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POSH MCQs Set-1
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1. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act was enacted in the year:
a. 2012
b. 2013
c. 2014
d. 2011
2. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act is numbered as:
a. Act No. 10 of 2013
b. Act No. 12 of 2013
c. Act No. 14 of 2013
d. Act No. 16 of 2013
3. The Sexual Harassment of Women at Workplace Act received the assent on:
a. 22nd April, 2013
b. 26th January, 2013
c. 15th August, 2013
d. 1st May, 2013
4. The primary objective of the Act is to:
a. Regulate employment of women
b. Provide protection against sexual harassment of women at workplace
c. Establish labour tribunals
d. Regulate service conditions of employees
5. The Act provides for:
a. Prevention only
b. Redressal only
c. Prevention, prohibition and redressal of complaints of sexual harassment
d. Criminal punishment for workplace misconduct
6. Sexual harassment at workplace is recognized in the Act as a violation of:
a. Fundamental rights of women
b. Property rights of women
c. Contractual rights of employees
d. Trade union rights
7. Sexual harassment is considered a violation of the right to equality guaranteed under:
a. Articles 12 and 13
b. Articles 14 and 15
c. Articles 19 and 20
d. Articles 32 and 226
8. Sexual harassment also violates the right to life and dignity under:
a. Article 19
b. Article 20
c. Article 21
d. Article 25
9. The Act recognizes that the right to work with dignity includes:
a. Right to employment security
b. Right to equal pay
c. Right to a safe working environment free from sexual harassment
d. Right to union membership
10. The international convention referred to in the Preamble of the Act is:
a. Convention on the Rights of the Child
b. Convention on the Elimination of All Forms of Discrimination against Women (CEDAW)
c. International Labour Convention on Equal Pay
d. Convention Against Torture
11. India ratified the Convention on the Elimination of All Forms of Discrimination against Women on:
a. 25th June, 1993
b. 8th March, 1994
c. 1st January, 1992
d. 15th August, 1993
12. The Act was enacted by Parliament in the:
a. Sixty-second Year of the Republic of India
b. Sixty-third Year of the Republic of India
c. Sixty-fourth Year of the Republic of India
d. Sixty-fifth Year of the Republic of India
13. The short title of the Act dealing with prevention and redressal of sexual harassment of women at workplace is:
a. Sexual Harassment Prevention Act, 2013
b. Workplace Harassment Act, 2013
c. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
d. Protection of Women at Workplace Act, 2013
14. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act extends to:
a. The whole of India
b. Only the States of India
c. Only Union Territories
d. Such States as may be notified by the Central Government
15. The commencement of the Sexual Harassment of Women at Workplace Act is determined by:
a. Resolution of Parliament
b. Notification by the Central Government in the Official Gazette
c. Order of the President of India
d. Notification by the Supreme Court
16. What is the date of commencement of the Act is:
a. 9th December, 2013
b. 25th June, 1993
c. 8th March, 1994
d. 1st January, 1992
17. Section 2 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Definitions
c. Inquiry procedure
d. Appeal
18. Under Section 2(a), “aggrieved woman” in relation to a workplace means:
a. Only a woman employee
b. A woman employee working full time
c. A woman of any age whether employed or not alleging sexual harassment
d. Only a woman working under a contract
19. The definition of “aggrieved woman” includes:
a. Only permanent employees
b. Women of any age
c. Only women above eighteen years
d. Only married women
20. In relation to a workplace, an aggrieved woman may be:
a. Only an employee
b. Only a visitor
c. A woman whether employed or not
d. Only a contract worker
21. In relation to a dwelling place or house, an aggrieved woman means:
a. Any woman residing in the house
b. A woman of any age employed in such dwelling place or house
c. Only the owner of the house
d. Any female visitor
22. The term “appropriate Government” under Section 2(b) refers to:
a. Only the Central Government
b. Only the State Government
c. The Central Government or State Government depending on the workplace
d. The District Magistrate
23. Where a workplace is established, owned, controlled or substantially financed by the Central Government, the appropriate Government shall be:
a. State Government
b. District Officer
c. Central Government
d. Labour Court
24. Where a workplace is established, owned, controlled or substantially financed by the State Government, the appropriate Government shall be:
a. Central Government
b. State Government
c. District Magistrate
d. Labour Department
25. In relation to workplaces not covered under government ownership but falling within a State territory, the appropriate Government shall be:
a. Central Government
b. State Government
c. Local authority
d. District Officer
26. The term “Chairperson” under the Act refers to:
a. Chairperson of the Internal Committee
b. Chairperson of the Local Complaints Committee nominated under Section 7(1)
c. District Magistrate
d. Presiding Officer of the Internal Committee
27. “District Officer” under the Act means:
