Parenting Rights & Resources

The Office for the Prevention of Harassment and Discrimination coordinates modifications at Sonoma State for pregnant, parenting, and lactating students and lactating accommodations for employees. Accommodations related to pregnancy for employees will continue to be coordinated through the ADA Program.

Lactation Rooms

To request accommodations or for information on access for lactation rooms, please fill out the SSU Lactation Room Request Form.  Lactation rooms are located at Stevenson 2000L1 (between the restrooms on the 2nd floor) and on the back side of the Zinfandel building across from the Children's School.  Guests to the campus needing access to the rooms can contact OPHD via email or at 707-664-4140.

Students who are Pregnant, Parenting or Lactating

Title IX is a federal law that prohibits sex and gender discrimination — including discrimination on the basis of pregnancy and pregnancy related conditions — in the educational setting for all institutions that receive federal financial assistance.  As such, Title IX protects people who are pregnant, parenting or lactating from discrimination.  Here are some specific resources about our obligations in this regard:

• Pregnancy in College
• FAQ: Breastfeeding Students 
• Title IX Rights for Pregnant or Parenting Students

Requesting Modifications for Pregnant, Parenting, or Lactating Students

To request modifications or for information on reserving a lactation room, please fill out the SSU Lactation Room and Pregnancy Modification Request Form.  

What are “adjustments” or “modifications” for pregnant students or those with pregnancy-related conditions?

Title IX affords pregnant students and students experiencing pregnancy-related conditions the right to reasonable adjustments or modifications to their learning environment so they can continue with their academic progress.   The following list contains examples of modifications that may be available. Please note, modifications are granted on a case-by-case basis based on the student’s individualized needs.  Modifications must be reasonable, and they cannot be issued if they fundamentally alter the nature of the education program or activity (for example, a request to take a hands-on lab class remotely would likely not be a reasonable modification because it would fundamentally alter the nature of the class):

• Breaks during class to take care of pregnancy-related health needs, like eating, drinking, using the restroom, or expressing milk
• Excused absences to attend medical appointments
• Access to online or remote educational programs
• Changes in schedule or course sequence
• Extensions of time on coursework
• Rescheduling of tests and exams
• Allowing you to sit or stand
• Allowing you to carry water or keep water nearby
• Counseling
• Changes in physical space or supplies, like a larger desk or footrest
• Elevator access
• Protective gear, such as for science lab

If you request a pregnancy-related modification directly from a professor but are unsatisfied with the outcome (i.e. you and the professor disagree about the appropriate modification), please contact the Title IX Coordinator for assistance. 

Questions on modifications for pregnant, parenting, or lactating students can be directed to:

Office for the Prevention of Harassment and Discrimination (OPHD)
ophd@sonoma.edu

Julie Vivas
Associate Vice President, Title IX Officer 
Office for the Prevention of Harassment and Discrimination
(707) 664-2480

Employees who are Pregnant or Lactating

Federal and state law prohibit Sonoma State University from discriminating against pregnant or nursing employees.  Sonoma State is required to provide reasonable locations and break time for new parents who breastfeed.  Further, we cannot discriminate for employment purposes against pregnant or nursing employees.  Here are some online resources for supervisors:

• Map of State Protections for Employees who are Pregnant or Nursing 
• Break Time for Mothers
• Workplace Support in Federal Law for Break Time for Nursing Mothers 
• Pregnancy Discrimination (federal guidance)
• Break Time for Nursing Mothers under the FLSA

Summary of additional relevant CA state laws (Source: US Department of Labor):

The California Fair Employment and Housing Act prohibits employment discrimination on the basis of sex, which is explicitly defined to include discrimination on the basis of pregnancy, childbirth, breastfeeding, or related medical conditions. This law applies to employers with five or more employees, except religious non-profit organizations. Cal. Gov't Code §§ 12926, 12940.

Women temporarily disabled by pregnancy, childbirth, or a related medical condition are entitled to unpaid leave for as long as they remain disabled, up to four months. During that period, the employer must continue to provide the employee with the same level of health insurance coverage she received prior to taking leave. This law applies to employers with five or more employees, regardless of the worker's tenure or number of hours worked. Cal. Gov't Code § 12945(a)(1)-(2).

Employers are also required to make reasonable accommodations for employees who have work-related limitations stemming from pregnancy, childbirth or a related condition. This may include temporary transfer to a less strenuous or less hazardous position, if an employee so requests upon the advice of her health care provider. If the employer has a policy or practice of transferring temporarily disabled employees to less strenuous positions for the duration of their disability, the employer must do the same for its pregnant employees. Cal. Gov't Code § 12945(a)(3).

Employers cannot discriminate against women for breastfeeding or breastfeeding-related medical conditions. Cal. Gov't Code §§ 12926, 12940.

An employer must provide reasonable unpaid break time to a woman to express breast milk, unless doing so would seriously disrupt the employer's business. If possible, the break time must occur during the employee's ordinary break time. The employer must make a reasonable effort to provide the mother with a private space close to her work area, other than a bathroom, to express breast milk. Cal. Labor Code §§ 1030-1033.

Requesting Accommodations for Pregnant, Parenting, or Lactating Employees

To request pregnancy related accommodations for employees and/or explore parental leave, please contact:

To request access to the lactation rooms, please fill out the SSU Lactatation Room Request Form.