University policy

Effective January 2023, HOP 3-3021: Pregnant and Parenting Student Nondiscrimination Policy requires the University to provide support and resources to pregnant and parenting students, including guidance if they experience pregnancy or parenting discrimination. 

Title IX accommodations for those pregnant, nursing and parenting

Pregnant, nursing and parenting students are eligible for accommodations through the Title IX Office that support equal access to education and work and prevent discrimination. Students may reach out to the Title IX Office for help with accommodations to make up missed classes, complete missed coursework, keep them safe in the classroom, apply for leaves of absence, receive priority registration and other related support. 

Visit the Title IX pregnancy and parenting resource page for more information or contact the Title IX Support and Resources team to connect with a Case Manager.

COE policy

The College of Education offers accommodations for graduate students with children. These accommodations are available to full-time students (enrolled for at least nine credit hours each long semester and three hours in summer). It is the responsibility of a graduate student anticipating a birth or adoption to inform any of the following: their department chair, departmental Graduate Advisor, and/or program/research advisor (who will be in communication about the accommodation) as early as possible. If a student’s accommodations include performing duties away from campus, the student and supervising professor should review University guidelines regarding Flexible Work Arrangements, and if necessary, will be asked to complete a Flexible Work Arrangement Request Proposal.  

 1. Academic accommodations                      

 Eligible graduate students in the College of Education are allowed a one-semester extension of academic responsibilities required for the degree. These academic responsibilities include Coursework, Qualifying/Comprehensive Exams, Committee Meetings, Presentations/Publications, and any other required academic milestones.

These responsibilities can be postponed either during or immediately following the semester in which the student’s child is born or adopted. After the accommodation period, students are expected to resume progress toward degree completion.

2. Teaching Assistant (TA) and Assistant Instructor (AI) accommodations

New parents may request TA appointments with duties that can be done in flexible environments and on flexible schedules, e.g., generating or proofreading exams, homework sets, or exam review materials; preparing detailed solution keys to problems; grading or grade-book maintenance; and assisting students with course content through email correspondence. Students should check with their departmental Graduate Advisor and program advisor regarding TA positions appropriate for their particular situations. The College of Education strongly encourages flexibility for supervisors of TAs regarding specific duties within the semester that the student anticipates the birth or adoption of a child. The student and Graduate Advisor (or other supervisor) should agree to review these TA duties on a periodic schedule to ensure that work is being completed in a timely and satisfactory manner.

3. Graduate Research Assistant (GRA) accommodations

With modifications and a plan agreed upon with the supervising faculty member/researcher, graduate students may be able to execute research duties following the birth or adoption of a child. Modified duties should be agreed upon by the supervising faculty member/research and student and may include the following: scholarly research and literature compilations, data processing and analysis, scientific writing, or preparation of other scientific communication materials.

4. Parental Leave

In some cases, a complete break from all employment may be most appropriate for new graduate student parents. Benefits-eligible graduate student employees who continue to meet eligibility requirements for employment are entitled to Parental Leave of up to twelve weeks following the birth of a child or an adoption or foster-care placement of a child under age three (this leave is unpaid). Unless the student qualifies for the federal Family and Medical Leave Act (FMLA), employee health insurance premium sharing is unavailable for any full month of leave (see the Human Resources Parental Leave webpage).  Students may also direct questions about Parental Leave and FMLA leave to the Human Resources Service Center at hrsc@austin.utexas.edu or 512-471-HRSC (4772).

Additional information

• As with all academic employee appointments, future financial support is contingent upon satisfactory academic progress evaluated by the departmental GSC and supervising faculty member/researcher, and satisfactory job performance as evaluated by the employing unit.

• International students may have to satisfy additional obligations and should contact Texas Global for further information.

• In the event that a student’s request for accommodation is denied, the student may appeal to the Associate Dean for Research and Graduate Studies. The Associate Dean for Research and Graduate Studies will investigate the appeal in coordination with the COE Human Resources staff and the Graduate Advisor or HR Partner in the student’s supervising department.

• If a student’s medical condition indicates that additional accommodations may be necessary, they should contact Services for Students with Disabilities (SSD ) and Disability Resources to determine what additional accommodations are reasonable.

Please send suggested additions to this page and notifications about broken links to COE-HR@austin.utexas.edu.

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