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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.

As a recipient of federal funding, and in adherence to Title IX of the Education Amendments of 1972, the College prohibits discrimination on the basis of sex, including discrimination based on a student’s or employee’s current, potential, or past parental, family or marital status, including current, potential, or past pregnancy or related conditions (including without limitation childbirth, loss or termination of pregnancy, and lactation).

This policy applies to all 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.

A copy of this policy shall be made available to faculty, staff, and employees on the College website. The College shall alert all new students to this policy and the location of this Policy. The Title IX Office shall make educational materials available to all members of the College community to promote compliance with this policy and familiarity with its procedures.

Questions about this policy should be directed to the Title IX Coordinator on the appropriate campus.

Policy Statement

The College prohibits discrimination against a student based on pregnancy, childbirth, false pregnancy, termination of pregnancy, or recovery from any of these conditions. The College shall not apply any rule related to a student’s parental, family, or marital status that treats students differently based on their sex.

The College shall not exclude a pregnant student from participating in any part of an educational program. This prohibition applies to academic courses, extracurricular programs, and opportunities for student leadership, among other activities.

Responsibilities of the College

• To notify students and employees of their rights under Title IX and this policy when disclosure of pregnancy or related condition occurs.
• To make reasonable modifications to the policies, practices, or procedures of the College, based on the student or employee’s individualized needs. Reasonable modifications may include, but are not limited to:
  • Breaks to express breast milk or breastfeed.
  • Attending to health needs associated with pregnancy or related conditions, including eating, drinking, or using the restroom.
  • Intermittent absences to attend medical appointments.
  • Changes in schedule or coursework.
  • Extensions of time for coursework and assignments, and rescheduling of exams.
  • Flexibility to sit or stand as needed.
  • Counseling.
  • Changes to physical space or supplies.
  • Relocation of classes or office, if not accessible.
• For students, to allow a voluntary leave of absence to cover, at minimum, the period of time deemed medically necessary by the student’s licensed healthcare provider. Upon return, the student must be reinstated to the academic status and, as practicable, to the extracurricular status that the student held when the voluntary leave began.
• For employees, to allow for a voluntary leave of absence under applicable policies or unpaid leave if the employee is not eligible for paid leave. 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.
• To provide lactation space, which cannot be a bathroom, that is clean, shielded from view, free from intrusion, and may be used as needed.
• To prevent the unauthorized disclosure of personally identifiable information that the College obtains in the course of complying with Title IX regulations.

Documentation

The College may not request documentation before providing reasonable modifications unless the documentation is necessary to take specific action not typically provided to other students or employees in similar circumstances. For example, documentation is not required when a modification is obvious (for example, providing a larger sized uniform), allowing the person to carry water or food, to use the restroom, or other similar modifications.

The College may not require certification from a healthcare provider to allow for participation in any program or activity of the College unless such certification is required from all participants or is otherwise necessary to determine participation.

Reasonable Accommodations for Pregnant and Parenting Students

Students and employees with pregnancy-related disabilities, like any student or employee with a short-term or temporary disability, are entitled to reasonable accommodations. Students and employees are encouraged to seek accommodations as soon as they are aware they are pregnant or may need an accommodation. No artificial deadlines or time limitations will be imposed on requests for accommodations, but the College is limited in its ability to impact or implement accommodations retroactively.

Students may not receive any accommodations that lessen or alter essential course requirements. Essential requirements vary from course to course, so what may be possible to support in one class may not be feasible in another class. The College will collaborate closely with the student and their instructors to determine which course completion options are viable in a particular semester.

Employees may not receive accommodations that fundamentally alter the essential functions of the position.

Prohibition of Harassment and Retaliation

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 Title IX Sex-based Harassment and Discrimination Policy.