CU Â鶹¹ÙÍø is firmly committed to protecting the rights of expectant mothers and complying with Title VII of the 1964 Civil Rights Act as amended by the Pregnancy Discrimination Act of 1978 and the Pregnant Workers Fairness Act. CU Â鶹¹ÙÍø's policy is to treat students, faculty, and staff affected by a pregnancy, childbirth, or related medical conditions in the same manner as other individuals unable to work or participate in their education because of their physical condition.
CU Â鶹¹ÙÍø will not deny employment or educational opportunities based on the need to make a pregnancy-related reasonable accommodation or retaliate against individuals who request or use a pregnancy-related accommodation. Examples of employment accommodations include, but are not limited to, more frequent or longer break periods,Ìýmore frequent restroom, food or water breaks,Ìýacquisition or modification of equipment or seating, job restructuring, or light duty,Ìýif available.
Individuals requiring pregnancy-related accommodations may submit documentation to ADA Compliance to engage in the interactive process to assess accommodations. Accommodation determinations are made on a case-by-case basis and will remain in effect through the length of the employee’s pregnancy. Individuals requiring Family and Medical Leave due to their pregnancy should contact the .
Pregnancy Accommodation Forms
Request a pregnancy-relatedÌýemployment accommodation through the ADA Compliance unit. An individual's healthcare practitioner will need to complete the medical information request form in order to provide supporting documentation. For questions about the forms or employment accommodations process, please email ADA Compliance or call 303-492-9725.