Contents
Academic Considerations for Students who Nurse after Childbirth
It is recognized that some women will choose to nurse after childbirth, and Metropolitan State University of Denver is committed to creating a supportive environment for nursing mothers that includes lactation facilities on campus. A summary of the on-campus lactation facilities listed by building and an explanation of how to access these spaces is provided at the end of this policy. The locations can also be found at this URL: http://www.msudenver.edu/women/services/lactationspace/. Note that refrigeration services are generally not available and that students should plan accordingly.
Students who choose to nurse after childbirth are responsible for considering the following recommendations when selecting classes during the semester(s) in which expressing (pumping) milk will occur.
- Schedule classes that meet for no more than two hours at a time.
- Schedule classes that are not back-to-back to ensure ample time between classes for pumping to occur.
- Allow enough time between your work schedule and classes to ensure ample time for pumping prior to the beginning of class.
- Consider on-line courses if this mode of instruction fits better with your pumping needs.
- Be aware that there is a higher percentage of summer semester courses (compared with fall and spring semester courses) that are longer in length, and that certain summer semester courses may not be suitable choices.
The university supports a mother’s choice to nurse; however, the requirements associated with each mother’s circumstance can vary significantly. It is the student’s responsibility to make the right course selection using the above guidelines in order to avoid missing class time and interrupting the learning process.
In general, the university and its faculty expect that students choosing to nurse will plan ahead as is outlined in this document so that the ongoing academic mission of the institution is not interrupted. A critical component for successful learning is class attendance, and in some classes, active course participation is also an important factor. For this reason, students who are expecting to nurse after childbirth are responsible for designing their class schedule in a manner that does not interfere with the allotted instruction time for any of their registered courses.
For any anticipated unique exceptions in which class instruction time may be impacted by a need to pump, a student is required (before registering for such a course) to schedule a meeting with the course instructor and the appropriate associate/assistant dean. At this meeting it will be determined if it is advisable for the student to register for the course in question. This will be determined by an assessment of the anticipated time away from class to pump and the implications to the educational requirements of the course. Any such exceptions agreed upon must be put in writing by the faculty member teaching the course and provided to the student and the Dean’s Office within one week following such a meeting. There are no course penalties associated with agreed upon times for lactation between faculty and student. However, in all cases the faculty member will maintain the same course standards required of all students registered for the course and as outlined in the course syllabus.
MSU Denver PRIMARY Lactation Room Locations and Access Instructions
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Building
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Room Number/Address
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How to Access Lactation Space
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Student Success Building (SSB)
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Room 321
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Access to the lactation room in the Student Success Bldg requires women to obtain a key from Human Resources in room 309. Women may check out a key for one semester and renew as needed.
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Science (SI)
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Room 2088
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Access to the lactation room in the Science Building requires that women check out a key from the Institute for Women’s Studies and Services at 1059 Ninth Street Park. Women may check out a key for one semester and renew as needed.
*Location has a refrigerator, sink and power outlets.
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Institute for Women’s Studies and Services
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1059 Ninth Street Park
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Access to the lactation room in the Institute for Women’s Studies and Services is on a walk-in basis 8 a.m. to 5 p.m. Monday-Friday. Women need only to check in with a staff member in the reception area.
*Location has sinks, microwave and refrigerators. Minimal, temporary storage for breast milk and/or pumps.
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MSU Denver SECONDARY Lactation Room Locations and Access Instructions
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Building
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Inquire at this Location
Within the Building
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How to Access Lactation Space
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Plaza Building (PL)
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Health Center
at Auraria,
Room 150
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Access to the lactation space room in the Plaza Building can be gained by meeting with Health Center personnel (room 150) to arrange for such use. Arrangements must be made in advance before first use of room.
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Central Classroom (CN)
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Social Work Department,
Room 201
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Access to the lactation space room in Central Classroom can be gained by meeting with the Social Work Department (SWK) personnel (room 201) to arrange for such use. Arrangements must be made in advance before first use of room.