a. Officer appointed by the employer
b. Officer notified under Section 5
c. Labour Commissioner
d. Police Superintendent
28. A “domestic worker” under the Act means:
a. Any woman working in a household without remuneration
b. A woman employed to perform household work for remuneration in cash or kind
c. Only a full-time household employee
d. Only a worker employed through agency
29. A domestic worker may be employed on:
a. Temporary basis
b. Permanent basis
c. Part-time or full-time basis
d. All of the above
30. Which of the following is excluded from the definition of “domestic worker”?
a. Part-time domestic helper
b. Full-time domestic helper
c. Member of the employer’s family
d. Worker employed through agency
31. An “employee” under the Act includes a person employed:
a. Only on regular basis
b. Only on contractual basis
c. On regular, temporary, ad hoc or daily wage basis
d. Only on voluntary basis
32. The definition of “employee” includes:
a. Co-worker
b. Contract worker
c. Probationer, trainee or apprentice
d. All of the above
33. An employee under the Act may be working:
a. Directly under employer
b. Through an agent or contractor
c. With or without knowledge of the principal employer
d. All of the above
34. In relation to a government department or organisation, the “employer” means:
a. District Magistrate
b. Head of the department or officer specified by the appropriate Government
c. Labour Inspector
d. Internal Committee Chairperson
35. In workplaces not covered under government establishments, the employer means:
a. Any person responsible for management, supervision and control of the workplace
b. Only the owner of the building
c. The police authority
d. The labour department
36. For the purposes of defining employer, the term “management” includes:
a. Only the owner of the organisation
b. The person, board or committee responsible for formulation and administration of policies
c. Trade union representatives
d. Government regulatory authority
37. In relation to contractual obligations concerning employees, the employer includes:
a. Only the principal employer
b. The person discharging contractual obligations with respect to employees
c. Only the contractor
d. Only the District Officer
38. In relation to a dwelling place or house, the employer means:
a. Only the owner of the house
b. A person or household employing or benefiting from the employment of a domestic worker
c. Only a registered employer
d. Only the head of the family
39. The term “Internal Committee” under the Act means:
a. Committee constituted by the employer for disciplinary matters
b. Internal Complaints Committee constituted under Section 4
c. Committee appointed by the District Officer
d. Committee appointed by the State Government
40. “Local Committee” refers to:
a. Committee constituted under Section 6
b. Committee formed by the employer
c. Committee established by labour unions
d. Committee appointed by police authority
41. The term “Member” under the Act refers to:
a. Member of the Internal Committee only
b. Member of the Local Committee only
c. Member of either the Internal Committee or the Local Committee
d. Member of the employer’s management
42. The term “prescribed” under the Act means:
a. Prescribed by employer
b. Prescribed by District Officer
c. Prescribed by rules made under the Act
d. Prescribed by labour courts
43. The “Presiding Officer” under the Act means:
a. Officer appointed by the State Government
b. Presiding Officer of the Internal Complaints Committee nominated under Section 4(2)
c. District Magistrate
d. Chairperson of Local Committee
44. The term “respondent” means:
a. Any person working in the workplace
b. Person against whom the aggrieved woman has made a complaint under Section 9
c. Employer of the workplace
d. Member of the Internal Committee
45. “Sexual harassment” under the Act includes:
a. Physical contact and advances
b. Demand or request for sexual favours
c. Showing pornography
d. All of the above
46. Making sexually coloured remarks amounts to:
a. Workplace misconduct only
b. Sexual harassment
c. Labour dispute
d. Administrative negligence
47. Any unwelcome physical, verbal or non-verbal conduct of sexual nature constitutes:
a. Professional misconduct
b. Sexual harassment
c. Industrial dispute
d. Breach of contract
48. The term “workplace” includes:
a. Government departments and institutions
b. Private sector organisations
c. Hospitals or nursing homes
d. All of the above
49. The definition of workplace includes:
a. Sports institutes, stadiums or sports complexes
b. Only training centres
c. Only government sports authorities
d. Only residential sports complexes
50. Workplace also includes:
a. Only the office building
