Frequently Asked Questions

Yes. Under Title IX, the university must excuse absences that are medically necessary due to pregnancy, childbirth, or related conditions—such as miscarriage, recovery from childbirth, postpartum depression, or gestational diabetes.

A doctor’s note confirming your medical need is sufficient to verify your absence.

When you’re ready to return, you have the right to resume your studies in the same academic standing you held before your leave—without penalty or grade reduction.

If your leave needs to extend beyond the medically required timeframe, or if you need ongoing adjustments after returning, Disability Services can help explore additional accommodations or supports.

Title IX protections apply to all areas of your education, including internships, labs, clinical rotations, athletics, and extracurricular activities. You cannot be asked to withdraw or be treated differently because of pregnancy, recovery, or parenting responsibilities.

An excused absence means your time away from class for pregnancy-related or parenting-related reasons cannot negatively impact your grades or participation record.

Faculty may ask you to complete missed work, but:

• The make-up work should be fair and comparable to what other students are assigned—not extra or punitive.
• You must be given a reasonable amount of time to complete missed assignments.
  • For example, if you missed two weeks of class, you should have at least two weeks after returning to finish that work.

This flexibility also applies to non-birthing and adoptive parents who need short-term leave for caregiving, bonding, medical appointments, or family transitions.

No. Title IX protections extend to every aspect of your educational experience, including:

• Internships, practicums, and clinical placements
• Lab work or field experiences
• Athletic programs and training
• Student employment
• Clubs, leadership roles, and campus events
• Career services, job placement, and advising

Students who are pregnant, recovering, or parenting—including fathers, non-birthing partners, and adoptive or foster parents—cannot be excluded or treated unfairly in any of these areas.

Yes. If the university provides special services or accommodations for temporarily disabled students, those same supports must be available to students experiencing pregnancy, childbirth, or related conditions.

Depending on your situation, you may also qualify for accommodations under the Americans with Disabilities Act (ADAAA) or the Pregnant Workers Fairness Act (PWFA).
Disability Services can help coordinate adjustments such as:

• Modified attendance or participation expectations
• Extended deadlines or flexible testing
• Temporary access to online learning
• Reserved or accessible seating
• Parking or mobility assistance

You don’t have to navigate this alone—support is available to protect both your health and your academic progress.

Yes. The university must provide reasonable time and space for you to express breast milk or breastfeed. These absences are treated like any other medically necessary absence related to pregnancy or recovery.

We offer private, comfortable, and well-equipped parent and lactation rooms across campus- never in a restroom- so you have a clean and supportive space for feeding or pumping.

View Parent & Lactation Rooms

Yes. Parenting responsibilities are recognized and supported under Title IX. While non-birthing, adoptive, and foster parents may not need medically-based leave, they can still request reasonable flexibility for:

• Bonding or adjustment periods after placement or birth

• Attendance at pediatric or adoption-related appointments

• Temporary caregiving duties for an infant or child

Faculty and supervisors are encouraged to work with you and the Title IX Office to find practical solutions that support your success and family responsibilities.

Absolutely. If you are both a student and employee—or work for the university in any capacity—you are protected under multiple laws, including:

• Title IX (for students)
• The Americans with Disabilities Act (ADAAA)
• The Pregnant Workers Fairness Act (PWFA)
• The Family and Medical Leave Act (FMLA) (where eligible)

These laws ensure that you:

• Are not discriminated against because of pregnancy or parental status
• Receive reasonable accommodations for pregnancy-related medical needs
• Have access to paid or unpaid, job-protected leave as applicable

For employment-specific questions, contact Human Resources or the Title IX Office for individualized guidance.

No one should ever face discrimination, harassment, or intimidation for being pregnant or experiencing pregnancy-related conditions (including miscarriage, false pregnancy, or recovery).

If this happens, please know that you are protected under Title IX, and the university has a responsibility to take your concerns seriously. You can contact the Office of Equal Opportunity and Title IX to report what happened or to learn about your options for support and resolution.

You deserve to be treated with respect and dignity in every part of your educational journey.