Give them an orientation of why we are doing this training: EEO has always been important to the Department and it makes good business sense to have DHHS be a place that is free of discrimination. We are anxious to be a model Agency and to attract and keep the best employees, we must make sure that we want to keep a environment that people would like to work in and grow.
EEO process is very expensive for the Agency, we have to pay the salaries of all parties- the complainant, the witnesses, management officials, investigative costs, transcription costs and if the Government loses the case, the cost of the attorney fees. The maximum amount for damages have been capped at $300, 000. It has been very rare to see this amount being paid.
Prior to the passage of the No Fear Law, the money that was paid for judgments came out of the Treasury, but the No Fear Law changed that; the judgment must be paid out of the Agency budget now.
Harassment covers a wide range of behaviours of an offensive nature. Workplace harassment Workplace harassment is the odious dealing through pitiless, malevolent, hurtful or embarrassing attempts to undermine an individual worker or groups of workers. It is almost unseen and the executive leaders (managers) are almost reluctant or unconscious about it in the third world countries.[11 Psychological harassment This is humiliating, intimidating or abusive behaviour which is often difficult to detect leaving no evidence other than victim reports or complaints. This characteristically lowers a person’s self-esteem or causes them torment. This can take the form of verbal comments, engineered episodes of intimidation, aggressive actions or repeated gestures. Falling into this category is workplace harassment by individuals or groups mobbing. Racial harassment Main article: Racial harassment The targeting of an individual because of their race or ethnicity. The harassment may include words, deeds, and actions that are specifically designed to make the target feel degraded due to their race or ethnicity. Religious harassment Verbal, psychological or physical harassment is used against targets because they choose to practice a specific religion. Religious harassment can also include forced and involuntary conversions.
TATA: Reliance: They believe in equal opportunities for all and our policies ensure that equal opportunity is provided to all regardless of race, color, religion, sex or disability. They believe in providing a working environment which fosters mutual respect and trust amongst employees which is free from any harassment. They believe work-life balance to be one of the key motivators for employees and hence our working hours, holiday, leave structures are designed to take care of this aspect. Women employees are taken care of by allowing them time-off from work in the time of their need. As big as our dreams are, they do realize that it will remain incomplete without ‘Our People’ who are our family hence they invest first in them before they invest in our business. What they have set out to achieve in the coming few years time is unprecedented. The targets and locations are challenging, but nothing is impossible for people who work in teams facilitated by structures, systems, policies and processes which enable them to achieve the impossible. Working at Reliance is not a job, it’s a mission and it’s a calling. OCT. 1998--Apple Computer has joined the ranks of other progressive companies by adding employment protection to their equal opportunity statement. This policy was three years in the coming; Apple Lambda started working for it in Sept, 1995.
Gratuity: For whom? Engaged in Factories, Mines, Plantations, Railways, Shops and establishments notified by Government In service for 5 successive years What benefit? 15 days wages for each year of service Maximum limit Rs 3,50,000/ 7 days wages per season for seasonal occupation Superannuation For whom? Non-mandatory, defined by company policy What benefit? Can be defined benefit(certain formula of last drawn salary) /defined contribution(certain %age of salary every month contributed to a fund) Can be different for different grades
Issue of Equal Employment Opportunity & Issue in Compensation policy
Topic: Issue of EEO & Issue in Compensation policy
Department of Business Administration,
Meaning of EEO
Briefly review and discuss major anti-discrimination laws.
Increase awareness of workplace harassment,
Learn techniques for identifying and preventing workplace
discrimination, harassment, and retaliation.
Equal Employment Opportunity means equal
access to jobs and benefits and services for all
employees and prospective employees in the
EEO aims to ensure fair and equitable outcomes
in all areas of employment which relate to
recruitment, selection, access to information,
supervision and management.
Direct discrimination is any action that specifically excludes a
person or a group of people from a benefit or opportunity, or
significantly reduces their chances of obtaining it, because a
personal characteristic irrelevant to the situation is applied as
Indirect, covert, or systemic discrimination are rules,
practices and decisions that appear neutral, but in fact
significantly reduce the chance of an individual `from
obtaining a benefit or opportunity.
For example, an employer who says they need a person
over 180cm tall to do a job may discriminate against women
and some ethnic groups who are less likely to be this height.
Title VII of the Civil Rights Act of 1964 (Title VII):
Is the major law prohibiting discrimination in employment.
Title VII prohibits discrimination based on race, Gender, color,
religion, national origin, and retaliation.
