The University may offer Students voluntary participation in a separate portion of its education program or activity when comparable to what is offered to Students who are not experiencing Pregnancy or Related Conditions.

The University will not require a Student, due to Pregnancy or Related Conditions, to provide certification from a physician or other licensed healthcare provider that the Student is physically able to participate in classes, programs, or student activities unless necessary, required for all participating Students, and not used as a basis for discrimination.

A Student experiencing Pregnancy or Related Conditions is allowed a voluntary leave of absence to cover, at minimum, the period of time deemed medically necessary by the Student’s physician or other licensed healthcare provider. If another University leave policy allows a greater span of time than this period, the Student is permitted to take leave under that policy instead.

• Undergraduate Students who want to take a personal leave of absence should meet with an academic advising dean to discuss their plans and complete any required forms.
• Undergraduate Students who want to take a medical leave of absence should contact Student Support Services at Studentsupport@brown.edu or (401) 863-3145.
• Graduate Students who want to take a personal, medical or family leave of absence should contact the Associate Dean of Student Support in the Graduate School or the Assistant Dean of Student Affairs in the School of Professional Studies and consult the leave of absence section of the Graduate School Handbook.
• Medical Students who want to take a personal or medical leave of absence should consult the Requesting Time Away policy and contact the Associate Dean for Student Affairs.

Upon return from leave, all Students will be reinstated to the academic and, as practicable, extracurricular status that the Student held when the leave began.

Students studying at Brown on a visa should consult with the Office of International Student and Scholar Services (OISSS) to discuss the implications of a leave of absence on their immigration status and/or student visa. Likewise, student-athletes should consult with the Athletics Compliance Office on the implications of a leave of absence on athletic eligibility.

The University will provide reasonable break time for a Student to express breast milk or breastfeed/chestfeed as needed. The University will make available a lactation space, other than a bathroom, that is clean, shielded from view, free from intrusion from others, and in close proximity to the study area that may be used by a Student for expressing breast milk or breastfeeding/chestfeeding as needed. A list of lactation rooms on Brown’s campuses, and other lactation resources, are available at Lactation Resources (Human Resources).

In accordance with Rhode Island state law, a parent may breastfeed/chestfeed their child in any place open to the public on campus.

Students are entitled to reasonable modifications to University policies, practices, or procedures because of Pregnancy or Related Conditions on an individualized and voluntary basis depending on the Student’s needs when necessary to prevent discrimination and ensure equal access, unless the modification would fundamentally alter the education program or activity.

Reasonable modifications may include, but are not limited to:

• breaks to attend to health needs, including for expressing breast milk or breastfeeding/chestfeeding;
• excused absences to attend medical appointments;
• access to online instruction;
• changes in schedule or course sequence;
• extensions of time for coursework;
• rescheduling of tests and examinations;
• counseling;
• changes in physical space or supplies; and/or
• elevator access.

For an Employee, Pregnancy or Related Conditions may be a justification for a voluntary leave of absence without pay for a reasonable period of time, at the conclusion of which the Employee shall be reinstated to the status held when the leave began or to a comparable position, without decrease in rate of compensation or loss of promotional opportunities, or any other right or privilege of employment. This is so even in the event an Employee is not otherwise qualified for a leave, or if no leave or insufficient leave is available. Employees who want to take a leave of absence for Pregnancy or a Related Condition should contact the UHR Employee Accommodation Services at Leave_Admin@brown.edu or (401) 863-5550.

The foregoing pertains to a voluntary leave of absence without pay. Income and job protection for leaves of absence may be provided for under other University policies.

The University will provide reasonable break time for an Employee to express breast milk or breastfeed/chestfeed as needed. This Policy provision pertains to both exempt and non-exempt Employees. For non-exempt Employees, the Employee must be relieved of duties during such breaks, or must be paid for the time.

The University will make available a lactation space, other than a bathroom, that is clean, shielded from view, free from intrusion from others, and close to the work area that may be used by an Employee for expressing breast milk or breastfeeding/chestfeeding as needed. A list of lactation rooms on Brown’s campuses, and other lactation resources, are available at Lactation Resources (Human Resources).

In accordance with Rhode Island state law, a parent may breastfeed/chestfeed their child in any place open to the public on campus.

