Pregnancy Modification Request Process

Pregnancy Modification Request Process

Title IX of the Education Amendments of 1972 prohibits discrimination based on sex in education programs or activities including academic, educational, extracurricular, athletic, and other programs or activities of schools. The USNH Discrimination and Discriminatory Harassment Policy prohibits discrimination based on sex. 

The Pregnant Workers Fairness Act requires a covered employer to provide a reasonable accommodation to a worker's known limitation related to pregnancy, childbirth or related medical conditions unless the accommodation will cause the employer an undue hardship.

Reasonable Modifications

Students, faculty and staff may request reasonable modifications necessary due to their pregnancy, pregnancy-related condition, and/or childbirth. 

UNH is not required to modify the essential elements of any academic program or course.

Common Modifications

For Students:

  • Flexible attendance and deadlines
  • Breaks during class
  • Larger desks or workspaces
  • Rescheduled exams
  • Alternative assignments
  • Excused absences for parenting responsibilities

For Employees:

  • Modified job duties
  • Flexible scheduling
  • Time off for medical appointments
  • Additional breaks for pregnancy or lactation
  • Parking and physical workspace adjustments

 

Modification Process

  1. The student or employee completes the Pregnancy Modification Request Form to initiate the modification request. Requests may relate to pregnancy, childbirth, false pregnancy, termination, or recovery.
  2. The Civil Rights & Equity Office reviews the request within 48 business hours to determine eligibility under Title IX or the PWFA and may follow up with the requestor for additional documentation or clarification.
  3. A Civil Rights and Equity Office staff member may schedule a meeting with the requester to clarify needs and discuss possible modifications.
  4. The Civil Rights and Equity Office will contact relevant university personnel to discuss feasible modifications and ensure implementation. For students this means coordinating with faculty, academic advisors, and relevant departments to implement academic adjustments. For employees this means working with Human Resources and supervisors to modify work duties, schedules, etc. as needed.
  5. The Civil Rights and Equity Office identifies reasonable modifications based on the individual’s needs and the essential functions of their role or coursework.
  6. Once the Civil Rights and Equity Office has collected the relevant information from the requestor and campus partners and determined the feasibility of your request, a letter will be sent via email. This letter will specify whether the modification request was approved or denied. If denied, it will include information as to the justification. If approved, it will outline the specific modification. The Civil Rights and Equity Office will also communicate the approved modifications to relevant parties (HR, supervisor, advisor, etc.)
  7. Adjustments to the modification(s) can be made if the individual’s condition or needs change. Supervisors, faculty, etc. are expected to implement the modifications in good faith. If modifications are not honored or issues arise, the Civil Rights and Equity Office should be contacted to assist with resolving the matter promptly.