For Employees

Accommodations

Accommodations may include:

• Leaves of absence and reinstatement to the employee's pre-leave status or to a comparable position. The Office of EO and Title IX will work with Human Resources, the employee, and the employee’s supervisor to create a plan for completion of work and continuation of employment. Individual plans may be adjusted as circumstances change.
  
  • SCU HR Pregnancy Disability Policy
  • SCU HR Short Term Disability Policy
• Reasonable adjustments to a work environment or activity which include, but are not limited to:
  • Modifications to physical space and/or work duties;
  • Transfer you to a less strenuous or hazardous position (if one is available) or duties if medically needed because of your pregnancy;
  • Provide a reasonable amount of break time and use of a room or other location in close proximity to the employee’s work area to express breast milk in private as set forth in the Labor Code; and
  • Accessible parking

Request an Accommodation

If you have questions or concerns about pregnancy accommodations or would like to request an accommodation related to pregnancy, please email the Interim Director of Equal Opportunity and Title IX Coordinator, Brandi Williams, at bwilliams2@scu.edu, or Program Manager, Summer Reid, at sreid@scu.edu.

Documentation

An employee seeking accommodations related to pregnancy will need to provide official documentation. Documentation must be provided by a licensed healthcare provider who is not a family member of the employee. Given the nature of pregnancy and related conditions, the medical documentation may reflect anticipated needs (e.g., anticipated date of delivery/termination, or anticipated routine appointments), ongoing functional needs (e.g., bedrest requirements, lactation needs, mobility or geographic limitations), and/or recent past medical emergencies (e.g., early delivery, unanticipated hospitalization due to complications, etc.).

Documentation must be on the letterhead or the prescription pad of the licensed care provider and must reflect the following:

• Name and signature of licensed care provider
• Name of employee being seen by the care provider/requesting modification
• Verification of pregnancy/parental status
• Anticipated date of delivery (or date of procedure/termination)
• Date of issuance of documentation
• Medical necessity/relation to pregnancy: sufficient information to indicate why the absence, need, or limitation is both medically necessary for the employee and relates to the pregnancy.
• Nature of absence, medical need, or functional limitation(s): sufficient information to verify how the pregnancy or related condition prevents the employee from fully participating in their education.
• Date, time, and duration of absence or functional limitation due to the medically necessary pregnancy-related condition.
• Modifications requested: the nature of the modifications or accommodations being requested by the employee to be able to participate in their job

Documentation can be provided to the Office in the following ways:

• In-Person

Bring your documentation materials to the Office at Loyola Hall, Suite 140,
425 El Camino Real, Santa Clara, CA 95050

• Via Email

Send an email with documentation attached to titleixadmin@scu.edu or to the Interim Director of Equal Opportunity and Title IX Coordinator, Brandi Williams, at bwilliams2@scu.edu

Additional Resources and Information

• California Civil Rights Department Pregnant Employee Resource
• Read more about the U.S. Department of Education’s “Discrimination Based on Pregnancy and Related Conditions” resource under Title IX of the Education Amendments of 1972.

More information about lactation spaces at SCU to come!