CSCU is committed to achieving equal educational and employment opportunities and full participation for individuals experiencing pregnancy and related conditions. Under Board of Regents Policy 4-13, discrimination or harassment based on pregnancy or related conditions is prohibited. Discrimination may include failing to make good faith efforts to provide appropriate adjustments to CSCU policies, practices, or procedures, consistent with state and federal laws and CSCU policy, related to pregnancy and related conditions, such as childbirth, termination of pregnancy, recovery, related medical conditions, and lactation.
Students or employees seeking pregnancy-related adjustments or appropriate supports should contact their institutional Title IX Coordinator, who may undertake an interactive process, including collaborating with other offices, faculty, and/or supervisors, to determine and implement reasonable and appropriate supports and adjustments.
Reasonable and appropriate supports and adjustments may include, but are not limited to:
- Allowing a student to reschedule tests or assignments and/or extending academic deadlines
- Access to online or remote learning options
- Excusing medically necessary absences
- Granting leave per CSCU’s medical leave policy or implementing incomplete grades for classes that will be resumed at a future date
- Allowing breastfeeding students and employees reasonable time and space to express breast milk in a location that is private, clean, and reasonably accessible
- Modifications to the physical environment or supplies
- Mobility support, including parking and elevator access
- Changes in schedule, break times, or course or lab sequencing
Students or employees experiencing pregnancy-related conditions that manifest as a temporary disability under federal or state disability laws are eligible for reasonable accommodation just like any other individual with a temporary disability. The Title IX
Coordinator may consult with or refer to the College/University’s accessibility services or human resources to ensure reasonable accommodation for disabilities as required by law.
A student may not be required to provide a certification that the student is able to participate in the program or activity, unless the institution requires such certification of all students participating.
Even when referring to and coordinating with other offices or staff, the institutional Title IX Coordinator retains oversight regarding supports and adjustments to ensure that the institutional response is consistent with Title IX and related laws.
Additionally, Policy 4-13 prohibits discrimination or harassment on the basis of pregnancy or related conditions, as well as retaliation for engaging in protected activity under Policy 4-13 Responsible Employees are expected to promptly report all known details of actual or suspected discrimination, harassment, and/or retaliation to their institutional Title IX Coordinator immediately.
