Pregnancy and Parenting
Helpful resources for students and employees
Federal Law protects individuals with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions and requires that the University provides equal access and equal participation for them in educational programs and activities including work, clubs, sports, honor societies, student leadership opportunities, and other activities.
The University is required to provide reasonable accommodations or modifications to ensure that individuals who are pregnant or have a pregnancy-related condition have equal access to educational programs and activities, including in the work environment.
Examples Modifications for Students
- Academic Adjustments
- Alternative Housing
- Supported Absences
Examples of Modifications for Employees
- Flexible Work Schedule
- Temporary Remote Work
- Parking adjustments
Requesting Accommodations or Modifications
Request accommodations or modifications for Pregnancy or Pregnancy-Related Conditions, by using one of the following means:
- In person by speaking to the Vice Provost of Equal Opportunity, or to any Equal Opportunity Officer (EOO) in the office
- By delivering, mailing, or otherwise transmitting notification to the Office of Equal Opportunity;
- By calling the Office of Equal Opportunity at (919) 513-0574;
- by emailing Equal Opportunity; or
- By completing the online Pregnancy or Pregnancy-Related Condition Modification or Accommodation Request Form .
After Requesting a Modification or Accommodation?
Sharing about your Pregnancy or Pregnancy-related Condition and Requesting an Accommodation/Modification
An individual or their representative needs to communicate to the University that they need an accommodation or modification due to their pregnancy or pregnancy-related condition.
- For Students, notification can be to any University employee (e.g. faculty member), to the Title IX Coordinator, or by submitting a request to the Office of Equal Opportunity.
- For Employees, the communication can be done to a supervisor, a manager, human resources personnel, the Title IX Coordinator, or by submitting a request to the Office of Equal Opportunity.
Once a University Employee learns of the need for an accommodation or modification, this person should contact the Office of Equal Opportunity to initiate the request for the accommodation or modification process.
The Interactive Process
Students
Once the Office of Equal Opportunity receives the request for modification, an Equal Opportunity Officer (EOO) will be assigned to review and process the case.
The EOO will contact the individual seeking modification to initiate an informal, interactive process to determine what modifications may be needed by the student.
- At this stage, the EOO may require supporting documentation (e.g. letter from a healthcare provider) to assist in determining the appropriate modifications.
- The EOO will work with applicable units/departments to determine whether the modifications requested are reasonable, do not fundamentally alter the nature of the University’s education program or activity, and what, if any modification, can be offered.
The Student can accept or decline each Reasonable Modification offered by the University.
- If the Student accepts an offered Reasonable Modification, the EOO will work with them and the unit/department to facilitate implementation.
- If the student does not agree with the modification offered by the University, they may request a Modification Reconsideration through the Office of Equal Opportunity.
- To initiate this process, the Student should submit a request for reconsideration in writing to the Title IX Coordinator within 14 days following the receipt of the written modification determination.
Employees
Once the Office of Equal Opportunity receives the accommodation request, an Equal Opportunity Officer (EOO) will be assigned to review and process the case.
The EOO will contact the individual seeking accommodation to initiate an informal, interactive process to determine if the person is a Qualified Employee to receive an accommodation.
- At this stage, the EOO may require supporting documentation (e.g., a letter from a healthcare provider) to assist with determining if the individual is qualified to receive an accommodation.
Once the Employee is considered qualified, the EOO will contact their supervisor to determine what Reasonable Accommodations would be available without imposing an undue hardship to the unit/department.
Once the options for reasonable accommodation are identified, the Employee will be given an opportunity to review and decide whether they agree with them or not. An Employee is not required to accept an accommodation.
- If the Employee accepts the reasonable accommodation, the EEO will issue a letter documenting the agreement.
- If the Employee does not accept the reasonable accommodation that would enable them to perform the Essential Functions of the job, the Employee will no longer be considered a Qualified Employee.
30-Day Check-in
The EOO will contact the individual to assess if the accommodations or modifications provided are effective. Because the needs associated with pregnancy and pregnancy-related conditions may change over time, an individual can seek a review of their accommodations or modifications in place, or seek new or different accommodations or modifications as appropriate.
Laws & Regulations for Pregnancy & Related Conditions
Read the regulations to learn more about the procedures at NC State University related accommodations or modifications for pregnancy and related conditions.
- For Students: REG 02.20.18 – Reasonable Modifications for Students Related to Pregnancy or Pregnancy-Related Conditions
- For Faculty and Staff: REG 05.00.04 – Reasonable Accommodations for Employees Related to Pregnancy, Childbirth, or Related Medical Conditions
Read more about the laws related to pregnancy and related conditions that apply at NC State:
- The Americans with Disabilities Act (ADA) protects the civil rights of people with disabilities, including those related to pregnancy.
- Pregnancy Discrimination Act of 1978 (PDA) prohibits discrimination based on pregnancy, childbirth, or related medical conditions.
- Providing Urgent Maternal Protections for Nursing Mothers Act of 2022 (PUMP Act) requires employers to provide reasonable break time for employees to express breast milk and private locations for lactation.
- Pregnant Workers Fairness Act of 2023 (PWFA) requires covered employers to provide reasonable accommodations to employees on the basis of pregnancy, childbirth, or related medical conditions.
- Title IX of The Education Amendments of 1972 (Title IX) prohibits discrimination on the basis of sex (including pregnancy and parental status) in educational programs and activities receiving any Federal financial assistance.
- Title VII of the Civil Rights Act of 1964 (Title VII) prohibits discrimination against job applicants and employees on the basis of race, color, national origin, religion, and sex, including pregnancy, childbirth, or related medical conditions.