Students are permitted to use the mothering rooms mentioned above.
If a student or employee has any difficulty utilizing the spaces provided, she should contact the Office of Civil Rights Compliance at 662-325-5839 or at titleix@msstate.edu to discuss her specific circumstances.
In Mississippi, a mother may breast-feed her child in any location, public or private, where the mother is otherwise authorized to be, without respect to whether the mother's breast or any part of it is covered during or incidental to the breast-feeding.
MSU is required to provide reasonable break time for an employee to express breast milk each time the employee has a need to pump at work, for one year after the child’s birth.
As with other breaks under the Fair Labor Standards Act (FLSA), the nursing employee must be completely relieved from duty, or the time spent pumping must be counted as hours worked for the purposes of minimum wage and overtime requirements.
If you are a supervisor and you receive request from an employee for a job-related accommodation related to pregnancy or childbirth, you are required to make reasonable accommodations provided they do not present an undue burden or fundamentally alter the nature of the job.
If you are an instructor and have received a pregnancy- or childbirth-related accommodation request from a student, or from the Office of Civil Rights Compliance or Disability Resource Center on behalf of a student, you are required to make reasonable accommodations provided they do not present an undue burden or fundamentally alter the nature of the course or program.
That depends on your status and the specific concern you seek to address.
When possible, it is best to seek pregnancy accommodations as soon as you and your physician foresee likely issues, even if they do not yet impose major limitations. While an accommodation generally should not be utilized until it is actually necessary, advance notice of likely issues can allow the university to pre-approve an accommodation and inform the necessary faculty or staff to ensure a smoother transition if and when they arise.
University employees who qualify for FMLA coverage are entitled to up to twelve weeks of unpaid leave per year for various qualifying events, which include the care of a newborn child –or newly placed adopted or foster child—for up to one year after birth or placement. Additionally, covered employees may take FMLA leave to care for immediate family members, including but not limited to minor children, who have serious health conditions.
In many cases, yes.
First, the university will not exclude a person from participation in any program or activity on the basis of pregnancy, childbirth, or related issues. Where a person seeks leave of absence or other accommodations related to pregnancy or childbirth, the university will treat that request the same as any other request for accommodation of a temporary disability.
Yes. Mississippi State students and employees are protected from discrimination in employment, academics and other programs by university policies and by federal laws.