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Administration Building (AD)
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West Campus, School of Business Dean’s Office
Room 540
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Access to the lactation space room in the Administration Building can be gained by meeting with the School of Business personnel in the Dean’s Office (room 540) to arrange for such use. Arrangements must be made in advance before first use of room.
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Arts Building (AR)
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Art Department,
Room 187C
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Access to the lactation space room in the Arts Building can be gained by meeting with the Art Department office manager (room 187C) to arrange for such use. Arrangements must be made in advance before first use of room.
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King Center (KC)
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Political Science
Department,
Room 498
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Access to the lactation space room in the King Center can be gained by meeting with the Political Science Department office manager (room 498) to arrange for such use. Arrangements must be made in advance before first use of room.
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Amorous Relationships Involving Students and University Employees
Members of the University community, whether faculty members or administrative staff, put academic and professional trust and ethics at risk when they engage in amorous romantic/sexual relationships with people whose academic and/or professional benefits and opportunities are, or appear to be, subject to their authority, supervision, or influence.
Accordingly, the University prohibits such relationships, as well as any attempt to initiate or engage in such relationships. Any faculty member or administrator who engages in, or attempts to engage in, an amorous relationship with a student or subordinate shall report any such relationship or attempt to the EEO Officer.
Sexual harassment of an employee or student will lead to disciplinary action. In the case of employees, such discipline may include termination. In the case of students, such discipline may include expulsion.
Sexual harassment should be reported to the Office of Equal Opportunity at 303-556-4746. Sexual assaults should be reported to the Auraria Campus Police at 303-556-5000. See the Handbook for Professional Personnel for written policies addressing these issues in greater detail.
Children in Classrooms and Workplaces Policy
Metropolitan State University of Denver has an obligation to its students, faculty, staff, and visitors to conduct its operations and maintain its facilities in a manner consistent with its mission as an institution of higher education. For reasons that include safety of children, and assuring professional and efficient performance of academic pursuits and campus operations, the University cannot routinely accommodate children in campus workplaces or classrooms.
Presence in classrooms is restricted to enrolled students or visitors with a legitimate purpose, who may be adults or minors. Instructors of record are responsible for ensuring that individuals who attend their classes are properly enrolled or have been invited for the purpose of making special announcements, guest lecturing, or other authorized reasons. Instructors have the responsibility to ensure that the classroom is conducive to student learning and may address disruptive or distracting situations as appropriate.
Instructors have the discretion to make infrequent exceptions due to temporary, unforeseen emergencies. In these cases, children must remain in the classroom and are not allowed to sit in the hallway or be unsupervised in any location on campus. Regular repeated visits by children or others without a legitimate purpose are not permitted. Unless properly supervised, and with pre-approval, children are not permitted in labs, shops, construction/repair sites, or other areas where potential hazards exist. Children brought on campus must be directly supervised at all times by their parent or guardian. Leaving children unattended is a violation of the MSU Denver Student Code of Conduct.
Definitions
- Children: Minors under the age of 18.
- Minors Enrolled as Students: Enrolled students under the age of 18 have the rights and privileges of any other student in the classroom and on campus grounds.
Computing Accounts Policy for Responsible Use of Information Technology Resources
The same rules and laws that apply in physical space also apply in cyberspace. Standards of academic freedom and professional conduct for employees and the rights and responsibilities of students govern conduct online as much as they do in the hallways, offices and classrooms. Unauthorized access to and sharing of confidential student information (including computer passwords) or certain electronic confidential employment records violates state and federal law. Illegal activity such as copyright infringement, patent infringement, fraud, forgery, distribution of child pornography and forms of criminal harassment, including bomb threats and hoaxes, is just as criminal online as elsewhere. Moreover, some special laws apply to the electronic environment, including state and federal computer security laws prohibiting interference with University operations. Downloading material that violates the University’s legal obligations and contractual commitments (e.g., software and recording piracy) will not be tolerated. Finally, actions that adversely affect MSU Denver IT resources or the ability of others to use them are prohibited. For example, email, spamming or releasing a damaging program (such as a virus) could result in cessation of the offender’s access to IT resources in addition to other penalties, such as University disciplinary action, up to and including expulsion from the University.
