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Pregnant and Parenting Employees

UC Merced is committed to ensuring an inclusive and accessible environment for pregnant and parenting employees.  Title IX of the Education Amendments of 1972 and Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of sex – including pregnancy, pregnancy-related conditions, and parental status – in employment.  The Pregnant Workers Fairness Act requires the University to provide a reasonable accommodation for pregnancy, childbirth, or related medical conditions unless the accommodation will cause an undue hardship.  The PUMP for Nursing Mothers Act (PUMP Act) provides the right to receive break time to pump and a private place to pump at work.   

UC Merced will provide reasonable pregnancy-related modifications and accommodations to ensure a pregnant employee has equal access to University employment.  

A parenting employee is someone who is (or will soon be responsible for) providing for a child of any age.  They may be a biological parent, stepparent, unmarried co-parent, adoptive parent, foster parent, guardian, grandparent, extended family member, or sibling caregiver. 

How to Request Pregnancy or Parenting Modifications 

Faculty and staff who want to request a reasonable accommodation or modification related to pregnancy or a related condition should contact UC Merced Disability Management Services.  The Disability & Accommodations Consultants act as an intermediary for the employee and supervisor to determine what accommodations or modifications are reasonable and likely to enable the performance of essential functions.      

For Senate Faculty, many supports (leaves, duty modifications, and resources) are available for those who are new or expectant parents, parenting, or caregiving. The Academic Personnel Office will have information about leaves and duty modifications. 

Resources for Employees