b. Any place visited by the employee during the course of employment
c. Only the employer’s residence
d. Only factory premises
51. Transportation provided by the employer for undertaking employment-related journey is considered:
a. Workplace
b. Private area
c. Personal space
d. Temporary office
52. Under the Act, workplace also includes:
a. Dwelling place or house
b. Only office premises
c. Only industrial establishments
d. Only educational institutions
53. “Unorganised sector” means:
a. Only government enterprises
b. Enterprises owned by individuals or self-employed workers with less than ten workers
c. Only private corporations
d. Enterprises with more than ten employees
54. Section 3 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Prevention of sexual harassment
b. Duties of employer
c. Constitution of Internal Committee
d. Complaint mechanism
55. Under Section 3(1) of the Act:
a. Sexual harassment is permitted if not reported
b. No woman shall be subjected to sexual harassment at any workplace
c. Sexual harassment is punishable only if repeated
d. Sexual harassment is allowed with consent of employer
56. An implied or explicit promise of preferential treatment in employment in relation to sexual harassment may amount to:
a. Misconduct only
b. Sexual harassment
c. Civil liability
d. Administrative misconduct
57. An implied or explicit threat of detrimental treatment in employment may constitute:
a. Workplace discrimination only
b. Sexual harassment
c. Contractual breach
d. Labour dispute
58. An implied or explicit threat regarding the present or future employment status of a woman may amount to:
a. Professional misconduct
b. Sexual harassment
c. Breach of service rules
d. Labour offence
59. Interference with the work of a woman by creating an intimidating or hostile work environment may amount to:
a. Workplace harassment only
b. Sexual harassment
c. Misconduct under labour law
d. Breach of employment contract
60. Creating an offensive or hostile work environment for a woman may amount to:
a. Defamation
b. Sexual harassment
c. Labour dispute
d. Workplace discipline issue
61. Humiliating treatment likely to affect the health or safety of a woman may amount to:
a. Professional misconduct
b. Sexual harassment
c. Civil negligence
d. Industrial dispute
62. Section 4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Constitution of Internal Complaints Committee
b. Duties of employer
c. Complaint mechanism
d. Inquiry procedure
63. Under Section 4(1), the Internal Complaints Committee is constituted by:
a. The Central Government
b. The State Government
c. The employer of the workplace
d. The District Magistrate
64. The Internal Complaints Committee must be constituted:
a. By oral direction of the employer
b. By an order in writing
c. By recommendation of employees
d. By order of the Labour Court
65. The Committee constituted under Section 4 is known as:
a. Workplace Grievance Committee
b. Internal Complaints Committee
c. Sexual Harassment Review Committee
d. Women Protection Committee
66. Where offices or administrative units of a workplace are located at different places:
a. Only one committee shall be formed at headquarters
b. The committee shall be constituted only at the head office
c. Internal Complaints Committees shall be constituted at all administrative units or offices
d. Committees shall be formed only if complaints arise
67. Under Section 4(2) of the Sexual Harassment of Women at Workplace Act, the members of the Internal Complaints Committee are nominated by:
a. The Central Government
b. The employer
c. The State Government
d. The District Officer
68. The Presiding Officer of the Internal Complaints Committee shall be:
a. A male employee at senior level
b. Any employee chosen by the employer
c. A woman employed at a senior level at the workplace
d. A member from an NGO
69. Where a senior level woman employee is not available at the workplace, the Presiding Officer shall be nominated from:
a. Only the Central Government office
b. Other offices or administrative units of the same workplace
c. The District Court
d. Any private organization
70. If other offices or administrative units of the workplace do not have a senior level woman employee, the Presiding Officer shall be nominated from:
a. Any NGO
b. Another workplace of the same employer or other department or organisation
c. The police department
d. The District Officer’s office
71. The Internal Complaints Committee shall include not less than two members from among employees who:
a. Are senior officers only
b. Are trade union representatives
c. Are preferably committed to the cause of women or have experience in social work or legal knowledge
