The information on this page applies to CU System employees only.

Please consult the appropriate HR website for your campus:

 

CU System Administration is firmly committed to complying with Title VII of the 1964 Civil Rights Act as amended by the Pregnancy Discrimination Act of 1978. Under the new law, section 24-34-402.3 of the Colorado Anti-Discrimination Act, employers are prohibited from denying employment opportunities based on the need to make a pregnancy-related reasonable accommodation and from retaliating against employees and applicants that request or use a pregnancy-related accommodation. 

CU System Administration will not deny employment opportunities based on the need to make a pregnancy-related reasonable accommodation or retaliate against individuals who request or use a pregnancy - related accommodation. 

If you are an employment applicant or current employee and would like to access potential reasonable accommodations for conditions related to pregnancy and childbirth, please contact systemhr@cu.edu.

CU System Administration fully recognizes the rights and responsibilities afforded under the Family and Medical Leave Act ("FMLA"), applicable state and local family leave laws, and the Americans with Disabilities Act (ADA).

Pregnant employees may continue to work until they are certified as unable to work by their physician. At that point, pregnant employees are entitled to receive benefits according to CU System Administration's short-term disability insurance plan (if applicable). Finally, when an employee returns to work, she is entitled to return to the same or equivalent job with no loss of service or other rights or privileges. Additional resources are available, such as lactation rooms.

Pregnancy Accommodation Guidelines

Accommodations:

  • To request a reasonable accommodation, the employee should provide HR with documentation verifying the need for accommodations. The following forms should be submitted and will be utilized to assess the need for and duration of the accommodation(s):
  • Accommodations will be assessed on a case-by-case basis and may remain in place until the employee is no longer able to work. Once the employee returns to work, she should return to her duties as normal. Should the employee require a continuation of a pregnancy accommodation after childbirth, a request must be submitted along with supporting medical documentation to verify the need for and duration of the requested accommodation, provided under the Family and Medical Leave Act (FMLA)
  • Equipment and Furniture: Accommodations that require the purchase of an item (e.g. ergonomic equipment) will be purchased by Human Resources. Therefore, the equipment must be returned to the office once the employee is no longer able to work. Human Resources will be responsible for contacting the department and arranging for collection of the items.
    A request must be submitted along with supporting medical documentation if the employee requires the equipment post-pregnancy. Human Resources will assess this need as a disability accommodation. Should the employee like to use the equipment as a preference, the employee's department may be able to purchase the items from Human Resources at a used cost rate, pending availability.

Notice of Accommodations:

Upon approval of the reasonable accommodation(s), the employee and those who have a legitimate need to know will receive a notice of determination. The notice will inform the employee of the approved accommodation(s) and parameters for implementation, duration with an anticipated end date and the employee's right to request accommodations in the future.