The Online Newsletter for Clients of Express Personnel Services.

Understanding Pregnancy Discrimination

     Navigating the murky waters of employment law isn't a task for the faint of heart. � However, it is necessary to ensure employment laws are followed and to prevent discrimination lawsuits. One often overlooked area of discrimination is pregnancy discrimination, one of the fastest-growing employment discrimination areas. Learning more about this type of discrimination can help companies avoid potential lawsuits and, by surpassing requirements, improve morale and productivity. �

�   �There are two laws affecting pregnancy discrimination, the Pregnancy Discrimination Act (PDA) and the Family and Medical Leave Act (FMLA).�The PDA amended Title VII of the Civil Rights Act and requires employers with 15 or more employees to treat pregnancy-related leave the same as any short-term disability leave. � Employers cannot discriminate against a pregnant woman in hiring, promotion or termination decisions, and cannot offer health-care benefits which do not cover pregnancy. Related expenses must be paid in the same manner as any other condition. The FMLA requires employers with more than 50 employees in a 75-mile radius to provide 12 weeks of unpaid leave during a 12-month period and keep the employee's position open. However, if a group of workers are laid off during the employee's leave, and that person would be included in that lay off even if they weren't on leave, then they can be terminated. ��

�����According to the Department of Labor, women comprise 47% of the current workforce and are expected to make up for more than half of the growth in the workforce until at least 2012. Although not all of these women have children, the vast majorities of both men and women have or plan to have children. This means that by going beyond the requirements of the PDA and the FMLA, employers can become a preferred place to work. Making an effort to go above simply avoiding discrimination will help increase morale and retention and can be used as a recruiting tool. Companies can do this by celebrating when an employee or employee's spouse announces their pregnancy. Encourage them to talk to their human resources or benefits manager or coordinator about taking leave and adding dependent coverage to their health insurance. Do not make assumptions about what a pregnant employee can or cannot do, but provide accommodations in the same way they would be provided for other employees with short-term disabilities.

     Employers can take the FMLA requirements further by providing a short-term disability plan that allows workers to have additional paid time off.�These plans will typically pay a percentage of the employee's salary after an employee has been gone due to the disability for a set amount of time, such as seven days. The employee could use sick leave, vacation days or paid time off for those first seven days, then the short-term disability plan for an established amount of time, such as days eight through 90. Employers could encourage workers to return to work earlier by offering a transitional return to work program. Such a program could involve lighter work loads or shorter hours, and would need to be in accordance with the physician's recommendations. Programs like these must be offered to all employees with short-term disabilities to avoid discrimination charges. Going beyond the requirements is also a great way to increase loyalty. � If an employer makes an extra effort regarding the pregnancy, the worker will most likely be more inclined to return to work quickly and stay loyal for years to come.

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The Health-Care Dilemma: Part Two of Three

��   The March issue of e-Xchange, explained the current health-care crisis and how it impacts businesses' bottom lines. This month's issue discusses innovative programs that try to reduce costs.

  ���One approach to reducing health-care costs is to recognize potential health problems and work to prevent them from developing into costly diseases. According to the Principal Financial Well-Being Index, 78% of employees would participate in health screenings if offered by their employer. Of those with access to employer-provided screenings, 84% utilize the service. The employees who went to the health screening tended to eat healthier and exercise more after the screening than they did before. The screenings give employees a reality check and motivate them to get healthy. When employees make healthier choices, they help prevent higher medical bills in the future.

  ���Another solution is to hire a health-care advocate to work with employees and the insurance company. Workforce Management magazine reports that these advocates help employees make decisions about medical options, especially regarding issues such as transplants, rare diseases and out-of-town accidents. They help companies save money and help employees find the best doctors and lower their out-of-pocket expenses. They are particularly helpful for companies with consumer-driven health plans, which give employees more control over spending their health-care dollars.

