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

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


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3rd and Final Meeting Today – MetroAccess strike possible due to paycut push |

MetroAccess strike possible due to paycut push |

PLEASE SHARE – Driving while tired and sick – Metro Access wants their workers/drivers to pull 13+ hours shifts and have their employees work sick because the company doesn’t provide affordable healthcare.  They also want to push FT to PT to end benefit opportunities so they don’t have to meet the Affordable Healthcare Act requirement.  Drivers are responsible for people’s safety.  How can they do that if they are tired and sick. My client needs your support.  Please share and get the word out.  Hopefully the company will do the right thing.  Thanks.


For 2014, Higher Limits for HSA Contributions, Out-of-Pocket Expenses

Minimum deductible amounts for high-deductible plans unchanged

The Internal Revenue Service announced higher limits for 2014 on contributions to health savings accounts (HSAs) and for out-of-pocket spending under high-deductible health plans (HDHPs) linked to them.

In Revenue Procedure 2013-25, issued May 2, 2013, the IRS provided the inflation-adjusted HSA contribution and HDHP minimum deductible and out-of-pocket limits, effective for calendar year 2014. The higher rates reflect a cost-of-living adjustment and rounding rules under Internal Revenue Code Section 223.

By Stephen Miller, CEBS

A comparison of the 2014 and 2013 limits is shown below:


Contribution and Out-of-Pocket Limits for Health Savings Accounts and for High-Deductible Health Plans


For 2014

For 2013


HSA contribution limit (employer + employee)







HSA catch-up contributions (age 55 or older)



No change

HDHP minimum deductibles





No change

HDHP maximum out-of-pocket amounts (deductibles, co-payments and other amounts, but not premiums)







Catch-up contributions can be made any time during the year in which the HSA participant turns 55.

** Unlike other limits, the HSA catch-up contribution amount is not indexed; any increase would require statutory change.

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SHOP Marketplace till you Drop – Affordable Care Act

By: Nicole Miller, July 5, 2013

The Obama Administration has decided to delayed for one (1), year the part of the Affordable Care Act that requires mid to larger businesses to provide health insurance to their employees. The concerns are that this requirement, due to its complexity, is not yet ready to be implemented. This delay will not affect your small business if you have less than 50 full-time employees.

For all small business owners with less than 50 full-time employees, get ready for an alternative option in how you are able to shop for health insurance.

SHOP Marketplace

Mark your calendar and get your shopping bags ready for “SHOP Marketplace”. SHOP Marketplace stands for The Small Business Health Options Program (SHOP) and it is designed to make the process of buying health insurance easier for your company.

Enrollment can be started as early as October 1, of this year with coverage starting January 1, 2014. The benefits of this program is that it gives you, as a small business owner, the ability to choose what works for your company in terms of quality health care and cost. When I say cost, I mean to say SHOP Marketplace gives the option to choose how much is paid towards the employees’ premium.

Overall, SHOP Marketplace gives the option to compare different health plans online as the new “one stop shop.”

We know the process of healthcare and benefit administration can be confusing, daunting or plain old time consuming. Remember you are not alone. If you have questions give us a call. AMG’s Benefit Administrator can give you a hand.

Happy shopping!