Within the above restrictions, students may use MSU Denver’s IT resources for incidental, non-commercial personal communication so long as such use clearly and specifically communicates to the viewer that the individual is speaking in a personal capacity and not for the University. However, users should be aware that although MSU Denver will not routinely monitor communications or search individual computer files, individual privacy cannot be guaranteed with respect to personal communication and related records. Most computer data and documents created, used or maintained by MSU Denver employees are not confidential, and must be disclosed to the public on request under the Colorado Open Records Act. In addition, MSU Denver cannot prevent individuals from monitoring unencrypted email sent through outside servers.
MSU Denver IT staff members are authorized and able electronically to access programs, data and files stored on University equipment as may be necessary to perform their duties. Except in emergencies, they will notify users and specify a time before accessing desktop computers and files. Any objections to IT staff access should be addressed in writing to the department chair or director-level supervisor and to an IT administrator at the director level. IT staff in the course of their duties may find evidence of illegal or unauthorized activity. If they do, their responsibility is to report such evidence in writing to their director. Authorization may be granted for a full search of computer programs and data. In that event, the user will be notified.
Discrimination Matters
Federal law prohibits discrimination on the basis of disability in the private sector, in state and local government, in public accommodations and services, including transportation provided by public and private entities. Students with a disability who are qualified to pursue an academic program should contact the ACCESS Center for Disability Accommodations & Adaptive Technology at 303-556-8387.
MSU Denver complies with all federal laws, executive orders and regulations regarding affirmative action and equal opportunity, as well as all civil rights laws of the state of Colorado. MSU Denver, therefore, employs every means to eliminate discrimination on the basis of race, color, disability, religion, national origin, sex, sexual orientation or preference, gender identity and expression, age or status, such as Vietnam-era or disabled veteran, in all matters of education and employment opportunity provided by the University.
The responsibility for ensuring that discrimination does not occur rests with all members of the University community. Allegations of discrimination should be reported to the Office of Equal Opportunity at 303-556-4746, SSB 440. Corrective actions or sanctions shall be applied accordingly.
Equal Opportunity and Americans with Disabilities Act
MSU Denver is an equal opportunity employer; applications from minorities and women are particularly invited. MSU Denver does not discriminate on the basis of race, color, creed, national origin, sex, age, sexual orientation, gender identity and expressions or disability in admissions or access to, or treatment or employment in, its educational programs or activities. Inquiries concerning the University grievance procedures may be directed to the designated MSU Denver officials. Inquiries concerning Title VI and Title IX may be referred to Dr. Percy A. Morehouse Jr., MSU Denver Office of Equal Opportunity, Campus Box 63, P.O. Box 173362, Denver, CO 80217-3362; 303-556-4746.
Inquiries concerning the Americans with Disabilities Act (ADA) or 504 may be referred to Lloyd Moore, Faculty and Staff ADA Coordinator, MSU Denver, Campus Box 47, P.O. Box 173362, Denver, CO 80217-3362, 303-556-5020; Student ADA Coordinator, 303-556-2761; Mr. Greg Sullivan, Access Center-Disability Support Services, MSU Denver, Campus Box 56, P.O. Box 173361, Denver, CO 80217-3361; 303-556-8387. Otherwise, all inquiries may be referred to the Office for Civil Rights, U.S. Department of Education, 1244 Speer Blvd., Denver, CO 80204; 303-844-3723.
Electronic Communication Policy
Electronic communication (i.e., email and personal portal announcements) is a rapid, efficient and cost-effective form of communication. Consequently, reliance on electronic communication is expanding among students, faculty, staff and administration at MSU Denver. Because of this increasing reliance and acceptance of electronic communication, forms of electronic communication have become in fact the means of official communication to students, faculty and staff within MSU Denver. This policy acknowledges this fact and formally makes electronic communication an official means of communication for the University.
