• Disability Accommodations- Students
• It is possible some individuals who are pregnant and/or have related conditions may need a disability accommodation, even if just temporarily.
  
  The Student Disability Center (SDC) is the campus unit designated to receive requests for accommodation, approve services, and coordinate support for students with disabilities to create equitable access to the University’s educational programs. 
  
  For more information on SDC, please see their website.
• Disability Accommodations- Employees
• It is possible some individuals who are pregnant and/or have related conditions may need a disability accommodation, even if just temporarily.
  
  Disability Management Services (DMS) helps employees and their supervisors/managers explore possible reasonable accommodations that allow employees to continue performing their essential job functions. 
  
  For more information on DMS, please see their website.
• Lactation Support Program
• The Lactation Support Program (LSP) provides university affiliates (all undergraduate students, graduate students, professional students, medical residents & fellows, staff, faculty, and academic employees) and their partners with lactation consultations, support group meetings, and the use of hospital grade breast pumps located in over 50 lactation sites on the UC Davis campus and nearly 30 at UC Davis Health. Community members are able to attend our classes and support groups focused on lactation.
  
  For more information on this resource, please go to LSP website.
• Leave Options- Students
• There are many options (e.g., part-time student status, maternity leave for graduate students, priority registration) for leave and support dedicated to pregnant and parenting students. 
  
  For more information, please see this webpage.
  
  To highlight one, Planned Educational Leave Program (PELP) allows any continuing undergraduate or graduate level student to temporarily suspend academic work at UC Davis during the academic terms (Fall, Winter, and Spring only). For more information on this program and how to apply, please see the following website.
• Leave Options- Employment
• Sometimes employees may need to take a leave of absence from their UC job, including for pregnancy or other related conditions. Regardless of the reason for your leave, there are steps you should take to help ensure UC knows your intent and that you continue to be covered by any benefits for which you are eligible. 
  
  For more information on those steps and your leave options, please see the UC website on leave options.
• Student Parent Resources

• A collection of student services departments, led by the Transfer and Reentry Center and the Women's Resources and Research Center, offer a breadth of programs and resources to support the approximately 1,000 undergraduate, graduate, and professional students who are parents.  
  
  Offerings include a biweekly newsletter, CCAMPIS (Child Care Access Means Parents in School) participation for discounted spots at the on campus Early Childhood Lab School, family activities, outreach to faculty members, individual consultations, and referrals to on and off campus resources (child care grants, child care providers, lactation program, Student Housing, Campus Recreation Youth Programs, CalWORKs, Aggie Compass, local school districts, etc.).  
  
  For more information, visit the Student Parent Resources website or send a message to studentparent-wg@ucdavis.edu.
  
  The website also includes a page explicitly for expecting and new parents.

• UC Website for Employees Expecting a Baby
• UC is committed to helping pregnant employees understand everything they need to know about taking time off work, enrolling a new child in benefits, and the resources UC offers to help employees take care of themselves and their growing family. For more information, please see this webpage.
• Women's Resource and Research Center Resources
• The WRRC offers a number of free resources (e.g., Student Parent Closet, free books, etc.) focused on supporting student parents and their families. You can learn more about these resources on their website. 

Employee Obligations

As an employee you have some obligations as it relates to when:

• A student who discloses to you directly that they are pregnant or have a related condition
• All employees must provide that person with:
  
  1. the Title IX Officer's contact information (Wendi Delmendo, wjdelmendo@ucdavis.edu, 530-752-9466) or HDAPP's contact information (hdapp@ucdavis.edu, 530-747-3864) and
  
  2. Explain that the Title IX Officer with the assistance of the HDAPP Office: 
  (A) Responds to reports of sex discrimination including discrimination or harassment based on pregnancy or related related conditions, and 
  (B) Can be a resource to help ensure the student’s equal access to the University’s programs and activities.
  
  The obligation exists unless:
  1. The employee reasonably believes that the Title IX Officer has already been notified 
  2. The employee does not directly receive this information from the student.  For example, if the employees overhears two students talking to each other about their pregnancy while packing up their belongings this is not something that would trigger the employee to provide this notice to the student(s).
• A student discloses that they are experiencing discrimination and/or harassment on the basis of pregnancy or other related conditions
• All employees must promptly forward student reports of concerns of discrimination or harassment to HDAPP. For reporting methods, please explore our website.
• A staff or faculty member discloses that they are experiencing discrimination and/or harassment on the basis of pregnancy or other related condition
• Managers, supervisors, department chairs, human resources personnel, academic personnel coordinators, and student conduct coordinators must promptly forward all reports of harassment or discrimination to HDAPP. For reporting methods, please explore our website.

For more information on responsible employee obligations, please see our website on responsible employees.