This policy may apply to faculty and staff of Tufts University as well as employee applicants, vendors, contractors and visitors to campus.
Unlawful discrimination has no place at Tufts University (“University”). It violates the University’s core values, including its commitment to equal opportunity and inclusion, and will not be tolerated. Discrimination and harassment based on pregnancy or pregnancy-related conditions, including but not limited to childbirth, termination of pregnancy, or lactation, are prohibited by University policy and prohibited by Title IX.
The University will not refuse to hire a pregnant applicant or an applicant with a pregnancy-related condition because of the pregnancy or pregnancy-related condition (provided the applicant can perform the essential functions of the job with or without reasonable accommodation), nor will the University deny any employment opportunity or take adverse action against an employee because of the employee’s pregnancy, pregnancy-related condition, or request for reasonable accommodation.
The University will reasonably accommodate employees and prospective employees for pregnancy and pregnancy-related conditions, absent undue hardship for the University. It is contrary to University policy to deny an employment opportunity or take adverse action against an individual because of pregnancy or a condition related to pregnancy, provided that the individual is capable of performing the essential functions of their position, with or without reasonable accommodation. Adverse action against employees in retaliation against those who in good faith request or use reasonable accommodations is likewise prohibited.
There are a number of terms specific to the pregnancy-related accommodations process. Use the information below to better understand these terms.
A pregnancy-related condition can be during or after pregnancy. Examples include, but are not limited to, morning sickness and lactation.
The Americans with Disabilities Act (ADA), and Section 504 of the Rehabilitation Act, require Tufts University to provide appropriate and reasonable employment accommodations to employees with disabilities unless doing so would create an undue hardship, compromise the health and safety of members of the University community, or fundamentally alter the nature of the University’s employment or academic mission. The University engages in an interactive process with the employee to determine disability status and accommodation needs.
An action requiring significant difficulty, expense, and disruption (financial and administrative burden) or an action that would fundamentally alter policy and procedures, the nature of the job function, and/or the fundamental nature of the academic program at Tufts University.
The Accommodations Team is responsible for the interactive process for University employees as well as other ADA process issues and approvals for the University. The Accommodations Team also works closely with managers, supervisors, faculty affairs offices, Human Resources and Leave Administration personnel to arrive at reasonable accommodations for qualified employees with disabilities at the University. The Accommodations Team includes:
Jill Zellmer (email@example.com) is the Executive Director of the OEO and Title IX Coordinator and oversees the Accommodations Team.
The general email for all accommodations inquiries is Accommodations.OEO@tufts.edu.
While pregnancy and pregnancy-related conditions may not be considered a disability under the Americans with Disabilities Act (“ADA”), employees and prospective employees may be eligible for reasonable accommodations or services for pregnancy-related complications (such as serious health conditions) or other conditions that constitute a disability, including complications that arise postpartum or exacerbations of an existing impairment due to pregnancy.
To learn more about how to request a pregnancy-related accommodation, visit the Request Accommodations page.