Qualified Employees (faculty and staff) and Applicants are entitled to reasonable accommodations for known limitations (i.e., physical or mental conditions) related to, affected by, or arising out of the Employee or Applicant’s Pregnancy or Related Conditions. Reasonable accommodations may not cause an undue hardship to the University and may include, but are not limited to:

• Additional, longer, or more flexible breaks to drink water, eat, rest, or use the restroom;
• Changing food or drink policies to allow for a water bottle or food;
• Changing equipment, devices, or workstations;
• Changing a uniform or dress code;
• Providing safety equipment with an updated fit;
• Changing a work schedule;
• Telework;
• Temporary reassignment;
• Temporary suspension of one or more essential functions;
• Leave for health care appointments;
• Light duty or help with lifting or other manual labor; or
• Leave of absence.

Note: The University will not require an Employee to take a leave of absence if another reasonable accommodation can be provided that would permit the Employee to continue working.

A qualified Employee or Applicant is one:

• who can perform the essential functions (i.e., fundamental duties) of their position with or without reasonable accommodations; or
• whose inability to perform the essential functions is temporary, the Employee could perform the essential functions in the near future, and the inability can be reasonably accommodated.

An Employee or Applicant’s limitations are considered known to the University if the Employee or Applicant has communicated to the University (a) their limitation(s), and (b) that they need an adjustment or change in their working conditions due to their limitation(s). The University requires supervisors to notify the Title IX Coordinator when an Employee has disclosed limitations related to Pregnancy or Related Conditions and a corresponding need for reasonable accommodations, as discussed further below in the section of this Policy pertaining to “Notification Requirements (Employee).”

Employees may be asked to provide documentation if reasonable under the circumstances. Documentation will not be required:

• if the limitation and need for an adjustment or change is obvious;
• if sufficient information has already been provided;
• if the Employee is pregnant and the requested accommodation is for breaks to use the bathroom, eat, or drink; to carry water; or to sit when standing would otherwise be required;
• if the Employee is lactating and needs to express breast milk or breastfeed/chestfeed during work hours; and/or
• if the University would not ask an Employee not experiencing Pregnancy or Related Conditions for documentation in a similar situation.

When documentation is required, it will be limited in scope to confirming the physical or mental condition at issue; that the limitation is related to, affected by, or arising out of Pregnancy or Related Conditions; and the needed adjustments or changes due to the limitation. Documentation will be kept confidential.

Employees seeking accommodations related to Pregnancy or Related Conditions should contact University Human Resources, Assistant Director of Leave and Accommodation Services at Leave_Admin@brown.edu or (401) 863-5550. Note: Although this function has been delegated to the Assistant Director of Leave and Accommodation Services, the University’s Title IX Coordinator has ultimate responsibility at Brown for facilitating the provision of a non-discriminatory environment and equal access to individuals experiencing Pregnancy or Related Conditions.

The University will respond promptly to requests for accommodations. The University will engage in an interactive process with the Employee to determine reasonable accommodations. The University appreciates that different accommodations may be requested at different times during a pregnancy, before or after childbirth, and in response to changing related conditions. The University is not obligated to provide a requested accommodation if another accommodation would be effective.

Please note that a healthy pregnancy is not a disability. But, under circumstances when an Employee has one or more impairments related to their pregnancy that qualify as a “disability” under the ADA, the Employee may also be entitled to reasonable accommodations for the disability pursuant to the process managed by University Human Resources, Assistant Director of Leave and Accommodation Services at Leave_Admin@brown.edu or (401) 863-5550. In all cases, due care will be taken to ensure that the Employee’s rights are respected and support is extended under the appropriate process.

Degree-seeking undergraduate students are required to have a housing assignment in an on-campus residence hall for every semester of enrollment until semester level 07. Brown-RISD Dual Degree Students are required to have a housing assignment in an on-campus residence hall at Rhode Island School of Design (RISD) during semesters 01 and 02 and at Brown during semesters 03 and 04. The Office of Residential Life may grant exceptions to the On-Campus Housing Requirement Policy upon request to students living locally with their child(ren) or other dependent(s). Eligible undergraduate students may request an exception from the Office of Residential Life by completing the Non-Resident Intent Form.

Pregnant undergraduate Students who live in residence halls or undergraduate apartments can remain in their academic year room assignment during their pregnancy.

Brown does not offer family housing. Graduate student housing information is available at https://graduateschool.brown.edu/living-resources/housing.