  ���For smaller companies who may not be able to afford a health-care advocate, independent web sites comparing prescription drug prices can help. These web sites offer information on generic and name-brand alternative drugs. Often, there is more than one generic version of a drug and there may be several different name-brand drugs in the same drug class, each with their own generics, which are alternatives to the original drug. Investigating these alternatives can save employees and employers money. One such site, www.Rxaminer.com, reports the average annual-savings per drug is $464 and has saved clients over $8.1 million since Jan. 1, 2004 . Such sites not only save money, but also help employees learn how to make more informed decisions. � � ��

  ���Another way to save money on health care is to encourage employees to pursue healthy lifestyles. Offering discounts to gyms, on-site flu shots, providing healthy alternatives in vending machines, subscribing to health and fitness magazines for the break room and including weight-management articles in company newsletters are all fairly low-cost aides. By designating a room for exercising, with a few treadmills and a TV and DVD player for workout tapes and then encouraging workers to use the room during their lunch breaks or to take a few minutes to walk on the treadmill to reenergize during the day also helps promote healthy living. In addition to lowering health-care costs and increasing retention of employees, promoting these programs during the recruiting process can help attract more candidates. � �

  ���Don't miss next month's issue of e-Xchange, available April 22 on www.expresspros.com. It will wrap up the health-care dilemma by offering suggestions on getting employees involved with health-care programs.

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Tips for Tax Preparation: Part Two of Two

    The March issue of e-Xchange discussed tips on how to avoid stress when preparing to file your federal taxes. This month, strategies to ease the process of completing tax forms are explored in further detail.

  ���Now that you have gathered all the past year's records and decided on which filing method to use, you have no excuse to procrastinate any longer. It's time to get down to business and begin filling out the forms. Set aside a block of time dedicated to filing your taxes, and use it. If you focus your undivided attention for a few hours, your taxes will be completed before you know it.

�����Although most people want to finish their taxes as quickly as possible, rushing the process could increase the overall time invested. Many forms are rejected by the Internal Revenue Service (IRS) due to minor mistakes that are overlooked by applicants eager to finish. If your eyes start to cross from staring at forms too long, take a short break. Walk around, get some coffee, or do anything that will recharge your mind. Making a mistake on an application could cost you much more time and energy in the long-run. Some of the most common mistakes include mathematical miscalculations and incorrect Employer Identification Numbers (EIN). Demonstrating caution while doing taxes can greatly reduce your chances of having your application rejected by the IRS.

 ��� Although tax forms are meant to be straightforward, it isn't always easy to understand what to do. The IRS offers free tax help on a variety of issues. For questions concerning business tax returns, call the IRS Business and Specialty Tax Line at (800) 829-4933. You can check the status of your tax refund by calling the Refund Hotline at (800) 829-1954. These service numbers are available from 7 a.m. to 10 p.m. weekdays.

  ���After filing your tax return, take a moment to rejoice. You've completed your taxes for this year. � Remember, though, it's never too early to start planning for 2005. Now is the best time to begin organizing documents for next year's taxes.�Early preparation can eliminate migraines and stress attacks induced by the yearly tax season.

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Employment Situation Summary

United States

Non-farm employment increased by 262,000 jobs in February and the unemployment rate rose to 5.4%. �

Major Industry Employment for February 2005

•  Construction: + 7,116

•  Manufacturing: + 14,334

•  Retail Trade: + 15,112

•  Professional & Business Services: + 16,779

•  Educational & Health Services: + 17,193

•  Leisure & Hospitality: + 12,635

•  Government: + � 21,755

Canada

Employment rose by 27,000 jobs in February with the unemployment rate holding steady at 7%. ��

Major Industry Employment for February 2005

•  Educational Services: + 21,000

•  Information, Culture & Recreation: + 15,000

•  Business, Building & Support Services: + 13,000

•  Agriculture: + 8,000

•  Manufacturing: - 28,000

• Accommodation & Food Service: - 20,000

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