfeeding, are entlitled to time off for bottle feeding, until the child complets 1 year old, any of the progenitors or both, or equivalent, by joint decision, if employed

» Time off for breastfeeding or bottle feeding has a daily nature and is enjoyed in two distinct periods, with maximum duration of one hour each, unless otherwise agreed with the public employer

» In the case of multiple childbirths, thirty minutes for each twin beyond the first one shall be added to the time off

» If any of the progenitors works on a part-time basis, the daily time off for breastfeeding or bottle feeding shall be reduced in proportion to the respective normal work period, but shall not be lower than 30 minutes

» Formalities

» Communication to the public employer, on the date provided for the commencement of the time off for breastfeeding or bottle feeding with ten day in advance

» Submission of medical certificate in the case of the breastfeeding is extended beyond the first year of the child’s life

In the case of bottle feeding:

» Submission of document stating the joint decision

» Declaration of the time off period enjoyed by the other progenitor, where appropriate

» Proof that the other progenitor fulfils professional activity and that informed his/her employer on the joint decision, in the case of dealing with an employed person

» Effects

» It does not determine the loss of any rights and is deemed as actual performance of work

» Does not loose pay