d. Have served for more than ten years
72. One member of the Internal Complaints Committee shall be nominated from:
a. The police department
b. A non-governmental organisation or association committed to the cause of women
c. The judiciary
d. The labour department
73. The external member of the Internal Complaints Committee should be:
a. A government officer
b. A trade union leader
c. A person familiar with issues relating to sexual harassment
d. A member of the police department
74. The composition of the Internal Complaints Committee must ensure that:
a. At least one-third of the members are women
b. At least one-half of the total members are women
c. Only the Presiding Officer is a woman
d. All members are women
75. Under Section 4(3) of the Sexual Harassment of Women at Workplace Act, the Presiding Officer and Members of the Internal Committee shall hold office for a period not exceeding:
a. One year
b. Two years
c. Three years
d. Five years
76. The tenure of the Presiding Officer and Members of the Internal Committee shall be calculated from:
a. The date of constitution of the Committee
b. The date of nomination
c. The date of first meeting of the Committee
d. The date of approval by the Government
77. The member of the Internal Committee nominated from a non-governmental organisation shall be paid:
a. Salary fixed by the Central Government
b. Honorarium by the State Government
c. Fees or allowances by the employer
d. No remuneration
78. A member of the Internal Committee may be removed if he contravenes the provisions of:
a. Section 14
b. Section 15
c. Section 16
d. Section 17
79. A Presiding Officer or Member of the Internal Committee shall be removed if:
a. He has been convicted for an offence
b. An inquiry into an offence against him is pending
c. Both A and B
d. Only when directed by the court
80. Removal of a Presiding Officer or Member may also take place if:
a. He has abused his position making his continuance prejudicial to public interest
b. He resigns from the Committee
c. He fails to attend meetings
d. The employer requests replacement
81. If a vacancy occurs in the Internal Committee due to removal or otherwise, it shall be filled by:
a. Election among employees
b. Appointment by the State Government
c. Fresh nomination in accordance with the provisions of the section
d. Appointment by the District Officer
82. Section 5 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appointment of Internal Committee
b. Notification of District Officer
c. Duties of employer
d. Inquiry procedure
83. Under Section 5, the authority empowered to notify a District Officer is:
a. The Central Government
b. The State Government
c. The appropriate Government
d. The District Magistrate
84. The appropriate Government may notify a District Officer for:
a. Every State
b. Every District
c. Every workplace
d. Every department
85. Under the Act, a District Officer may be:
a. District Magistrate
b. Additional District Magistrate
c. Collector or Deputy Collector
d. All of the above
86. The District Officer notified under Section 5 is empowered to:
a. Conduct criminal trials
b. Exercise powers or discharge functions under the Act
c. Supervise labour courts
d. Issue arrest warrants
87. Section 6 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Constitution and jurisdiction of Local Committee
b. Constitution of Internal Committee
c. Duties of employer
d. Appeal
88. The Local Committee under Section 6 is constituted by:
a. The employer
b. The Central Government
c. The District Officer
d. The Labour Commissioner
89. The Local Committee is constituted to receive complaints from establishments where:
a. There are more than ten employees
b. Internal Committee has not been constituted due to having less than ten workers
c. There is a trade union
d. The employer is a government servant
a. The Internal Committee refuses to hear the complaint
b. The complaint is against the employer himself
c. The complainant is not an employee
d. The police directs the case
91. Under Section 6, the District Officer shall designate a nodal officer in:
a. Every block, taluka and tehsil in rural or tribal areas
b. Every ward or municipality in urban areas
c. Both A and B
d. Only district headquarters
92. The nodal officer designated by the District Officer shall:
a. Conduct inquiry into complaints
b. Forward complaints to the Local Committee
c. Arrest the respondent
d. Issue protection orders
93. The complaint received by the nodal officer must be forwarded to the Local Committee within:
a. Three days
b. Five days
c. Seven days
d. Fifteen days
94. The jurisdiction of the Local Committee extends to:
a. Only the workplace where complaint arises
b. The entire State
