Pregnancy and Related Conditions

The University’s Pregnancy Accommodation Policy and Procedures set forth how a student may obtain reasonable modifications for pregnancy, childbirth, and medical conditions.  

Retaliation related to reasonable modification requests and discrimination or harassment on the basis of sex, pregnancy, or related medical conditions are also prohibited by the University’s Nondiscrimination Policy, Title VII, and Title IX. Retaliation, discrimination, or harassment should be reported to IEC. 

Students are not required to disclose their pregnancy or parenting status.  The University aims to create an environment where students feel comfortable sharing information with IEC so that the University can provide proper support and assistance. Information about requests for modifications is shared with others only to the extent necessary to provide the reasonable modifications. The information is treated as private and not disclosed unless necessary.  

Modification requests should be directed to the Office of Institutional Equity & Compliance. You may send requests to titleixcoordinator@unl.edu or call (402) 472-3417.  IEC will help identify reasonable modifications for your pregnancy and related conditions. This initiates an interactive process in which IEC facilitates informal and collaborative communication among the individuals involved in the request. Students and faculty are free to engage in this process without IEC, but are encouraged to involve IEC in the process, and provide information to IEC about any reasonable modifications agreed upon.  

Reasonable modifications are determined on a case-by-case basis.  If a reasonable modification cannot be agreed upon through the interactive process, the Title IX Coordinator or their designee shall make the final decision as to the reasonableness of a modification.  

A student who has a chronic medical condition should request modifications from Services for Students with Disabilities, whether or not that condition is related to pregnancy. 

Students are provided reasonable modifications based on their individual needs for their pregnancy and related conditions.   Modifications may include:  

• Breaks during class  
• Access to private locations for lactation 
• Intermittent absences for medical appointments 
• Access to remote education 
• Changes in schedule or course sequence 
• Extensions for coursework and rescheduling of exams 
• Permitting sitting or standing and access to drinking water or food 
• Counseling 
• Modifications to physical space or supplies 
• Temporary leave   

The above list is not exhaustive, and some modifications might not be reasonable in certain situations. Reasonable modifications cannot fundamentally alter the education program or activity or the essential skills of a course or program. For additional questions about modifications, please contact IEC.   

Absences due to pregnancy or pregnancy-related conditions are excused for as long as medically necessary.  Depending on the length of the absence and the area of instruction (i.e. courses with lab requirements, clinical rotations, etc.), it may be necessary for a student to take a leave of absence.  When the student returns to school, they must be reinstated to the status they held before they took the leave of absence.   

Students should not be penalized for pregnancy or pregnancy-related conditions.  If a particular course includes attendance points or other benefits based on class attendance, the instructor must provide the student with an opportunity to earn credit for classes missed due to pregnancy or a pregnancy-related condition.

Faculty should not request medical documentation prior to consulting IEC. There may be some circumstances where medical documentation is necessary. For example, if all students are required to provide medical documentation to participate in an educational program or activity, then it may also be required from a pregnant student.  

Faculty must allow students to make up work missed while absent due to pregnancy or any pregnancy-related conditions, including recovery from childbirth.  Depending on the nature of the course, however, this may not be feasible (e.g., a clinical rotation), and other forms of modifications may be necessary. 

Students must be permitted to continue participation in educational programs, including internships, all extra-curricular activities and clubs, honor programs, and sports.  If a degree program provides opportunities for students to work in the field, a student cannot be denied participation based on pregnancy.  For internships or programs related to a student’s degree, the student must still be able to perform the duties of the assignment with or without reasonable modifications. Faculty cannot require a doctor’s note for continued participation unless all students are subject to the same requirement.   

No scholarship should be terminated or reduced based on pregnancy.  This includes athletic, merit, or need-based scholarships.  If a student stays in school (when not medically required to be absent) and remains in good standing, the scholarship should remain in effect.

A student’s ability to take a semester off depends on the leave policy in their particular college or program.  Students will need to consult with their advisor and department to determine whether a leave is the most appropriate course of action.  Taking a semester off may also impact financial aid, housing, and scholarships. IEC can assist with these conversations.   

Employees have different rights from students.  It is possible that a student who works for the University may be eligible for leave under the Family Medical Leave Act or pursuant to some other policy.  That doesn’t necessarily include leave from classes that one is enrolled in as a student.   Employees are also entitled to reasonable accommodations for pregnancy and pregnancy-related conditions. Graduate students who are also employed should review the FAQ for Staff and Faculty.  

Yes. The University has designated lactation rooms.  A list and map of designated lactation rooms is available here.   

The University’s Pregnancy Accommodation Policy and Procedures outline how an employee may obtain reasonable accommodations for pregnancy, childbirth, and related medical conditions. 

Retaliation related to reasonable modification requests and discrimination or harassment on the basis of sex, pregnancy, or related medical conditions are prohibited by the University’s Nondiscrimination Policy, Title VII, and Title IX. Retaliation, discrimination, or harassment should be reported to IEC. 

The Parental Leave Policy provides additional leave for those needing to care for a newborn or birth parent and for those who are incapacitated and need to be off work due to pregnancy, childbirth,  adoption, termination of a pregnancy, prenatal care, post-partum recovery, or a serious health condition attributable to or caused by any of those conditions. Questions about parental leave can be directed to Human Resources. There may be other leave options available pursuant to applicable university policies (parental, sick, vacation, FMLA, leave of absence). IEC can help connect you to the offices that administer these policies.  