Implementation of this policy ensures that all students, faculty and staff, both full-time and part-time, will have access to these critical forms of communication. All current students, faculty and staff have an account within the campus portal, providing access to email and official announcements.
- University use of electronic communication: Email and personal portal announcements are an official means of communication to students, faculty and staff within MSU Denver. Therefore, the University has the right to send communications to students, faculty and staff via email and personal portal announcements, and the right to expect that those communications will be received and read in a timely fashion.
- Assignment of portal accounts, which includes email addresses: Every current student, faculty and staff member is automatically provided with a portal account that includes an assigned email address. The email address assigned to each student, faculty and staff member, as recorded in the Banner System, will be the official email address of record for communications with students, faculty and staff. Students, faculty and staff will be deemed to have read emails sent to that address. Constituents are also responsible for reading any official announcements delivered through the personal announcements channel on each user’s portal home page.
- Expectations regarding use of portal announcements and email: Students, faculty and staff are expected to check personal portal announcements and their official MSU Denver email address inbox on a frequent and consistent basis in order to stay current with University communications. Students, faculty and staff have the responsibility to recognize that certain communications may be time-critical.
- Educational uses of portal services and email: Faculty members will determine how portal services and email will be used in their classes. It is highly recommended that if faculty members have email requirements and expectations, they specify these requirements in their course syllabus.
- Appropriate use of portal services, including email:
a. All MSU Denver constituents are expected to adhere to the University’s Responsible Use of Information Technology Resources Policy. See page 61 of the IT Policy Manual at www.msudenver.edu/technology/policies.
b. All use of email, including use for sensitive or confidential information, will be consistent with the MSU Denver Administrative Policy Manual on Use of Electronic Email. See page 41 of the IT Policy Manual at www.msudenver.edu/technology/policies.
c. Emails pertaining to identified students are records protected under the Family Educational Rights and Privacy Act of 1974 (FERPA). Employees have a responsibility to ensure that they are sent only to the subject student, or to university employees who need to see the email to do their jobs, in the absence of the student’s written permission to disclose the information to others.
d. Whenever the law or University procedure requires a different form of communication, that form will be used even though an email may also be sent. For example, formal notices in hard copy may be required under procedures relating to personnel actions, such as reduction in force, dismissal, discipline or correction.
Harassment, Sexual Harassment and Violence
The University prohibits harassment against anyone (including any
employee or student) based on the individual’s race, color, gender,
national origin, religion, disability, age, veteran or marital status, or sexual
orientation, or based on those aspects in an individual’s relatives, friends
or associates. Harassment means threats, intimidation or hostile acts.
Harassment also includes threats of violence against any individual or
property of any individual. It is not the intent of this policy to inhibit the
peaceful, free expression of ideas, which is an essential mission of the
University.
Harassing an employee or student will lead to disciplinary action. In the
case of employees, such discipline may include termination. In the case of
students, such discipline may include expulsion.
1. Sexual Harassment
The University prohibits any person, including employees, invitees,
and students, from making unwelcome sexual advances, or
requests for sexual favors, or any other unwelcome verbal or
physical conduct of a sexual nature where such advances, requests
or conduct have the purpose or effect of: (1) unreasonably
interfering with an individual’s work or academic performance or
creating an intimidating, hostile or offensive work or educational
environment; or (2) when it is obvious or implied that submission to
such conduct is a condition of an individual’s employment or
academic evaluation or will be used for the basis of any
employment or academic decision (all such conduct is described in
this policy as “Sexual Harassment”).
The University does not tolerate Sexual Harassment in any form. No
employee, invitee, or student should be subjected to unsolicited
and unwelcome sexual overtures or behavior. No employee, invitee
or student should be lead to believe that any employment or
academic opportunity or benefit will in any way depend on his or
her cooperation with sexual demands or submission to an offensive
sexual environment.
