St. John’s College (the College) is committed to providing an educational, living, and working environment free from all forms of harassment and discrimination for all members of the community.
Consistent with its Nondiscrimination and Equal Employment Opportunity Notice and the U.S. Department of Education’s implementing regulations for Title IX of the Education Amendments of 1972 (“Title IX”) (see 34 C.F.R. § 106 et seq.), the College prohibits discrimination on the basis of sex that occurs within its education programs and activities. Among the types of sex discrimination covered by this statute, Title IX protects against discrimination related to marital or parental status and pregnancy and related conditions.
This policy applies to all applicants, students, faculty, and staff at the College, as well as all aspects of the College’s education program, including, but not limited to, admissions, educational programs, activities, and extracurricular activities.
Questions about this policy should be directed to the Title IX Coordinator on the appropriate campus.
The College prohibits discrimination against a student or employee based on sex, including discrimination related to marital or parental status and pregnancy and related conditions. This policy applies to students and employees of the College who are pregnant or who have either had a false pregnancy, termination of pregnancy, have gone through childbirth, a change in parenting status, or are recovering from any of those conditions.
The choice to disclose a pregnancy or change in parenting status is completely voluntary. Students are not required to inform faculty, staff, or any member of the campus community of their pregnancy or change in parenting status, unless they are seeking accommodations. Employees are encouraged but not required to disclose a pregnancy or change in parenting status to Human Resources.
Students may request reasonable accommodations as a result of pregnancy, childbirth, a change in parenting status, or related conditions. Accommodation requests should be made directly to the Title IX Coordinator. Accommodations may include, but are not limited to, a larger desk, rescheduled tests or exams, excused absences/leave, extended deadlines or alternatives to make up missed work.
Employees may request reasonable accommodations as a result of pregnancy, childbirth, a change in parenting status, or related conditions. Accommodation requests should be to Human Resources on the appropriate campus. Accommodations may include, but are not limited to, a larger desk, adjustments to working conditions, adjustments to working schedule, leave, and larger uniforms.
Like all accommodation requests for non-obvious temporary conditions, students and employees will be required to provide documentation of the pregnancy or related medical condition to the Title IX Coordinator or to Human Resources. Accommodations should be requested in a timely manner to allow the College to review documentation, determine eligibility, and implement accommodations. Accommodations typically cannot be retroactively granted.
Additionally, the College provides students and employees with reasonable break times and clean, private spaces for lactation. For more information about locations to express milk or other accommodations, please contact the Title IX Coordinator or Human Resources.
In accordance with Title IX and other applicable federal and state regulations, the College prohibits harassment based on sex, including harassment because of pregnancy or related conditions and retaliation. Any member of the College community may report questions, or concerns, or possible violations of this policy to the Title IX Coordinator on the appropriate campus. The Title IX Coordinator is responsible for overseeing complaints of discrimination involving pregnant and parenting students. Alleged violations of this policy will be addressed and/or investigated through the appropriate College policy.