c. The areas of the district where it is constituted
d. Only government offices
95. Section 7 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Constitution of Internal Committee
b. Composition, tenure and other terms and conditions of Local Committee
c. Duties of employer
d. Complaint mechanism
96. The members of the Local Committee are nominated by:
a. The employer
b. The Central Government
c. The District Officer
d. The Labour Commissioner
97. The Chairperson of the Local Committee shall be nominated from among:
a. Senior government officers
b. Eminent women in the field of social work committed to the cause of women
c. Members of trade unions
d. Judicial officers
98. One member of the Local Committee shall be nominated from among women working in:
a. State Secretariat
b. District Court
c. Block, taluka, tehsil, ward or municipality in the district
d. Central Government offices
99. Two members of the Local Committee shall be nominated from:
a. Police department
b. NGOs or associations committed to the cause of women or persons familiar with issues relating to sexual harassment
c. Trade unions
d. Corporate management
100. Among the two members nominated from NGOs or associations:
a. Both must be men
b. Both must be government officers
c. At least one must be a woman
d. Both must be lawyers
101. Among the nominees to the Local Committee:
a. One nominee must have experience in police service
b. One nominee should preferably have a background in law or legal knowledge
c. One nominee must be a judicial officer
d. One nominee must be a trade union leader
102. At least one nominee of the Local Committee shall belong to:
a. Scheduled Castes, Scheduled Tribes, Other Backward Classes or minority community
b. Only Scheduled Castes
c. Only minority community
d. Only Scheduled Tribes
103. Which of the following shall be a member ex officio of the Local Committee?
a. District Magistrate
b. Officer dealing with social welfare or women and child development in the district
c. Superintendent of Police
d. Labour Commissioner
104. Under Section 7(2) of the Sexual Harassment of Women at Workplace Act, the Chairperson and Members of the Local Committee shall hold office for a period not exceeding:
a. One year
b. Two years
c. Three years
d. Five years
105. The tenure of the Chairperson and Members of the Local Committee is calculated from:
a. The date of constitution of the committee
b. The date of appointment
c. The date of first meeting
d. The date of notification by the Government
106. The tenure of the Chairperson and Members of the Local Committee is specified by:
a. The Central Government
b. The State Government
c. The District Officer
d. The employer
107. The Chairperson or any Member of the Local Committee may be removed if he contravenes the provisions of:
a. Section 14
b. Section 15
c. Section 16
d. Section 17
108. A Chairperson or Member may be removed from the Local Committee if:
a. He has been convicted for an offence or an inquiry into an offence is pending against him
b. He resigns voluntarily
c. The employer directs removal
d. The police recommend removal
109. A Chairperson or Member may also be removed if:
a. He has been found guilty in disciplinary proceedings or such proceedings are pending
b. He fails to attend meetings
c. He refuses to conduct inquiry
d. The complainant objects to him
110. Removal from the Local Committee may take place where the Chairperson or Member:
a. Has abused his position making his continuance prejudicial to public interest
b. Is transferred to another district
c. Does not attend meetings regularly
d. Has less than three years of service
111. When a vacancy arises in the Local Committee due to removal or otherwise, it shall be filled by:
a. Election among employees
b. Nomination by the employer
c. Fresh nomination in accordance with the provisions of the section
d. Appointment by the State Government
112. The Chairperson or Members of the Local Committee are entitled to fees or allowances:
a. All members without exception
b. Only members nominated under clauses (b) and (d)
c. Members other than those nominated under clauses (b) and (d) of sub-section (1)
d. Only the Chairperson
113. The fees or allowances payable to the Chairperson or Members shall be:
a. Fixed by the Central Government
b. Determined by the District Magistrate
c. Prescribed under the rules
d. Decided by the Local Committee
114. Section 8 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Constitution of Local Committee
b. Grants and audit
c. Duties of employer
d. Complaint procedure
115. Under Section 8(1), the Central Government may provide grants to:
a. District Officer
b. State Government
c. Local Committee
d. Internal Committee