Members of the University community, whether faculty members or
administrative staff, put academic and professional trust and ethics at risk
when they engage in amorous romantic/sexual relationships with people
whose academic and/or professional benefits and opportunities are, or
appear to be, subject to their authority, supervision, or influence.
Accordingly, the University prohibits such relationships, as well as any
attempt to initiate or engage in such relationships. Any faculty member
or administrator who engages in, or attempts to engage in, an amorous
relationship with a student or subordinate shall report any such
relationship or attempt to the EEO Officer.
Sexual harassment of an employee or student will lead to disciplinary
action. In the case of employees, such discipline may include termination.
In the case of students, such discipline may include expulsion.
Courts and administrative agencies generally draw a distinction between
”quid pro quo” and “hostile environment” sexual harassment.
- Quid pro quo sexual harassment occurs when submission to, or rejection
of, unwelcome sexual conduct is used as a basis for academic, educational,
or employment decisions affecting an individual. Quid pro quo sexual
harassment is perpetrated by someone who is in a position of authority
over the victim. Such harassment can occur between members of the
opposite or same sexes. The law does not require the victim of sexual
harassment to expressly notify the perpetrator that the conduct is
unwelcome. Nor does the law require that the perpetrator explicitly or
deliberately base a decision on submission to or rejection of the conduct.
Circumstantial evidence linking sexual conduct with an adverse or favorable
employment or educational decision may justify a finding of quid pro quo
sexual harassment by a jury, court, or administrative tribunal. Examples of
quid pro quo sexual harassment include, but are not limited to:
- Direct propositions of a sexual nature that expressly or by implication link
employment, work status, promotion, wage increases, course or program
status, grades, letters of recommendation, or other tangible employment
or educational actions to submission to sexual advances;
- Direct or implied promises or threats linking employment, work status,
promotion, wage increases, course or program status, grades, letters of
recommendation, or other tangible employment or educational actions to
submission to sexual advances.
- Hostile environment sexual harassment is unwelcome conduct, generally,
although not necessarily, of a sexual nature, that insults, demeans,
ridicules or evinces hostility toward a person because of his or her gender,
and that is sufficiently severe or pervasive that it alters the conditions of
employment or education and creates an environment that a reasonable
person would find hostile, intimidating, or offensive. In determining whether
conduct has created an impermissibly hostile environment, all of the relevant
circumstances must be considered. These circumstances include, but are not
limited to, the severity and frequency of the conduct, its context, and whether
it is physically threatening, or humiliating.
Hostile environment sexual harassment can be perpetrated by students,
faculty, staff, or administrators, and by some third parties authorized to
use the university facilities, such as contract employees and service and
repair personnel.
Hostile environment sexual harassment can occur between peers
(co-workers and fellow students) and between members of the opposite
or same sexes. The conduct must offend the victim, but it does not have
to be offensive to everyone. Conduct that offends the victim but would
not offend a reasonable person in his or her position does not constitute
hostile environment sexual harassment. The test is whether, considering
all of the circumstances, the conduct would offend a reasonable person
in the victim’s position. As with quid pro quo sexual harassment, a finding
of hostile environment sexual harassment may be justified even if the
perpetrator did not intend to offend the victim.
The following subparagraphs describe some, but not all, kinds of conduct
that can constitute sexual harassment if they are sufficiently severe or
pervasive to alter the conditions of employment or education and create
an environment that a reasonable person would find hostile, intimidating,
or offensive:
- Sexual assault (nonconsensual physical contact of a sexual nature); Note: Sexual assaults are also criminal acts. All sexual assaults should
be reported to the local law enforcement agency with jurisdiction over
the crime.
