91自拍

Policy

91自拍 is committed to supporting all employees, applicants, and students who are pregnant or experiencing a pregnancy-related condition. Additionally, the College supports all employees and students who choose to continue nursing their child after returning to work and/or school after giving birth. To facilitate the ability of all nursing parents to continue doing so after returning to work and/or school, and in compliance with federal and state law, the College is dedicated to providing a suitable lactation space (see "Designated Lactation Spaces") as well as reasonable break periods for nursing parents for up to two years after the birth of a child.

Non-Discrimination and Anti-Retaliation:

Discrimination, harassment, or retaliation against any employee, applicant, or student for requesting or utilizing accommodations under this Policy is strictly prohibited. Discouraging an employee, applicant, or student from full participation in the workplace, pursuit of educational opportunities, or engagement in extracurricular activities due to pregnancy, pregnancy-related condition, or parental status, may constitute discrimination or harassment under the College’s Civil Rights Policy. Individuals who believe they have experienced retaliation may file a complaint with the 91自拍 Office for Civil Rights and Title IX

Employee Accommodation Process

Pregnancy/Pregnancy-Related Conditions Process

Employees or applicants who experience limitations affecting their ability to perform job functions as a result of a pregnancy or pregnancy-related condition are entitled to reasonable accommodations, unless the accommodations causes an undue hardship. Employees who wish to file a request for accommodations due to a pregnancy or pregnancy-related condition should follow the process outlined on the Human Resources website. Applicants seeking accommodations to support their application or interview process, should contact Human Resources at HR@coloradocollege.edu as early in the application process as possible.

If an employee requests accommodations directly from their supervisor, the supervisor shall refer the employee to Human Resources for further support. Limitations which result in minimal disruption to the employee’s job responsibilities should be accommodated by the supervisor, in consultation with Human Resources, on an interim basis while the employee goes through the interactive process. Supervisors shall avoid inquiring about the nature of the pregnancy or the pregnancy-related condition, treating employees who request accommodations differently (other than to implement reasonable accommodation), or engaging in any other conduct which may be viewed as discriminatory or retaliatory.

Nursing Accommodation Process

Employees who are nursing should work with Human Resources, who will collaborate with the employee’s supervisor, to identify a lactation space (see below) that is within reasonably close proximity to their work areas and ensure that the employee will have reasonable break times (see below) of sufficient frequency and duration to nurse. While there is no specific deadline for employees  to request accommodations related to nursing needs, employees are encouraged contact Human Resources as soon as they are aware that they will requires such accommodations to ensure there is no delay in finding a suitable lactation space for the employee to use. Supervisors who are made aware of an employee’s need for breaks shall ensure that the employee is connected with Human Resources for additional support.

Employees will be relieved of all work responsibilities during all breaks needed for nursing. In addition to being able to use their two compensated 15-minute breaks to nurse, hourly employees will have access to additional uncompensated break periods as frequently as reasonably necessary for nursing purposes. Employees may not be compensated for time spent nursing during their lunch breaks. Employees who work remotely or are on a flexible schedule are eligible to take such breaks on the same basis as employees who are working on campus.

Student Accommodation Process

Students who require accommodations due to pregnancy, or a pregnancy-related condition, to address limitations affecting their student employment should follow the employee accommodations process outlined above.

Pregnancy/Pregnancy-Related Conditions Process

Students who experience limitations related to educational experiences (i.e., academics, housing, dietary requirements, or extracurricular engagement) or who wish to explore financial aid adjustment because of a pregnancy or pregnancy-related condition should contact the Office of Accessibility Resources and/or the Office for Civil Rights and Title IX to discuss reasonable accommodations. These two offices will collaborate in response to the students’ requests.

To support a timely process and response, students are encouraged to initiate the accommodations process as soon as they learn of their need. In certain circumstances, some accommodations may be applied retroactively as deemed necessary and appropriate by the 91自拍 Office for Civil Rights and Title IX.

Students who choose to continue their education following the birth of a child may also be entitled to reasonable supportive measures through the Office for Civil Rights and Title IX. Such supportive measures may include, but are not limited to:

• Access to alternative housing placements;
• Priority enrollment at the 91自拍 Children's Center, when available; and
• Adjustment to schedule requirements to address child-care needs.

Nursing Accommodations Process

Students who are nursing should work with the Office for Civil Rights and Title IX to identify lactation spaces that are within reasonably close proximity to their classrooms and/or extracurricular activities. The Office for Civil Rights and Title IX will also work with the student’s faculty, coaches, or other extra-curricular leadership, to ensure that the student is given reasonable breaks (see below) to nurse.

Athletics Participation

Pregnant student athletes shall be allowed to make their own decisions, in conjunction with their healthcare provider, regarding the need for and the nature of limitations on their sports participation. 91自拍 will not exclude a pregnant student athlete from sports participation but may require that they receive medical clearance from the Head Team physician, to ensure that their level of participation is not a danger to the health of the student. In evaluating the student athlete, the Head Team physician will consult with the student athlete’s OB-GYN to ensure an informed medical assessment of the risks athletic participation may pose to the student’s health. If a student athlete continues their sports participation during pregnancy, the student may work with 91自拍 Sports Medicine staff to modify workouts and team activities to safely allow for such participation. If a student athlete pauses their sports participation at any time during a pregnancy or after childbirth, 91自拍 will follow applicable NCAA legislation and institutional policy regarding eligibility protections and return to participation. However, students who pause their participation are not guaranteed to return to the same level of playing time or place in competition meets, provided such decisions are not made in a discriminatory manner.