116. The grants under Section 8(1) are made after:
a. Approval by the Supreme Court
b. Due appropriation made by Parliament by law
c. Notification by the State Government
d. Recommendation by the District Officer
117. The grants provided by the Central Government are intended for:
a. Payment of compensation to victims
b. Payment of salaries of government officers
c. Payment of fees or allowances referred to in Section 7(4)
d. Establishment of courts
118. Under Section 8(2), the State Government may:
a. Transfer the grants directly to the Local Committee
b. Set up an agency and transfer the grants to that agency
c. Transfer the grants to the employer
d. Transfer the grants to the police department
119. The agency established under Section 8 shall pay required sums to:
a. The employer
b. The District Officer
c. The Internal Committee
d. The Central Government
120. The accounts of the agency set up under Section 8(2) shall be:
a. Maintained and audited in the manner prescribed
b. Audited only by the Central Government
c. Maintained by the District Officer
d. Audited by the police department
121. The manner of audit of the agency’s accounts shall be prescribed in consultation with:
a. The Supreme Court
b. The Comptroller and Auditor General of India
c. The Accountant General of the State
d. The District Magistrate
122. The person holding custody of the accounts of the agency shall furnish to the State Government:
a. Annual performance report
b. Audited copy of accounts with auditor’s report
c. Monthly expenditure statement
d. Investigation report
123. Section 9 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry into complaints
b. Complaint of sexual harassment
c. Duties of employer
d. Appeal
124. A complaint of sexual harassment at workplace may be made by:
a. Any employee
b. Any aggrieved woman
c. Only the employer
d. Only the police officer
125. A complaint under Section 9 shall be made:
a. Orally
b. In writing
c. Through the police
d. Through the court
126. A complaint of sexual harassment shall be made to:
a. The employer only
b. The Internal Committee or the Local Committee
c. The police station
d. The labour court
127. The complaint must be filed within:
a. One month from the date of incident
b. Two months from the date of incident
c. Three months from the date of incident
d. Six months from the date of incident
128. In case of a series of incidents, the complaint shall be filed within three months from:
a. The first incident
b. The date of filing before the police
c. The last incident
d. The date of inquiry
129. Where the complaint cannot be made in writing, assistance shall be provided by:
a. The police officer
b. The Presiding Officer or Member of the Internal Committee or Chairperson or Member of the Local Committee
c. The District Officer
d. The employer only
130. The Internal Committee or Local Committee may extend the time limit for filing complaint by:
a. One month
b. Two months
c. Three months
d. Six months
131. The extension of time for filing complaint may be granted when:
a. The employer recommends it
b. The police directs it
c. Circumstances prevented the woman from filing the complaint within the prescribed period
d. The respondent agrees
132. Where the aggrieved woman is unable to make a complaint due to physical or mental incapacity, the complaint may be made by:
a. The police officer
b. The employer
c. Her legal heir or such other person as may be prescribed
d. Any co-worker
133. A complaint under Section 9 may also be made by the legal heir when:
a. The aggrieved woman is transferred
b. The aggrieved woman has resigned
c. The aggrieved woman has died
d. The respondent leaves the workplace
134. Section 10 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry into complaints
b. Conciliation
c. Duties of employer
d. Appeal
135. Conciliation under Section 10 may be initiated:
a. At the request of the respondent
b. At the request of the employer
c. At the request of the aggrieved woman
d. At the direction of the police
136. Conciliation may be attempted by:
a. The employer
b. The Internal Committee or the Local Committee
c. The District Magistrate
d. The labour court
137. Conciliation under Section 10 may take place:
a. After completion of inquiry
b. Before initiating an inquiry under Section 11
c. Only after police investigation
d. Only after filing a civil suit
138. Under the proviso to Section 10(1), conciliation shall not involve:
a. Apology by the respondent
b. Written undertaking by the respondent
c. Monetary settlement
d. Workplace adjustment
139. When settlement is arrived at through conciliation, the Internal Committee or Local Committee shall:
a. Dismiss the complaint
b. Record the settlement
