Non-Discrimination Statement
Ӱ̳ (“Ӱ̳” or the “University”) is committed to maintaining an accessible and supportive environment for all students and employees who experience pregnancy or related conditions and ensuring that individuals experiencing pregnancy or related conditions receive the necessary modifications to participate fully and equally in all programs and activities. The University does not discriminate against any student, applicant for admission, applicant for employment, or employee on the basis of current, potential, or past pregnancy or related conditions as mandated by Title IX of the Education Amendments of 1972 and the New York State Human Rights Law. This policy applies to student and employee conduct that occurs on Ӱ̳’s campus or property and all Ӱ̳ education programs and sponsored activities and may apply to off-campus conduct where the alleged misconduct conduct is subject to the University’s disciplinary authority. This policy and its pregnancy-related protections apply to all pregnant individuals, regardless of gender identity or expression.
If someone who is pregnant or experiencing a pregnancy-related condition has a disability as defined in Section 504 of the Rehabilitation Act of 1973 (Section 504) or the Americans with Disabilities Act of 1990 (the ADA), the student is they are also protected from discrimination under Section 504 and the ADA, as applicable, whether or not the disability is related to pregnancy. If a student is seeking 504 adjustments/accommodations and services, the student must contact the Office of Student Disability Services (OSDS). An employee may have similar adjustments/accommodations options under the PUMP Act, the Pregnant Workers Fairness Act (PWFA), Title VII of the Civil Rights Act of 1964 (Title VII), and the Americans with Disabilities Act (ADA).
If a student or employee believes they have been discriminated against due to pregnancy or a related condition, the student may file a complaint with the Title IX Coordinator, or, if appropriate, with the Director for Diversity and Equity. The University will use procedures under the Non-discrimination and Anti-Harassment Policy or the Sexual/Gender-Based Misconduct Policy to address the alleged discrimination.
- Familial Status: The configuration of one’s family or one’s role in a family.
- Marital Status: The state of being married or unmarried.
- Parental Status: The status of a person who is a parent, legal custodian, guardian, or in loco parentis of a person under 18 or over 18 if incapable of self-care due to disability.
- Pregnancy and Related Conditions: Includes pregnancy, childbirth, termination of pregnancy, lactation, related medical conditions, and recovery.
- Reasonable Modifications: Modifications to policies, practices, or procedures that do not fundamentally alter the University’s education programs or activities.
A student or employee who is pregnant or has a related condition, or a person with the legal authority to act on behalf of a student or employee, may contact the Title IX Coordinator directly to discuss reasonable modifications to prevent sex discrimination and ensure access to the University's educational programs and activities.
If a student or employee discloses to a non-confidential University employee that they are experiencing or experienced discrimination or harassment due to pregnancy or a related condition, the non-confidential staff or faculty member is required to report the disclosure to the Title IX Coordinator. The Title IX Coordinator will send an outreach email with supportive resources to the student or employee and offer assistance.
When a student or employee otherwise notifies any University employee about their pregnancy or related condition (but is not making a claim of discrimination or harassment), the employee who received the information, unless the employee reasonably believes that the Title IX Coordinator has been notified, must promptly provide the individual disclosing their pregnancy or related condition with the Title IX Coordinator’s contact information and inform the individual that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student or employee’s equal access to the University’s education programs and activities.
Students experiencing pregnancy and related conditions are entitled to Reasonable Modifications to ensure equal access to education programs and activities. These may include changes to schedules, assignments, and course requirements. Students seeking Reasonable Modifications must contact the Title IX Coordinator to discuss their needs. Retroactive modifications may be available in some circumstances.
Modifications will be determined based on individual needs and may include alternative paths to completion for clinical rotations, performances, labs, and group work. In progressive curricular and cohort-model programs, medically necessary leaves may allow students to shift course order or join subsequent cohorts.
Supporting documentation may be required when necessary to determine appropriate modifications. Information about modifications will be shared with faculty and staff only as necessary.
Health and safety risks related to participation in activities will be communicated to all students. A student experiencing pregnancy or related conditions cannot be required to provide health certification unless the same certification is required of all students and it is necessary for participation.
Employees, including student-employees, have the right to express breast milk in the workplace. The University will provide 30 minutes of paid break time as needed for up to three years following childbirth. Employees must provide written notice of their need for breast milk expression to the Office of Human Resources or the Title IX Coordinator. Additional unpaid time beyond the 30 minutes may be taken using existing paid break or meal time.
The University will not deduct an employee’s paid break time for breast milk expression from their regular paid break or meal time. Employees can choose to take breast milk expression breaks before or after their regularly scheduled paid break or meal periods.