The Equal Pay Act of 1963 (EPA):
Protects men and women who perform substantially equal
work from Gender-based wage discrimination.
The Age Discrimination In Employment Act of 1967 (ADEA):
Protects employees and job applicants who are 40 years of
age or older from employment discrimination based on age.
The Rehabilitation Act of 1973:
Applicable sections prohibit discrimination in employment
against qualified individuals with disabilities.
Also, requires employers to provide “reasonable
accommodation” to qualified individuals with disabilities who are
employees or applicants for employment.
The Civil Rights Act of 1991:
Provides the right to a jury trial and monetary damages in cases
of employment discrimination.
Genetic Information Nondiscrimination Act of 2008
The NO FEAR ACT (became effective on October 1, 2003):
Prohibits discrimination and retaliation against workers for
participating in the EEO process or whistle-blower activities.
Requires agencies to train employees and post statistical data
on EEO complaints on agency’s public website.
Workplace Harassment Defined
Harassment is any unwelcome verbal or physical conduct based on
race, color, religion, national origin, age, disability or retaliation that
is sufficiently offensive to alter the conditions of the victim’s
employment. This standard is met when:
Way of Harassment
Verbal (unwelcome comments, yelling, offensive jokes or
Visual (offensive pictures, photos, cartoons, posters,
calendars, magazines or objects);
Physical (unwelcome touching, hugging, stroking, or
suggestive gestures); and
Written (unwelcome letters, notes or e-mails of a
•The Commission has filed nearly 90 lawsuits alleging
religious and national origin discrimination involving the
Muslim, Sikh, Arab, Middle Eastern and South Asian
communities, many of which involved harassment.
EEOC carry out their work through their headquarters offices in
Washington, D.C. and through 53 field offices serving every part
of the nation.
EEOC will continue their efforts to
eliminate discrimination in the workplace
by enforcing federal anti-discrimination
laws and educating employers and
employees about their rights and
Compensation is a systematic approach of
providing monetary value to employees in
exchange for work performed. It may be help to
achieve several purposes, such as recruitment,
job performance and job satisfaction.
Types of compensation
Types of compensation Description about each type
Direct compensation Money, popularly known as basic salary or wage,
(gross pay), overtime work and holiday premiums,
bonus base on performance, profit sharing etc.
Indirect compensation Life, accident, health insurance, pension, pay for
It does not include tangible value. This includes job
security, flexible hours, and opportunity for growth,
praise & recognition, task enjoyment, friendship etc.
Graphic OrganizerGraphic Organizer
Chapter 8 • Beginning a New Job Succeeding in the World of Work
Employee CompensationEmployee Compensation
Analysed items 2004
House Rent Allowance 97
Housing Loan 91
Medical reimbursement/ allowance 90
Leave Travel allowance 87
Variable Bonus 85
Conveyance allowance 84
Car Loan 54
Social/ Sports club membership 51
Incentive/ Sales Commission 44
Medical check-up 39
Fixed Bonus 33
Other allowances 26
Flexible benefit plan 16
Companies providing benefit (%)
Overview of Employee Benefit Scenario In
Employee CompensationEmployee CompensationEmployee CompensationEmployee Compensation
& Bonus& Bonus
Overview of Employee Benefit Scenario In
Employee BenefitsEmployee Benefits
Types of benefits
Legally required benefits
Security and retirement benefits
Employee attraction and retention
Non-taxable compensation to employee
Employer can often purchase at more
Employee morale, well-being
Legally Required Benefits
Continuation of health coverage
Paid by employer
What is covered:
Total disability, temporary or permanent (up to 400 weeks, or
until age 65 for permanent disability)
Medical expenses (employer selects; includes psychologists )
Permanent disability payments integrated with Social
Social Security: Overview
Survivors (lump sum and monthly payments)
Based on contributions from employers
Security and Retirement
Defined benefit plans
Overtime is the amount of time someone works
beyond normal working hours. Normal hours
may be determined in several ways:
1. by custom (what is considered healthy or reasonable by
2. by practices of a given trade or profession,
3. by legislation,
4. by agreement between employers and workers or their
The basic issue: cost containment
Basic medical coverage
Compensation salary structure in
Breakup of cost to
(This part is mandatory)
Basic Some percentage of CTC
HRA House rent allowance is optional component paid
P.F. Some percentage of basic
Some amount is fixed by company.
Special allowance Remaining amount to be consider as a special
Issues in compensation Policy
Retain current employee for a long time