Lovely Professional University supports the principle of equal opportunities in employment and believes as part of that principle; all staff shall receive equal pay and treatment.

This policy is set to ensure there is no pay discrimination within practice and to eliminate any systemic bias and discrimination and to ensure that women are treated on the same basis as men in terms of compensation for the work they perform.

This policy applies to all the Teaching, Administrative, Technical and Class IV staff employed by Lovely Professional University.

Lovely Professional University provides equal pay to all staff, and is committed to making pay scale using reasonable standards based on each individual’s qualifications. No person shall be subject to unequal pay based on; 1. Race
2. Color
3. Religion
4. Sexual orientation
5. Gender identity
6. National or ethnic origin
7. Age
8. Status as; an individual with a physical or mental disability unrelated to ability,
9. Marital status etc.

This policy includes the commitment to maintaining a work environment free of inequality and discrimination.
All staff should receive equal pay for the same or broadly similar work, for work rated as equivalent and for work of equal value. All forms of pay are covered by this policy, including; salary, bonuses, medical insurance, vacation and holiday pay, travelling allowance/dearness allowance, and benefits.

To put equal pay into practice, University shall:
1. Regularly review pay and implement the actions arising from it in a planned way.
2. Monitor the impact of University’s practices in line with the University's Diversity and Inclusion policies.
3. Provide inputs to HoDs/ CoDs and supervisory staff involved in decisions about pay and benefits.

Division of Human Resource shall:
1. Ensure the fair implementation and application of this policy and procedure, starting from the hiring process, to applying pay raise and benefits.
2. Take a proactive role in ensuring consistency of application across the university.
3. Regularly reviewing workplace policies and procedures to ensure non-existence of the aforementioned issues and efficiency of workplace practices.
4. Ensure that all University staff are adequately oriented or aware of this policy during the on boarding program.
5. Provide advice or guidance to related parties through the arising issues or complaints regarding this policy.

1. Staff member having any query, grievance or request can register his/ her appeal via UMS by logging an RMS via the following UMS navigation UMS Navigation --> Relationship Management System --> Log Request --> Select Message Type --> Select Department --> Select category --> Select Subcategory --> Enter description if grievance, feedbacks, queries and suggestions
2. The appeal shall be put forward to competent authorities to provide a resolution for the same within 5 working days in line with the University’s policies.