- Direct propositions of a sexual nature;
- Conduct which is offensive or humiliating in nature that includes, but is
not limited to:
- Sexually explicit comments, statements, questions, jokes or anecdotes;
- Comments, statements, questions, jokes anecdotes, or innuendoes
with sexual connotations;
- Display of sexually explicit materials in the workplace or classroom or
their use in the classroom without a defensible academic purpose;
- Unnecessary touching, patting, hugging, or brushing against a
person’s body;
- Remarks about sexual activity or speculation about sexual experiences;
- “Wolf whistling,” obscene sounds, or obscene gestures;
- Non-sexual physical or verbal conduct which insults, demeans,
ridicules or otherwise evinces hostility toward a person because her
or his sex. Examples include, but are not limited to, hazing, pranks,
horseplay, and ridicule.
2. Violence
The University has zero tolerance for violence. Any employee or student
who is violent or who threatens to be violent in the University, whether
toward any employee, invitee, student, or member of the public, will be
subject to discipline. In the case of employees, such discipline may include
termination. In the case of employees, such discipline may include
expulsion. All such conduct shall be reported to appropriate law
enforcement authorities.
3. Reporting Harassment, Sexual Harassment or Violence
Employees and students have an important responsibility in the effective
implementation of the University policies against harassment, sexual
harassment and violence. Any employee or student who believes that he
or she has been subjected to harassment or sexual harassment, or who
has witnessed anyone else connected with the University experience or
commit such conduct, should promptly report such conduct to the appropriate
office.
The University will promptly investigate a complaint or report of harassment,
sexual harassment or violence made in accordance with this subsection A.3.
The University will make reasonable efforts to preserve the confidentiality of
everyone involved with any harassment, sexual harassment or violence
complaint and investigation. The University will protect complaining employees,
students and witnesses against retaliation for making a harassment, sexual
harassment or violence complaint or report pursuant to this subsection A.3.
This policy shall not be used to bring frivolous or malicious charges. Disciplinary
action may be taken under the appropriate University policy against any person
bringing a charge of harassment, sexual harassment or violence in bad faith.
4. The President shall formulate a policy for the reporting, investigation and
disposition of complaints of harassment, sexual harassment, and violence, for
inclusion in this Catalog.
Health Insurance Requirement
All U.S. citizens are required by Federal law to have health insurance coverage that meets the standards set forth in the Affordable Care Act. The University offers students taking nine (9) or more credit hours in any given semester a high quality health insurance plan at a price considerably below similar plans offered through the State’s Health Insurance Exchange. The University-offered plan also includes special cost saving benefits of 100% coverage with no deductible and no co-insurance for all services at the Health Center at Auraria. This insurance program is offered as a means to save students money on health insurance, while ensuring that students are in compliance with Federal law.
All students, undergraduate and graduate, taking nine (9) credit hours or more in any given semester of attendance are required to either participate in the University-offered health insurance program or submit proof of having outside health insurance that meets the University’s compliance standards by submitting an electronic waiver form available through the Student Hub by the waiver deadline for the current semester. Proof of having outside health insurance must be submitted each semester a student is taking nine (9) or more credit hours.
Note that students who initially register for nine or more credit hours, but subsequently drop below nine credit hours before the waiver compliance deadline, will automatically have the insurance charge removed from their tuition bill and will not be covered by the University-offered health insurance for the current semester. Student taking less than nine (9) credit hours are not permitted to voluntarily participate in the University-offered student health insurance plan. If a semester premium is not paid in full, any submitted claims during that semester will be denied. For additional details of this requirement, including the University’s Health Insurance Compliance Standards, visit www.healthcenter1.com.
Immunizations
The immunization requirement is to ensure the health and safety of all constituents on the Auraria campus and the University is required by State law to enforce this requirement in the interest of public health.
Students must comply with the State of Colorado’s Immunization Policy requirements for higher education by submitting documentation of their previous immunizations, specifically MMR (measles, mumps and rubella.) This documentation must be submitted during the first semester of attendance by the immunization deadline. The summer/fall deadline is October 1 and the spring deadline is March 1. Students who do not comply with this requirement will not be able to eligible to register for future semesters. Non-compliant students will have an immunization “hold” put on their account if they have not submitted their immunization documentation by the published deadline during their first semester of attendance.
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