If you need any workplace accommodations due to pregnancy or pregnancy-related conditions, please contact IEC. Accommodations are modifications or adjustments to the work environment that enable a qualified employee to perform the essential functions of their job. Depending on the nature of employment, reasonable accommodations may include: 

• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the bathroom 
• Changing food/drink policies to allow for a water bottle or food 
• Changing equipment, devices, or workstations 
• Changing a uniform or dress code, or providing safety equipment that fits 
• Breaks for lactation 
• Access to private locations for lactation 
• Job restructuring 
• Modified work schedule 
• Alternative Worksite Arrangements 
• Temporary reassignment 
• Changes to physical space or supplies 
• Parking accommodations, if the employee is otherwise entitled to use employer-provided parking 
• Temporary leave  
• Temporary suspension of one or more essential functions of a job 

Reasonable accommodations are determined using an interactive process between the supervisor and the employee. IEC can assist with this process and make a determination if the supervisor and employee disagree about the accommodations.  

If you need to care for a spouse or benefits eligible adult designee who is pregnant or dealing with pregnancy-related conditions, the Parental Leave Policy permits leave for you to (1) care for a newborn; (2) care for a birth parent who is incapacitated or needs assistance during their prenatal care or due to serious health conditions attributable to or caused by pregnancy, childbirth, or subsequent recovery; or (3) to care for and bond with an adopted child following placement.  

For information on who qualifies as a benefits-eligible adult designee, click here.  

Please refer the employee to the IEC office for accommodation requests. If your employee has questions related to leave, please refer to the appropriate leave policy for implementing the leave requested (maternity leave, parental leave, FMLA).  Human Resources can provide guidance on the appropriate leave, the necessary forms, and benefits. 

Supervisors are encouraged to contact IEC for assistance with accommodation requests. IEC will aid in the interactive process to help reach a solution. A supervisor should not deny an accommodation request for pregnancy or pregnancy-related conditions without first consulting with IEC.  If a reasonable accommodation still cannot be agreed upon through the interactive process, the Title IX Coordinator or their designee shall make the final decision as to the reasonableness of an accommodation. 

Supervisors should not request medical documentation without first consulting with IEC. IEC may request medical documentation in limited circumstances, but only when necessary. Information about requests for accommodations should be shared with others only to the extent necessary to provide the reasonable accommodations. The information should be treated as private and not disclosed unless necessary.  

Yes. The University has designated lactation rooms.  A list and map of designated lactation rooms are available here.     

The University’s Pregnancy Accommodation Policy and Procedures set forth how a student may obtain reasonable class-related modifications for pregnancy, childbirth, and related medical conditions. 

Retaliation related to reasonable modification requests and discrimination or harassment on the basis of sex, pregnancy, or related medical conditions are also prohibited by the University’s Nondiscrimination Policy, Title VII, and Title IX. Retaliation, discrimination, or harassment should be reported to IEC. 
 

Please refer the student to IEC. If you are the student’s advisor or faculty member, and the student requests a reasonable class-related modification, you may work directly with the student to accommodate their needs, or you may contact IEC to assist. In all cases—whether IEC assists or not—an interactive process between the student and the student’s professor or advisor is required to address requests for modifications. Information about requests for modifications is shared with others only to the extent necessary to provide the reasonable modifications. The information is treated as private and not disclosed unless necessary. 

Modifications will vary from student to student, but may include: 

• Breaks during class  
• Access to private locations for lactation 
• Intermittent absences for medical appointments 
• Access to remote education 
• Changes in schedule or course sequence 
• Extensions for coursework and rescheduling of exams 
• Permitting sitting or standing and access to drinking water or food during class 
• Counseling 
• Modifications to physical space or supplies 
• Temporary leave  

The above list is not exhaustive, and some modifications might not be reasonable in certain situations. Reasonable modifications cannot fundamentally alter the education program or activity or the essential skills of a course or program.  For additional questions about modifications, please contact IEC.   

If a reasonable modification cannot be agreed upon through the interactive process, the Title IX Coordinator or their designee shall make the final decision as to the reasonableness of a modification.  

A student must be excused for absences due to pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery.  This includes medical appointments.  Faculty cannot penalize students for these absences. However, this does not mean that students are excused from meeting all course requirements. Faculty must give pregnant students a reasonable opportunity to earn back credit or complete work missed due to their pregnancy or pregnancy-related conditions. Please contact IEC with questions about excusing absences. Do not make a determination that an absence is not excused prior to consulting with IEC.  You may also refer students to IEC.   
 

No.  You cannot request any type of medical documentation.  Faculty cannot require a doctor’s note for continued participation by a pregnant student unless faculty also require such notes from all students. If you have concerns about a particular student’s medical status or questions related to documentation of a pregnancy or related condition, please consult with IEC.   

Faculty must allow a reasonable time for the student to make up missed coursework, including exams, regardless of the faculty’s general class policy. Depending on the nature of the course, making up the coursework might not be feasible. The makeup work does not have to be identical to the missed coursework, but it must be reasonably equivalent. IEC can assist with questions that arise when it is difficult or challenging to provide reasonably equivalent makeup work.