Lactation Break Times

Determination of reasonable length of break will be determined by Human Resources (employees and applicants) and/or the 91自拍 Office for Civil Rights and Title IX (students). Relevant factors to be considered include but are not limited to;

• The time it takes to get to and from the lactation space;
• The amount of time needed to pump, or whether the parent has reasonable access to feed their child directly, recognizing that different pumps and/or infants may be more or less efficient than others;
• The time it takes to unpack and set up equipment;
• Reasonable time for clean-up of self, child, and/or related supplies;
• How often the individual needs to express milk, the time it takes the individual to do so, and the needs of the child, recognizing that each of these factors may fluctuate and change over time;
• The time it takes the individual to store milk in a refrigerator or personal cooler.

Designated Lactation Spaces

While 91自拍 guarantees that all employees, applicants, and students have access to secure, private, and sanitary spaces for use while nursing, nothing in this policy shall be interpreted to infringe upon an individual’s right to nurse in public if they choose to do so. This right is guaranteed to all nursing parents under Colorado law. If there are questions as to what constitutes a public space individuals may contact the Office for Civil Rights and Title IX.

91自拍 regularly reviews the number and locations of designated lactation spaces throughout the campus to assist with nursing. When existing lactation spaces are not reasonably accessible from a student’s classroom or extracurricular activities or an employee’s work area, or the current demand for existing lactation spaces makes as-needed accessibility challenging, students or employees may contact the Office for Civil Rights and Title IX to identify a temporary lactation space.

Individuals who choose to express human milk on campus are expected to provide their own containers for storage and make their own arrangements for refrigeration which may include but is not limited to:

• Utilizing a personal cooler storage system;
• Utilizing an accessible refrigerator designated for employee or student use;
• Bring a personal refrigeration device to be left in a designated lactation space on a temporary basis; or
• Subject to limitations on availability, where an employee or student lacks access to any reasonably accessible alternative, a request may be made to Human Resources or the Office for Civil Rights and Title IX for a college-provided minifridge to be made available on a temporary basis.

91自拍 cannot guarantee the integrity or security of human milk stored in any refrigerator on campus, nor the safety of any storage method used. Students or employees who choose to store human milk in publicly accessible refrigerators shall clearly label and promptly retrieve it each day. Students or employees who wish to leave a personal refrigeration device on campus, in the lactation spaces or otherwise, may do so, but at their own risk. Please contact Campus Safety if there are concerns about missing stored milk or damaged personal property.

Definitions

All words or phrases in italics throughout this document are defined in the Definitions section below.

Applicant: Any person who has submitted an application for employment with the College for a position that has not been filled, or who has applied to become a student at the College and has not accepted or been denied admissions.

Employee: An employee is any person who is employed by 91自拍. This includes faculty, staff, and student workers as well as temporary employees or part-time employees.

Lactation space: A room, other than a bathroom, that is free from intrusions and shielded from view, contains a supportive chair, a desk or table, an easily accessible electrical outlet, and a door that can be locked from the inside. If a lactation space has windows the College will provide window coverings to address privacy concerns.

Nursing: The process of feeding a child milk produced by a lactating parent. This includes pumping or expressing milk as well as feeding directly from the breast/chest. The College acknowledges and affirms all nursing parents to include birth mothers, non-birth mothers, nonbinary parents, and transgender parents.

Pregnancy-related condition: Any physical or mental conditions related to, affected by, or arising out of pregnancy, childbirth, any voluntary or involuntary early termination of a pregnancy, or a related medical condition.

Reasonable accommodation (employees): a change to an employee’s work environment or a temporary modification to job responsibilities. An employee may require different accommodations at different times during their pregnancy or after childbirth. Such accommodations may include but are not limited to:

• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
• Modifications to food and drink policies to allow access to a water bottle or food;
• Changing equipment, devices, or workstations such as providing ways to sit/stand while working;
• Adjusting work schedules;
• Allowing for remote work;
• Temporary reassignment or suspension of one or more essential job functions;
• Leave for healthcare appointments;
• Leave to recover from childbirth or pregnancy-related conditions

Reasonable accommodation (student): adjustments to help facilitate access to learning, living, or other experiences at 91自拍. Such accommodations may include, but are not limited to:

• Access to a single-use restroom in campus housing
• Access to food/drink in class
• Periodic breaks during class
• Extended time for exams

Student: Any person who has accepted an offer of admission to 91自拍, and/or who is taking courses at the College, either full-time or part-time. Individuals who have taken a leave of absence or are otherwise not enrolled in courses but have not formally withdrawn from the College after being enrolled at a previous point are also considered students.

Undue hardship: An accommodation request that would prove to be significantly difficult to implement in the circumstances, or that would result in a significant expense to the College may be denied for creating an undue hardship. Determining whether an accommodation would create an undue hardship is fact-specific, so an accommodation that may be reasonable in one circumstance may be deemed to create an undue hardship in another.