Ame Management Group

You take care of your company and we will take care of your people. Ame Management Group – HR and Financial Management Outsourcing at its best.


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EEOC Issues Updated Enforcement Guidance on Pregnancy Discrimination and Related Issues

Source: Equal Employment Opportunity Commission (EEOC)

Fact Sheet for Small Businesses and Question and Answer Document Also Released

WASHINGTON — The U.S. Equal Employment Opportunity Commission (EEOC) today issued Enforcement Guidance on Pregnancy Discrimination and Related Issues, along with a question and answer document about the guidance and a Fact Sheet for Small Businesses.  The Enforcement GuidanceQ&A document, and Fact Sheetwill be available on the  EEOC’s website.

This is the first comprehensive update of the Commission’s guidance on the subject of discrimination against pregnant workers since the 1983 publication of a Compliance Manual chapter on the subject.  This guidance supersedes that document and incorporates significant developments in the law during the past 30 years.

In addition to addressing the requirements of the Pregnancy Discrimination Act (PDA), the guidance discusses the application of the Americans with Disabilities Act (ADA) as amended in 2008, to individuals who have pregnancy-related disabilities.

“Pregnancy is not a justification for excluding women from jobs that they are qualified to perform, and it cannot be a basis for denying employment or treating women less favorably than co-workers similar in their ability or inability to work,” said EEOC Chair Jacqueline A. Berrien.  “Despite much progress, we continue to see a significant number of charges alleging pregnancy discrimination, and our investigations have revealed the persistence of overt pregnancy discrimination, as well as the emergence of more subtle discriminatory practices.  This guidance will aid employers, job seekers, and workers in complying with the Pregnancy Discrimination Act and Americans with Disabilities Act, and thus advance EEOC’s Strategic Enforcement Plan priority of addressing the emerging issue of the interaction between these two anti-discrimination statutes.”

Much of the analysis in the enforcement guidance is an update of longstanding EEOC policy.  The guidance sets out the fundamental PDA requirements that an employer may not discriminate against an employee on the basis of pregnancy, childbirth, or related medical conditions; and that women affected by pregnancy, childbirth or related medical conditions must be treated the same as other persons similar in their ability or inability to work.  The guidance also explains how the ADA’s definition of “disability” might apply to workers with impairments related to pregnancy.

Among other issues, the guidance discusses:

  • The fact that the PDA covers not only current pregnancy, but discrimination based on past pregnancy and a woman’s potential to become pregnant;
  • Lactation as a covered pregnancy-related medical condition;
  • The circumstances under which employers may have to provide light duty for pregnant workers;
  • Issues related to leave for pregnancy and for medical conditions related to pregnancy;
  • The PDA’s prohibition against requiring pregnant workers who are able to do their jobs to take leave;
  • The requirement that parental leave (which is distinct from medical leave associated with childbearing or recovering from childbirth) be provided to similarly situated men and women on the same terms;
  • When employers may have to provide reasonable accommodations for workers with pregnancy-related impairments under the ADA and the types of accommodations that may be necessary; and
  • Best practices for employers to avoid unlawful discrimination against pregnant workers.

In February, 2012, the Commission held a public meeting to hear from stakeholders about issues related to pregnancy discrimination and discrimination against individuals with caregiving responsibilities.  The Commission Meeting record was held open for 15 days following the meeting, to facilitate public comment.  The materials from that meeting, including testimony and transcripts, are available at www.eeoc.gov/eeoc/meetings/2-15-12/index.cfm.

The EEOC enforces federal laws prohibiting employment discrimination. Further information about the EEOC is available on its web site at www.eeoc.gov.


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4 affordable methods to support and award your employees

gold trophyAs a small company you may not always have the resources to pay your employees big bonuses or salaries but their is a way to show them your appreciation – Awards!  There are 4 easy to administer and affordable ways to tell your employee that the work they do matters. The awards are:

  1. Now Award which is exactly what it sounds like. Buy a stack of $25 gift cards or someting comprable and pass them out whenever you see someone doing something special or deserving of an on the spot award.
  2. Impact award is to recognize acts that positively effect the daily operation of the company.  These can be given quarterly or annually in the form of cash or a plague.
  3. Bravo award is an acknowledgement from an employees peers sort of like the Stage Actors Guid Award in Hollywood.  It means a lot when you know your commrades think your great.
  4. Premiere Achievement is a way to recognize, reward and retain employees who accomplish exemplary achievements and demonstrate outstanding performance.


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Hiring Options for Small Businesses

Great article – Should You Hire Interns, Freelancers, or Employees for Your Small Business?  http://buff.ly/TU7rJD


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JOB OPENING – Transportation Policy Manager

My client is looking for a Transportation Policy Manager in Southern California with a special emphasis for applicants in the Inland Empire or Orange County

Applications are due on Tuesday, July 14, at 5:00 pm PDT. You are encouraged to apply as soon as possible as there will be rolling interviews.

Start Date: Early August 2014.

Go to http://www.amemgmtgroup.com/jobs to review the full description and apply.


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The Value of Performance Evaluations

Performance-EvaluationPerformance evaluations provide employers with an opportunity to assess their employees’ contributions to the organization but equally important is the fact that it is a chance to communicate and connect with your employee. This is an important part of developing a powerful work team.  If you don’t already have an evaluation format than the thought of this may be a bit overwhelming but the benefits outweigh the challenges. Performance evaluations can outline the acceptable and exceptional performance, promote staff recognition and effectively communicate and motivate individuals to do their best for themselves and the company.

The primary goals of a performance evaluation system are to provide a form of tangible measurement regarding an employee’s contribution to the company.  To create a performance evaluation system complete follow these steps and you will be on your way to establishing a strong and accountable workforce:

  1. Develop an evaluation form or template.  Make sure everyone is using the same one.
  2. Identify what elements of their job will be reviewed or measured. Usually evaluations are created by position.
  3. Set guidelines for feedback. I find a two tier feedback which allows the employee to rate themselves prior to their supervisor allows the employee to feel empowered to communicate their own accomplishments or challenges.
  4. Create disciplinary and termination policy and procedures. Also make sure they are reviewed with each employee when hired.
  5. Set an evaluation schedule either questerly, semi-annual or annual.