Pregnancy and Parenting Resources

Students experiencing pregnancy (including termination) or parenting-related issues are entitled to reasonable assistance or adjustments, like individuals with short-term or temporary disabilities. These measures ensure students are not disadvantaged in their studies, research or work.

If you have concerns regarding how a request for consideration was handled, please consult the Equity Compliance Office (ECO) to resolve the matter. You may submit a report online or schedule an appointment by calling 937-229-3622. The Equity Compliance Office provides an avenue for appeals or grievances after the interactive process has been utilized; they are also available to provide guidance on how to initiate the adjustment process.

Yes. Because breastfeeding and pumping are conditions related to pregnancy, the university provides reasonable accommodations for students who need to express milk on campus.

Lactation rooms are available in various buildings across campus. Please visit the Women's Center for a full list of locations and the usage agreement. Except for Alumni Hall, each room is equipped with a refrigerator for breast milk storage.

Childcare needs resulting from medically necessary complications immediately following childbirth are considered excused absences, allowing you to make up any missed work.

More generally, the university encourages instructors to offer reasonable flexibility to parenting students to ensure continued access to education. If you experience a childcare emergency, please communicate with your instructor as soon as possible to arrange a timeline for making up assignments or tests.

Planning for backup care can help reduce stress when a sitter cancels or daycare closes. We recognize that backup care is not always possible. Please visit the Women's Center to review resources that may be helpful in these situations.

Yes. The university must excuse absences due to pregnancy and related conditions. This includes absences for labor, delivery, recovery and prenatal appointments.

Notably, pregnancy-related absences must be excused even if the university does not typically excuse absences for other medical conditions. These absences are protected for as long as your doctor deems medically necessary. Upon your return, the university must reinstate you to the same academic status you held before your absence began. Please note that the university may require a doctor's note, but only if the same requirement is applied to students with other medical conditions.

No. You cannot be penalized for pregnancy or related conditions. If an instructor awards points based on class attendance, they must provide you with a reasonable opportunity to earn back the credit missed during your absence. Furthermore, they must return you to the academic status you held before your absence began.

Yes. If you miss class for pregnancy-related reasons or childbirth, the university must provide you with an opportunity to make up the missed work. For example, if a doctor orders bed rest, your instructors may provide assignments electronically or allow you to review recorded lectures online.

Regardless of the format, the university must provide the information and materials necessary for you to complete the work you would have finished had you been in class. For an extended absence, it is best practice for instructors to provide missed work on a regular basis to ensure you do not fall behind.

While UD faculty generally have or maintain autonomy over their classroom policies, they must comply with federal law and university policy. Title IX requires the university to ensure that all faculty and staff provide reasonable adjustments and do not discriminate against pregnant or parenting students.

If a specific course policy conflicts with Title IX requirements, the university is obligated to intercede and ensure the student is accommodated. If you encounter a situation where a syllabus policy is being applied in a way that disadvantages you due to pregnancy or parenting, you should contact the Equity Compliance Office.

The decision of when to return to campus rests solely with you and your medical provider, not the university. While UD must excuse absences for as long as your doctor deems medically necessary, no administrator or faculty member can compel you to take more leave than you desire—even if they believe it is in your best interest.

Furthermore, university policy prohibits any rule that bars students from returning to class for a predetermined period following childbirth. If you feel you are pressured to stay away from your studies or research against your will, please contact the Equity Compliance Office.

Yes. You have the right to participate in all aspects of your educational program, including experiential learning opportunities. The university cannot deny you access to labs, research, clinical placements, or "work in the field" simply because you are pregnant or parenting.

Your program may only require a doctor's note for continued participation if it applies the same requirement to all students with other medical conditions. Furthermore, if your medical provider provides documentation clearing you for participation in a specific program or rotation, the university must respect that medical judgment and cannot "second guess" the decision.

Note: If your internship or placement is hosted by an external organization, the Equity Compliance Office and your department chair will work with that partner to ensure your Title IX rights are upheld.

UD medical staff makes the final decision on medical clearance for all student-athlete participation. In making this determination, UD medical staff will consult with your personal doctor. Please note that coaching staff and the broader Athletics Department do not have the authority to unilaterally decide your fitness to play.

At UD, your financial aid and athletic eligibility are protected during pregnancy. Under title IX, the university is prohibited from reducing or canceling your scholarship due to pregnancy or related conditions. Additionally, in alignment with NCAA regulations, pregnant student-athletes are granted specific protections, such as the preservation of their athletic aid and eligibility for an extension of their five-year clock.

Currently, the University of Dayton does not provide on-campus childcare. However, UD is committed to supporting parenting students through other resources:

• The Women’s Center: The Women's Center maintains a list of local childcare providers and can offer guidance on community-based resources.
• Off-Campus Options: There are several childcare facilities located near the UD campus and in the greater Dayton area. Students may be eligible for state-funded programs like Publicly Funded Child Care (PFCC) through the Ohio Department of Job and Family Services. Learn more about federal programs or the CCAMPIS (Child Care Access Means Parents in School) grant program.
• Financial Assistance: You are encouraged to speak with Flyer Student Services to see if your childcare expenses can be factored into your "Cost of Attendance," which may increase your eligibility for certain types of financial aid.

When you are a GA, you aren't just a student; you are also a university employee. This means that while Title IX protects your right to continue your education without being penalized for pregnancy, Title VII and the Pregnancy Discrimination Act (PDA) step in to protect your job.

Think of it this way:

• As a student, the school cannot kick you out of your program or take away your scholarship because you are expecting.
• As an employee, your department cannot fire you or treat your assistantship differently than they would any other medical condition. If a GA who broke their leg is allowed to work from home or take a week off, you must be granted at least that same level of flexibility.

Under federal law, the university must allow you to take leave for as long as your doctor determines it is medically necessary. However, there is a nuance you should be aware of:

• Academic Leave: Title IX generally only excuses you from class for the duration your doctor deems you physically unable to attend.
• Work Leave: As a university employee, you may qualify for Parental Leave through UD’s Human Resources policy. This policy might allow you to stay away from your GA work duties for longer than the strictly medical recovery period.

Whether your maternity leave is "paid" (meaning your stipend continues) often depends on specific university policy and the nature of your contract. While the PDA prevents you from being fired, it doesn't always guarantee a paycheck if the university's standard policy for short-term disability is unpaid. This is why your first stop should always be Human Resources to see which specific parental leave bracket you fall into.

The short answer is no. Under Title IX, it is illegal for a university to evict you from on-campus housing simply because you are pregnant. Doing so would be considered a form of sex-based discrimination. However, navigating housing once the baby arrives becomes a bit more complex.

Federal law protects you, but it doesn't currently require universities to provide housing for your family. Most traditional dorms are designed for students only, and their safety codes or housing contracts often prohibit infants or non-student residents.

This creates a bit of a "housing puzzle" that you’ll need to solve:

• During Pregnancy: You have every right to stay exactly where you are.
• After Birth: You may need to move to a different type of campus housing. Many schools, including the University of Dayton, offer specific Family Housing units or university-owned apartments that are designed to accommodate parents and children.

If your current housing becomes difficult to navigate during your pregnancy—for example, if you live in a third-floor walk-up and are experiencing mobility issues—the university is required to provide reasonable accommodations. This might mean moving you to a ground-floor unit or a room closer to campus facilities to ensure you can continue your studies comfortably.