Wesleyan University provides the following accommodations, as required by federal or state law, or good business practice.

Americans with Disabilities Act

It is the policy of Wesleyan University to comply with all federal and state laws concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC). Furthermore, it is the University policy not to discriminate against qualified individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. Employees who would like to request an ADA accommodation should contact Human Resources for the full University Policy. Read the full ADA Policy.

Pregnancy Leave and Accommodation

Employees and applicants with needs related to pregnancy, childbirth, or related conditions (including, but not limited to, lactation and fertility treatment), may request a reasonable accommodation to enable them to perform their job. The University will provide a reasonable accommodation unless the accommodation would impose an undue hardship on the University's business operations. 

Religious Accommodations 

The Wesleyan University community is enriched by individuals of many faiths who have various religious observances, practices, and beliefs. In affirming this diversity, it is our policy and practice to provide religious accommodations for employees unless the accommodation would create an undue hardship to the department or to the University. Employees may request a religious accommodation via their immediate supervisor or by contacting Human Resources.

Nursing Mother Breaks

In accordance with Connecticut law, nursing mothers may express breast milk or breastfeed during their regularly scheduled meal or break periods. The University will make reasonable efforts to provide employees with the use of a private place near their work area, other than a toilet stall, to express milk or breastfeed. Employees should discuss with their supervisor or a Human Resources representative the location in which to express their breast milk and store expressed milk and to make any other arrangements under this policy. The University reserves the right not to provide a private location for expressing breast milk if doing so would impose an undue hardship on the University's operations.

The University will not discriminate against, discipline, or otherwise take adverse action against an employee because she has elected to exercise her rights with regard to breastfeeding and/or expression of breast milk.