This document discusses equal employment opportunity (EEO) and issues related to compensation policies. It begins by defining EEO and outlining major anti-discrimination laws like Title VII and the Equal Pay Act. It then defines different types of discrimination and discusses workplace harassment. The document provides an overview of compensation, including direct, indirect, and non-monetary compensation. It also discusses legally required benefits like workers' compensation and social security as well as security and retirement benefits and health coverage. Finally, it analyzes India's employee benefit scenario and compensation structure at Pipavav shipyard.

1. Topic: Issue of EEO & Issue in Compensation policy
Guidance By:
Majmudar Sir
Prepared By:
Jay Raval
Submitted To:
Department of Business Administration,
Bhavnagar University
Bhavnagar
Subject: I.H.P.P

2. 22
Learning Objectives
 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.

3. EEO
 Equal Employment Opportunity means equal
access to jobs and benefits and services for all
employees and prospective employees in the
workplace.
 EEO aims to ensure fair and equitable outcomes
in all areas of employment which relate to
recruitment, selection, access to information,
supervision and management.
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4. Discrimination
 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
a barrier.
 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.
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5. 55
Anti-Discrimination Laws
 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.

6. 66
Anti-Discrimination Laws
 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

7. 77
Anti-Discrimination Laws
 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.

8. 88
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:
 Workplace harassment
 Psychological harassment
 Racial harassment
 Religious harassment

9. 99
Way of Harassment
 Verbal (unwelcome comments, yelling, offensive jokes or
stories);
 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
personal nature).

10. EEO policy in various company
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11. EEOC headquarter
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1-800-669-4000
•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.

12. 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
responsibilities.
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13. Issues in compensation
Policy
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14. Compensation Policy
 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.
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15. Types of compensation
15
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
illness.
Non-monetary
compensation
It does not include tangible value. This includes job
security, flexible hours, and opportunity for growth,
praise & recognition, task enjoyment, friendship etc.

16. Graphic OrganizerGraphic Organizer
Chapter 8 • Beginning a New Job Succeeding in the World of Work
INCENTIVE
PLANS
•Bonuses
•Stock options
•Profit sharing
BENEFITS
•Health insurance
•Paid vacations
PAYMENT
•Salary
•Hourly wages
•Retirement plan
•Convenience benefits
•Overtime
•Commission
Employee CompensationEmployee Compensation

18. Analysed items 2004
House Rent Allowance 97
Gratuity 95
Housing Loan 91
Medical reimbursement/ allowance 90
Insurance 89
Leave Travel allowance 87
Variable Bonus 85
Conveyance allowance 84
Superannuation 61
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 (%)

19. Overview of Employee Benefit Scenario In
India
Employee CompensationEmployee CompensationEmployee CompensationEmployee Compensation
SalarySalary AllowancesAllowances
& Bonus& Bonus
EmployeeEmployee
BenefitsBenefits

20. Overview of Employee Benefit Scenario In
India
Employee BenefitsEmployee Benefits
MandatorMandator
yy
VoluntarVoluntar
yy
ProvidentProvident
FundFund GratuityGratuity
PersonalPersonal
AccidentAccident
MediclaimMediclaim
LeaveLeave
EncashmentEncashment
LifeLife
InsuranceInsurance
Super-Super-
annuationannuation

21. Employee Benefits
 Why benefits?
 Types of benefits
Legally required benefits
Security and retirement benefits
Health coverage

22. Why Benefits?
 Legal requirements
 Employee attraction and retention
 Non-taxable compensation to employee
 Employer can often purchase at more
favorable rate
 Employee morale, well-being

23. Legally Required Benefits
 Workers’ compensation
 Social security
 Overtime Pay
 Continuation of health coverage

24. Workers’ Compensation:
Coverage
 Paid by employer
 What is covered:
 Total disability, temporary or permanent (up to 400 weeks, or
until age 65 for permanent disability)
 Survivor’s benefits
 Medical expenses (employer selects; includes psychologists )
 Rehabilitation
 Permanent disability payments integrated with Social
Security

25. Social Security: Overview
 Benefits for:
Retirement
Disability
Survivors (lump sum and monthly payments)
 Based on contributions from employers
and employees

26. Security and Retirement
Benefits
Security benefits
 Social Security
 Life insurance
 Long-term disability
coverage
 Long-term care
benefits
Retirement benefits
 Social Security
 Defined benefit plans
 Defined contribution
plans
 401(k) plans
 ESOPs

27. Overtime Pay
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 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
society),
2. by practices of a given trade or profession,
3. by legislation,
4. by agreement between employers and workers or their
representatives.

28. Health Coverage
 The basic issue: cost containment
 Basic medical coverage
 Other coverage
 Mental health
 Vision
 Dental
 Wellness programs

29. Compensation salary structure in
Pipavav
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Breakup of cost to
company (CTC):
Description
(This part is mandatory)
Basic Some percentage of CTC
HRA House rent allowance is optional component paid
monthly
P.F. Some percentage of basic
Transport
allowance
Some amount is fixed by company.
Washing allowance
Special allowance Remaining amount to be consider as a special
allowance
Total CTC

30. Issues in compensation Policy
 Fair compensation
 Retain current employee for a long time
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31. Thank You…
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