c. Refer the matter to the police
d. Close the workplace inquiry permanently
140. The settlement recorded by the Committee shall be forwarded to:
a. The police station
b. The labour department
c. The employer or the District Officer
d. The civil court
141. Copies of the settlement shall be provided to:
a. Only the aggrieved woman
b. Only the respondent
c. Both the aggrieved woman and the respondent
d. Only the employer
142. Where a settlement has been reached through conciliation:
a. Inquiry shall proceed immediately
b. No further inquiry shall be conducted
c. The police shall investigate the case
d. The matter shall be referred to court
143. Section 11 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry into complaint
b. Conciliation
c. Appeal
d. Duties of employer
144. An inquiry into a complaint under Section 11 shall be conducted by:
a. The employer
b. The Internal Committee or the Local Committee
c. The police authority
d. The District Magistrate
145. Where the respondent is an employee, the inquiry shall be conducted in accordance with:
a. The Indian Penal Code
b. The service rules applicable to the respondent
c. The Code of Civil Procedure
d. Labour court procedure
146. Where no service rules exist, the inquiry shall be conducted:
a. In accordance with police procedure
b. As prescribed under the rules
c. As directed by the employer
d. As decided by the complainant
147. In the case of a domestic worker, if a prima facie case exists, the Local Committee shall:
a. Dismiss the complaint
b. Conduct departmental inquiry
c. Forward the complaint to the police
d. Refer the case to the employer
148. The Local Committee shall forward the complaint to the police within:
a. Three days
b. Five days
c. Seven days
d. Fifteen days
149. The complaint in the case of domestic workers may be registered under:
a. Section 354 of the Indian Penal Code
b. Section 509 of the Indian Penal Code
c. Section 376 of the Indian Penal Code
d. Section 498A of the Indian Penal Code
150. If the respondent fails to comply with the terms of settlement under Section 10, the Committee shall:
a. Close the complaint
b. Proceed to make an inquiry into the complaint
c. Refer the case to civil court
d. Transfer the complainant
151. During the inquiry where both parties are employees, the parties shall be:
a. Allowed to submit written statements only
b. Given an opportunity of being heard
c. Represented only through lawyers
d. Examined only by the employer
152. After the inquiry, a copy of the findings shall be made available to:
a. Only the employer
b. Only the aggrieved woman
c. Both the parties
d. Only the District Officer
153. The purpose of providing a copy of the findings to both parties is to enable them to:
a. File criminal complaint
b. Appeal to the High Court
c. Make representation against the findings before the Committee
d. Approach the labour court
154. Section 12 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry procedure
b. Action during pendency of inquiry
c. Conciliation
d. Appeal
155. During the pendency of inquiry, recommendations may be made by:
a. The employer
b. The Internal Committee or the Local Committee
c. The police authority
d. The labour court
156. The recommendations under Section 12 may be made:
a. Suo motu by the Committee
b. On a written request made by the aggrieved woman
c. On request of the employer
d. On direction of the District Officer
157. During the pendency of inquiry, the Committee may recommend transfer of:
a. Only the respondent
b. Only the aggrieved woman
c. Either the aggrieved woman or the respondent
d. Only the supervisor
158. The Internal Committee or Local Committee may recommend grant of leave to the aggrieved woman up to:
a. One month
b. Two months
c. Three months
d. Six months
159. The Committee may recommend:
a. Only transfer
b. Only leave
c. Other reliefs to the aggrieved woman as may be prescribed
d. Only suspension of respondent
160. Leave granted to the aggrieved woman under Section 12 shall be:
a. Deducted from her annual leave
b. Treated as unpaid leave
c. In addition to the leave she is otherwise entitled to
d. Granted only with employer’s consent
161. Upon receiving recommendations under Section 12, the employer shall:
a. Consider them optionally
b. Implement the recommendations
c. Refer the matter to police
d. Reject them if not satisfied
162. After implementing the recommendations, the employer shall send a report of implementation to:
a. The police authority
b. The District Magistrate
c. The Internal Committee or Local Committee
d. The labour department
163. Section 13 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry report
b. Appeal
c. Conciliation
d. Duties of employer