The University of Wisconsin–Madison is committed to creating an equitable, accessible and inclusive university experience for everyone. Various civil rights laws and university policies provide for reasonable accommodations based on an individual’s circumstances, experiences and needs.
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Disability Accommodations
In compliance with the Americans with Disabilities Act (ADA) and other disability nondiscrimination laws, UW-Madison provides specific processes for employees, job applicants, students, academic program applicants, program participants, and visitors or guests to request a reasonable accommodation. Visit Reasonable Accommodations and Appeals Information for more information.
Pregnancy Accommodations
In compliance with the Pregnant Workers Fairness Act and Title IX of the Education Amendments Act of 1972 (Title IX), UW-Madison provides reasonable accommodations based on pregnancy and pregnancy related conditions (including labor, childbirth, termination of pregnancy and lactation).
Employees seeking pregnancy accommodations should speak with their Divisional Disability Representative (DDR) or contact the Employee Disability Resources Office.
Students seeking pregnancy accommodations should email an Office of Compliance Case Manager.
Notes for Students:
Each accommodation will be granted based on the individualized needs. Requests to keep water or food nearby, frequent trips to the bathroom, ability to sit, access to a larger desk or elevator access are assumed to be reasonable. Other reasonable accommodations that may be available:
- Absences for pregnancy-related appointments, labor, childbirth, and physical recovery.
- Breaks to express breast milk, or attend to health needs such as eating, drinking, or using the restroom.
- Adjustments to the educational setting, such as more frequent opportunities to sit or rest, or avoid unsafe substances in a lab.
Additionally:
- Students needing pregnancy accommodations will not be required to submit a doctor’s note unless the instructor requires a doctor’s note from all students who have a physical or mental health condition requiring treatment or a hospital stay.
- Pregnant students should not be excluded from programs or activities based on assumptions about the student’s abilities, limitations, health or safety. Necessary accommodations are determined by the student and their doctor.
- Pregnancy accommodations should be treated in the same manner and under the same policies as any other temporary medical conditions
Title IX Accommodations (sexual harassment and sexual violence)
Title IX also requires the university provide reasonable accommodations for those who have experienced sexual harassment or sexual violence.
Students seeking Title IX accommodations can review their student support options.
Employee support resources are also available.
Anyone can email the Office of Compliance Case Manager to make a request or to consult regarding a request they have received. Students may also request an accommodation through the Office of Student Assistance and Support (OSAS) (formerly the Dean of Students Office) or UHS Survivor Services.
Religious Accommodations
Title VII of the Civil Rights Act of 1964 prohibits discrimination by employers against their employees based on religion (as well as sex, race, color and national origin), and requires providing religious accommodations for employees in certain circumstances. If you want to request a religious accommodation (such as leave or an adjustment in required apparel), speak with your supervisor or contact your divisional Human Resources team. Email the Office of Compliance Case Manager if you have questions or concerns.