CU Boulder 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 Boulder's policy is to treat students, faculty, and staff affected by 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 Boulder 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, more frequent restroom, food or water breaks, acquisition or modification of equipment or seating, job restructuring, or light duty, if 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 Office of Employee Relations.
Request pregnancy-related accommodations through the ADA Compliance unit. An individual's healthcare practitioner will need to complete the pregnancy medical information request form in order to provide supporting documentation. For questions about the forms or pregnancy accommodation process, please contact ADA Compliance at email@example.com or 303-492-9725.