The Institute will not treat students, employees, or applicants differently based on sex in connection with parental, family, or marital status. The Institute is committed to providing pregnant students, employees, and applicants protections, reasonable modifications and, if appropriate, accommodations due to their pregnancy or any related conditions in order to ensure they are provided an accessible and supportive learning and working environment, regardless of their gender identity or expression.
Information Sharing Requirements
If a student discloses her pregnancy or related condition to a Institute employee, and the employee does not reasonably believe that the Title IX Coordinator has already been informed, the employee must provide the student with the Title IX Coordinator’s contact information and inform the student that the Title IX Coordinator can implement specific actions and reasonable modifications to ensure the student’s equal access to the education programs or activities.
Once a student notifies the Title IX Coordinator of the student’s pregnancy or related condition, the Title IX Coordinator will inform the student of the Institute’s commitment to protections against sex discrimination and the process of how to file a complaint for alleged sex discrimination, harassment, or retaliation. The Title IX Coordinator will inform the student of its obligations to allow access, on a voluntary basis, to any separate and comparable portion of the Institute’s education program or activity and to treat pregnancy as comparable to other temporary medical conditions for medical benefit, service, plan, or policy purposes.
Reasonable Modifications for Students
Students experiencing pregnancy and related conditions are entitled to Reasonable Modifications to ensure equal access to education programs and activities. These may include changes to schedules, assignments, and course requirements. Any student seeking Reasonable Modifications must contact the Title IX Coordinator to discuss appropriate and available reasonable modifications based on their individual needs.
The Institute will, upon learning of the student’s pregnancy or related condition, provide the option of individualized, Reasonable Modifications, upon request and as needed, to its policies, practices, and procedures, in order to ensure equal access to the Institute’s education program or activity. The student can accept or decline any such offered Reasonable Modifications. Reasonable Modifications may include, but are not limited to, breaks during class to express breast milk, breastfeed, or attend to health needs associated with pregnancy or related conditions, including eating, drinking, or using the restroom; intermittent absences to attend medical appointments; access to online or homebound education; changes in schedule or course sequence; extensions of time for coursework and rescheduling of tests and examinations; allowing a student to sit or stand, or carry or keep water nearby; counseling; changes in physical space or supplies (for example, access to a larger desk or a footrest); elevator access; or other changes to policies, practices, or procedures determined by the Title IX Coordinator and/or other Institute officials. Modifications will be determined based on individual needs and may include alternative paths to completion for clinical rotations, performances, labs, and group work. In progressive curricular and cohort-model programs, medically necessary leaves may allow students to shift course order or join subsequent cohorts. Modifications to accommodate pregnancy or related conditions are not considered reasonable if they fundamentally alter the nature of the education program or activity.
The Institute will not require supporting medical documentation from a student for modifications or leaves of absence, unless doing so is necessary and reasonable to determine and provide such modifications or leaves of absence. Information about pregnant students’ requests for modifications will be kept private and shared with faculty and staff only to the extent necessary to provide the reasonable modification.
Leaves of Absence
The Institute will allow students a voluntary leave of absence for a reasonable time, at minimum, the time period deemed medically necessary by their healthcare provider because of pregnancy. The leave term may be extended in the case of extenuating circumstances or medical necessity. To the extent possible, the Institute will take reasonable steps to ensure that students who take a leave of absence or medical leave return to the same position of academic progress that they were in when they took leave. Scholarship and funding continuation will depend on the student’s registration status and funding program policies. The College will advocate for students with financial aid agencies and external scholarship providers if a leave affects eligibility. In order to initiate a leave of absence, the student must contact the Title IX Coordinator at least 30 calendar days prior to the anticipated start of leave, or as soon as practicable. The Title IX Coordinator will assist the student with completing any necessary paperwork.
Employees are extended similar rights to modifications and accommodations due to pregnancy and related conditions. If an employee is not eligible for leave under the aforementioned leave policy because they either (1) do not have enough leave time available under that policy, or (2) have not been employed long enough to qualify for leave under that policy, they are eligible to qualify for pregnancy or related condition leave under Title IX. Employees taking Title IX leave must be reinstated to their original or comparable position without negative effects on employment privileges or rights.
To the extent that an individual’s pregnancy or pregnancy-related conditions qualify as a temporary disability under applicable federal and/or state law, they will be eligible for reasonable accommodations like any other person with a temporary disability. The Title IX Coordinator will consult with the Director of Human Resources and Dean to ensure the student receives reasonable accommodations for their disability as required by law.
Rights of Employees to Express Breast Milk
Employees, including student-employees, have the right to express breast milk in the workplace. Under Section 206-c of the New York Labor Law, employees are, for up to three years following childbirth, entitled to 30 minutes of paid break time to express breast milk when the employee has a reasonable need to express breast milk at work. The Institute will not deduct an employee’s paid break time for breast milk expression from their regular paid break or meal time. Employees can choose to take breast milk expression breaks before or after their regularly scheduled paid break or meal periods. Employees can access additional information by contacting the Institute’s Human Resources Director.
Lactation Space Access
Pratt Munson College of Art and Design provides students and employees with access to functional, appropriate, and safe lactation spaces. These spaces are regularly cleaned, shielded from view, and free from intrusion. The Multipurpose Room in the Student Life Building is designated as a lactation space.
Employees wishing to request a lactation room must provide reasonable advance notice to the Institute. If an employee’s request for a lactation room poses an undue hardship, Institute officials will engage in a cooperative dialogue with the employee.
