Americans with Disabilities Act (ADA)

The University of Alabama Huntsville is committed to nondiscrimination and employment of qualified individuals with physical and mental disabilities in accordance with the Americans with Disabilities Act (ADA). An individual is considered to have a disability if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment.

The ADA prohibits discrimination against a qualified individual with a disability in employment practices such as job application procedures, hiring, promotion, discharge, compensation, training, benefits and other conditions of employment. A qualified individual is one who can perform the essential functions of his or her job with or without a reasonable accommodation. The ADA also requires that employers provide reasonable accommodations to qualified individuals with known disabilities. A reasonable accommodation is designed to assist an employee in the performance of his or her job without placing an undue hardship on The University or posing a direct threat to the employee or to other individuals.

Employees should complete the Request for Work Accommodations to formally submit a Medical Accommodation Request. Medical certification to support the request is required to make an approval determination.


The University of Alabama Huntsville is committed to nondiscrimination on the basis of pregnancy, childbirth, or related medical conditions. UAH will provide a welcoming, accessible, and inclusive environment for pregnant and parenting employees. Reasonable accommodations may be provided for a pregnant employee’s known limitations – specifically, any physical and/or mental conditions related to, affected by, or arising out of pregnancy, childbirth, or other pregnancy-related medical conditions – unless the requested accommodations are unreasonable and/or would pose an undue hardship on the University’s operations. For more information on how to request a reasonable accommodation related to physical and mental disabilities.

Pregnant Workers Fairness Act (PWFA)

The PWFA requires covered employers to provide reasonable accommodations to a worker's known limitations related to pregnancy, childbirth or related medical conditions, unless the accommodation will cause the employer an undue hardship. Reasonable accommodations are made available to help apply for a job; to perform a job; to enjoy equal benefits and privileges of employment; and to temporarily suspend the performance of an essential function of a position, if certain conditions are met. Below are some examples of reasonable accommodations under the PWFA:

  • Job restructuring
  • Part-time or modified work schedules
  • More-frequent breaks
  • Unpaid leave, including to attend health care-related appointments and to recover from childbirth
  • Assignment to light duty
  • Telework

UAH will not require an employee to accept an accommodation without a discussion about the accommodation between the worker and the employer; deny a job or other employment opportunities to a qualified employee or applicant based on the person's need for a reasonable accommodation; require an employee to take leave if another reasonable accommodation can be provided that would let the employee keep working; retaliate against an individual for reporting or opposing unlawful discrimination under the PWFA or Interfere with any individual’s rights under the PWFA.

Important Links

Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP)

The PUMP Act broadens workplace protections for employees to express breast milk at work. Nursing employees have the right to reasonable break time and a place, other than a bathroom, that is shielded from view to express breast milk while at work. Employees have the right to take reasonable break time to express breast milk for their nursing child for one year after the child’s birth. An employer may not deny a covered employee a needed break to pump.

Non-exempt, hourly paid employee who already receives paid break time(s) in the course of regular employment may use this time to pump. They will continue to be paid in the same way as other non-exempt, hourly paid employees are paid for breaks. All other breaks for pumping are not paid (unless an employee is performing duties during the break). Exempt, salaried employees will continue to be paid during reasonable break time(s) to pump. Supervisors may not define the number of break(s) or duration of time a nursing mother needs to pump at work, if the request is reasonable. It’s recommended that any nursing mother notify their supervisor in advance of returning to work of any request for reasonable break time(s) to pump or otherwise express breast milk so appropriate arrangements can be made.

The University of Alabama in Huntsville provides lactation rooms to support nursing mothers returning to work, school, or campus. Each room offers a clean, secure, and private space for women who need to express breast milk during their time on campus. All of the rooms are equipped with a table, chair, and lock from the inside.

Learn more about UAH Nursing Room locations here: UAH - Human Resources - Nursing Mother's Room.