University Policy on Pregnancy and Pregnancy-Related Disability Discrimination

A.  Purpose

The University is dedicated to supporting all students, employees, and job applicants, especially those who are pregnant or have health issues related to pregnancy. This policy explains our commitment to following federal laws that protect against discrimination and ensure reasonable accommodations.

The University does not allow any form of discrimination or harassment based on pregnancy, childbirth, false pregnancy, termination of pregnancy, recovery therefrom, or related medical conditions. This includes any unfair treatment due to current, past, or potential pregnancy, breastfeeding, choosing to have an abortion, or using birth control.  

The University will treat pregnancy, childbirth, false pregnancy, termination of pregnancy, and recovery the same as any other temporary disability.  

 

B. Legal Framework

This policy aligns with the following federal laws:

1. Title VII of the Civil Rights Act of 1964 (as amended by the Pregnancy Discrimination Act)
2. Pregnant Workers Fairness Act (PWFA)
3. Americans with Disabilities Act (ADA)
4. Title IX of the Education Amendments of 1972
5. The PUMP Act (Providing Urgent Maternal Protections for Nursing Mothers Act)

C. Scope/Applicability

This policy applies to all aspects of employment and education, including but not limited to:

• Hiring, job application, and selection processes
• Pay, job assignments, promotions
• Training, employee benefits, or any other term or condition of employment
• Firing, reduction of hours, layoff, or termination of employment
• Admission, academic programs, extracurricular activities, and other educational opportunities

 

D. Reasonable Accommodations

Under the PWFA, ADA, and Title IX, and the PUMP act, the University will provide reasonable accommodations to employees, job applicants, and students with known limitations related to pregnancy, childbirth, or related medical conditions unless doing so would cause undue hardship. Accommodations may include, but are not limited to:

• Modifications to work or academic schedules
• Temporary modifications to academic requirements, such as extensions on deadlines for assignments or exams, reassignments or alternative course assignments
• Additional breaks for rest or to express breast milk
• Change to class schedules or course loads
• Provision of seating or ergonomic equipment
• Job restructuring, modified work duties, or adjustments in academic responsibilities
• Excused absences or leave of absence for pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery

Employees and students are encouraged to notify their supervisor, Student Accessibility Services, or Human Resources of any needed accommodations as soon as possible.

 

E. Prohibition Against Harassment and Retaliation

The University prohibits harassment based on pregnancy, childbirth, or related medical conditions. It is also unlawful to retaliate against any individual for participating in the equal employment opportunity process or opposing any practice made unlawful under anti-discrimination laws. This includes protections under Title VII, Title IX, PWFA, and ADA against retaliation and interference with rights.

Employees and students are encouraged to notify their supervisor, Student Accessibility Services, or Human Resources to report discrimination or harassment related to pregnancy or pregnancy-related disabilities.  The University will investigate all complaints promptly and thoroughly.

Additionally, employees or job applicants may file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC).