Pregnancy and Parenting Policy

ATIXA Pregnancy and Related Conditions and Parenting Student Model for Higher Education

1. Non-Discrimination Statement

The University is committed to providing all students and employees with the opportunity to pursue and attain their individual goals related to admissions, employment, and educational programs or activities. This commitment includes students and employees who are pregnant, parenting, or experiencing pregnancy-related conditions.

The University prohibits differential treatment or discrimination against students and employees based on current, potential, or past parental, family, or marital status, or pregnancy or related conditions, as mandated by Title IX of the Education Amendments of 1972. This policy and its pregnancy-related protections apply to all pregnant persons, regardless of gender identity or expression.

This policy operates alongside the University's broader Equal Opportunity, Harassment and Non-Discrimination Policy, which governs the formal complaint and grievance process referenced throughout this document.

2. Definitions

• Familial Status. The configuration of one’s family or one’s role in a family.
• Marital Status. The state of being married or unmarried.
• Parental Status. The status of a person who, with respect to someone under 18 (or 18+ if incapable of self-care due to a disability), is a biological, adoptive, foster, or stepparent; a legal custodian or guardian; in loco parentis; or actively seeking custody, guardianship, visitation, or adoption.
• Pregnancy and Related Conditions. Pregnancy, childbirth, termination of pregnancy, or lactation; medical conditions related to any of these; or recovery from any of these. “Termination of pregnancy” includes miscarriage, stillbirth, or abortion, per 34 C.F.R. 106.
• Reasonable Modifications. Individualized changes to University policies, practices, or procedures that do not fundamentally alter the University’s education program or activity.

3. Student Pregnancy Disclosure

A student who is, or becomes, pregnant or has a related condition is strongly encouraged to notify the Title IX Coordinator as soon as possible, so the two can collaborate on a plan for continuing the student's education.

Any University employee who learns of a student's pregnancy or related condition — from the student or someone with legal authority to act on their behalf — must share the Title IX Coordinator's contact information and let the student know the Coordinator can help, unless the employee reasonably believes the Coordinator already knows.

Contact information for the University’s Title IX Coordinator (Orlando Campus, Tampa Site and University Housing) is as follows:

Chauna-Kaye Pottinger
Title IX Coordinator 
Human Resources and Compliance
AdventHealth University
671 Winyah Drive
Orlando, FL, 32803
Phone: 407-303-5526
Email: chaunakaye.pottinger@ahu.edu

The University’s Deputy Title IX Coordinator (Denver Site) is:

Katie Shaw
Deputy Title IX Coordinator
6061 S. Willow Drive, Suite 310
Greenwood Village, CO 80111
Phone: 303-765-6271
Email: katie.shaw@ahu.edu

Declaring a pregnancy is always voluntary. After notification, the Title IX Coordinator will contact the student to explain the University's obligations, including:

• Informing the student about the prohibition on sex discrimination, including sex-based harassment
• Offering reasonable modifications
• Allowing voluntary access to any separate and comparable portion of the University's programs
• Allowing a voluntary leave of absence for medical reasons, with reinstatement upon return
• Maintaining a Resolution Process for alleged discrimination
• Providing a private, clean lactation space (not a bathroom), shielded from view and free from intrusion

The Coordinator will also explain how to file a complaint for alleged discrimination, harassment, or retaliation.

4. Supporting Documentation

The University generally will not require documentation to support the items above, unless it is necessary and reasonable to determine which modifications to provide. Documentation is typically not required when:

• The need is obvious (for example, a bigger uniform)
• The student has already provided sufficient documentation
• The modification involves carrying water, a bigger desk, sitting/standing, or breaks to eat, drink, or use the restroom
• The request relates to lactation needs
• The same action is available to other students without documentation for unrelated reasons

The University will not require certification of physical ability to participate in a class, program, or activity unless the certified ability level is necessary, the University requires such certification of all participating students, and the information isn't used as a basis for discrimination.

5. Options After Student Pregnancy Disclosure

Continue in the Program
Discuss reasonable modifications with the Title IX Coordinator; agreed modifications are documented and signed by both the student and a University representative (Addendum A).

Voluntary Leave of Absence

• Not required — the choice is the student's, based on their licensed healthcare provider's recommendation
• Length varies by medical necessity and can be extended if needed
• Students may register as “on leave/inactive” to preserve eligibility for certain benefits
• Contact the Title IX Coordinator at least 30 calendar days before leave begins, or as soon as practicable
• An Education Plan (Addendum B) is discussed and signed
• International students should contact their international advisor immediately, since leave could require leaving the country
• Upon return, students are reinstated to their prior academic (and, where applicable, extracurricular) status, with the chance to make up missed work
• Scholarships, fellowships, and University-sponsored funding depend on registration status and the funding program's policies; students will not lose future eligibility for exercising rights under this policy
• The Title IX Office will advocate with financial aid agencies and external scholarship providers if leave affects eligibility

Withdraw from the University

A student may choose to withdraw, indefinitely or permanently. Standard withdrawal and readmission procedures apply.

