Spot the Issue
Welcome to “Spot the Issue” where we talk about various institutional topics. It’s not about knowing everything, but it is about knowing what to look for and what to do when you spot it. By learning more about these topics, you can help us build a culture of compliance and community for our institution.
Below are the latest topics that have appeared in “Spot the Issue.” For additional information and resources, or to report an incident or file a complaint, please visit the Institutional Compliance homepage.
- Highlighting Protections and Resources for Pregnant Employees
What is protected?
The University of Texas at Dallas (“UTD” or the “University”) is committed to creating an accessible and welcoming environment for employees. Therefore, the University prohibits discrimination based on sex, including discrimination against University employees who are pregnant or have pregnancy-related conditions, such as pregnancy, prenatal doctor appointments, childbirth, false pregnancy, miscarriage, termination of pregnancy, or recovery from any of these conditions. Harassment based on an employee’s pregnancy, pregnancy-related condition, or breastfeeding is also prohibited. Some examples of conduct related to pregnancy or parenting status that may amount to harassment include:
- Sexual comments or denigrating jokes about a pregnancy;
- Comments about an individual’s intellectual commitment to their profession based on their pregnancy or parenting status;
- Spreading rumors about sexual activity; or
- Withholding or threatening to withhold academic benefits due to pregnancy or parenting status.
University employees are prohibited from retaliating against other employees for exercising the rights articulated by UTDBP3090 (Nondiscrimination), UTDBP3102 (Sexual Misconduct Policy), and UTDBP3100 (Policy for Reasonable Accommodations).
To report an incident or file a complaint, please visit the Institutional Compliance website.
How do accommodations work for pregnancy or pregnancy-related conditions?
Employees may request accommodations based on general pregnancy needs or accommodations based on a pregnancy-related condition. Accommodations are handled on a case-by-case basis and depend on medical need and work requirements. To request an accommodation or for additional information, please contact Employee Relations at employeerelations@utdallas.edu.
What types of lactation support are available to employees?
The University provides reasonable break times for employees who wish to express breast milk on campus. UTD is also committed to providing private places, other than a bathroom, to employees who wish to express breast milk on campus. UTD, therefore, provides access to lactation rooms for employees to use while working on campus. The public listing of lactation spaces is available on the LilyPad locations map and in UTD’s Pregnancy and Parenting Resources Guide. If, however, a designated lactation room does not meet the specific needs of an employee, the employee may contact the Office of Human Resources to discuss alternative accommodations or options to meet the employee’s needs.
Can an employee take a leave of absence due to pregnancy or pregnancy-related conditions?
For reasons relating to an employee’s pregnancy, childbirth, or a resulting medical status or condition, an employee may be eligible to take a leave of absence from work. Employees wishing to take a leave of absence due to pregnancy or a pregnancy-related condition may contact the Human Resources Leave Administration Manager at loa@utdallas.edu.
Where can I find additional information?
In addition to the resources provided above, employees may be eligible to receive additional pregnancy and parenting-related protections and resources. For more information about other protections and resources, please see UTD’s Pregnancy and Parenting Resources Guide located on the Office of Institutional Compliance (OIC) website, or contact Employee Relations at employeerelations@utdallas.edu.