6. Reasonable Modifications for Students

Students who are pregnant or experiencing related conditions are entitled to reasonable modifications identified through an interactive process with the student — provided the modification doesn't fundamentally alter the nature of the program.

Contact the Title IX Coordinator to discuss options. Modifications are voluntary — a student may accept or decline any offered modification — and may include:

• Breaks for lactation or pregnancy-related health needs (eating, drinking, restroom)
• Access to online education
• Intermittent excused absences for medical appointments
• Changes in course schedule or sequence
• Test rescheduling and coursework time extensions
• Counseling
• Physical space or supply changes, elevator access
• A larger uniform or required clothing/equipment
• Other changes determined by the Title IX Coordinator

For clinical rotations, performances, labs, and group work, the University will work with the student on an alternative path to completion where possible. In cohort-model programs, a medically necessary leave is sufficient cause to shift course order, substitute similar courses, or join a later cohort.

Pregnancy-related conditions that rise to a temporary disability under the ADA or Section 504 are eligible for reasonable accommodations like any other temporary disability. The Title IX Coordinator will consult with disability services to coordinate accommodations.

Information about a student's modification requests is shared with faculty and staff only to the extent necessary to provide the modification.

7. Reasonable Modifications for Employees

The University treats employee pregnancy or related conditions as any other temporary medical condition for job-related purposes, consistent with the Pregnant Workers Fairness Act, and provides accommodations as appropriate under existing leave policies.

Employees — including student-employees — who aren't eligible for leave under standard policy (insufficient leave time, or not yet employed long enough to qualify) may still qualify for pregnancy-related leave under Title IX, treated as an unpaid leave of absence for a reasonable period.

Employees who take Title IX leave must be reinstated to their prior status, or a comparable position, without negative effect on employment privileges or rights.

8. Student Parents

Students with caretaking responsibilities who wish to stay engaged in coursework while adjusting academic responsibilities — due to birth, adoption, or foster placement — may request an academic modification period within the first three months of the child entering the home. Extensions are available for medical necessity or extraordinary caretaking responsibilities.

During this period, academic requirements and deadlines are adjusted in collaboration among the Title IX Office, the student's academic advisor, and relevant academic department(s) — unless the student asks that their advisor be excluded.

In timed degree, certification, or credentialing programs, students may receive up to a three-month extension to prepare for and take preliminary/qualifying exams, and up to a three-month extension toward normative time to degree while in candidacy (where the University controls those deadlines). Longer extensions are available in extenuating circumstances.

Modified academic responsibilities can be requested regardless of whether a student also takes a leave of absence, and students retain registration and benefits while receiving them.

9. Lactation Spaces and Information

The University provides lactation stations across campus — private, clean spaces shielded from view and free from intrusion, and never a bathroom. Employees also receive reasonable break time to express milk or breastfeed.

Lactation spaces are located in the following locations:

Orlando Campus:

• Campus Center Building 133
• Anderson House

Denver Site:

• Suite 310, 3^rd Floor 

Tampa Site:

• Room 511, 5^th Floor

To use a lactation space, contact the Title IX Coordinator for your campus or instructional site. Locations may change; this document will be updated if they do. 

10. University Housing

A pregnant student's university housing status will not be altered based on pregnancy unless the student requests a change. To request a housing change related to pregnancy or a related condition, contact your Title IX Coordinator, who will coordinate with Housing on available options.

11. Non-Retaliation

The University prohibits retaliation against any student or employee for disclosing a pregnancy or related condition, requesting reasonable modifications, taking leave under this policy, or filing a complaint. Retaliation should be reported to the Title IX Coordinator and will be addressed through the University's Resolution Process.

12. Policy Dissemination and Training

This policy is shared with faculty and employees through annually required training and posted on the University website. New students are notified of this policy during orientation. The Title IX Office makes educational materials available to the University community to promote compliance and familiarity with this policy.

13. Questions or Concerns

Students and employees with questions about this policy, or concerns about how it's being implemented, should contact the Title IX Coordinator:

Chauna-Kaye Pottinger
Title IX Coordinator, Orlando, Tampa and University Housing  
Human Resources and Compliance
AdventHealth University
671 Winyah Drive
Orlando, FL, 32803
Phone: 407-303-5526
Email: chaunakaye.pottinger@ahu.edu
Website: www.ahu.edu/title-ix