Free MCQs
POSH MCQs Set-2
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1. After completion of inquiry, the Internal Committee or Local Committee shall submit its report to:
a. The police authority
b. The employer or the District Officer
c. The labour court
d. The State Government
2. The report of findings shall be submitted within:
a. Seven days from completion of inquiry
b. Ten days from completion of inquiry
c. Fifteen days from completion of inquiry
d. Thirty days from completion of inquiry
3. The inquiry report prepared under Section 13 shall be made available to:
a. Only the employer
b. Only the respondent
c. Only the aggrieved woman
d. The concerned parties
4. If the Internal Committee or Local Committee concludes that the allegation has not been proved, it shall recommend:
a. Punishment to the respondent
b. Transfer of the respondent
c. No action in the matter
d. Police investigation
5. The recommendation of no action when allegations are not proved is made to:
a. The police authority
b. The employer and the District Officer
c. The labour department
d. The civil court
6. Where the Internal Committee or Local Committee concludes that the allegation against the respondent has been proved, it shall recommend:
a. Police investigation
b. Action against the respondent
c. Dismissal of the complaint
d. Reconciliation between the parties
7. Where the allegation is proved, the Committee may recommend that action for sexual harassment be treated as:
a. Criminal offence only
b. Misconduct
c. Civil liability
d. Administrative error
8. Action for sexual harassment as misconduct shall be taken in accordance with:
a. The Indian Penal Code
b. Service rules applicable to the respondent
c. Orders of the District Magistrate
d. The Code of Civil Procedure
9. Where no service rules exist, action shall be taken:
a. In the manner prescribed
b. As directed by the police
c. As ordered by the employer
d. As decided by the complainant
10. The Committee may recommend deduction of compensation from:
a. Employer’s funds
b. Government treasury
c. Salary or wages of the respondent
d. Trade union funds
11. The amount deducted from salary or wages shall be paid to:
a. The employer
b. The aggrieved woman or her legal heirs
c. The Local Committee
d. The District Officer
12. The determination of the compensation amount shall be made in accordance with:
a. Section 14
b. Section 15
c. Section 16
d. Section 17
13. Where deduction from salary cannot be made due to absence or cessation of employment, the employer may:
a. Close the complaint
b. Direct the respondent to pay the sum to the aggrieved woman
c. Transfer the respondent
d. Refer the matter to labour court
14. If the respondent fails to pay the amount directed, the Committee may forward the order for recovery to:
a. The police authority
b. The District Officer
c. The labour court
d. The State Government
15. The recovery of the amount may be made as:
a. Fine under criminal law
b. Civil damages
c. Arrear of land revenue
d. Court decree
16. The employer or the District Officer shall act upon the recommendation within:
a. Thirty days
b. Forty-five days
c. Sixty days
d. Ninety days
17. Section 14 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry report
b. Punishment for false or malicious complaint and false evidence
c. Appeal
d. Duties of employer
18. Action under Section 14 may be recommended when the Internal Committee or Local Committee concludes that the allegation against the respondent is:
a. Unproved
b. Malicious
c. Incomplete
d. Delayed
19. Action may also be recommended where the complaint was made:
a. Without written form
b. Knowing it to be false
c. Without witnesses
d. Without employer’s permission
20. Section 14 also applies where the complainant produces:
a. Confidential documents
b. Anonymous evidence
c. Forged or misleading documents
d. Documents without signature
21. Action against the complainant shall be recommended to:
a. The police officer
b. The employer or the District Officer
c. The labour court
d. The civil court
22. Action against the complainant shall be taken in accordance with:
a. The Indian Penal Code
b. The Code of Civil Procedure
c. The service rules applicable to the complainant
d. The Evidence Act
23. Where no service rules exist, action against the complainant shall be taken:
a. As directed by the police
b. As prescribed under the rules
c. As decided by the respondent
d. As ordered by the civil court
24. Mere inability to substantiate a complaint shall:
a. Automatically attract punishment
b. Not attract action against the complainant
c. Result in dismissal of the complainant
d. Lead to police investigation
25. Before recommending action for malicious complaint, the malicious intent must be:
a. Presumed by the employer
b. Established after inquiry
c. Declared by the respondent
d. Proved by police investigation
26. If during inquiry a witness gives false evidence, the Committee may recommend action against:
a. The respondent
b. The employer
c. The witness
d. The complainant only
27. Action against a witness who gives false evidence shall be recommended to:
a. The employer of the witness or the District Officer
b. The police authority
c. The labour court
d. The civil court
28. Where a witness produces forged or misleading documents during inquiry:
a. The inquiry shall be cancelled
b. Action may be recommended against the witness
c. The complaint shall be dismissed
d. The employer shall be penalised
29. Section 15 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry report
b. Determination of compensation
c. Appeal
d. Duties of employer
30. The compensation payable to the aggrieved woman under the Act is determined in relation to:
a. Section 12(2)
b. Section 13(3)(ii)
c. Section 14(1)
d. Section 11(4)
31. The authority responsible for determining compensation is:
a. Employer
b. District Magistrate
c. Internal Committee or Local Committee
d. Labour Court
32. While determining compensation, the Committee shall consider:
a. Mental trauma, pain, suffering and emotional distress caused to the aggrieved woman
b. Only physical injury suffered
c. Only financial loss
d. Only medical expenses
33. The Committee shall also consider:
a. Loss in career opportunity due to the incident of sexual harassment
b. Loss of property
c. Loss of annual leave
d. Loss of employment benefits
34. Medical expenses incurred by the victim for which treatment may be considered include:
a. Physical treatment only
b. Psychiatric treatment only
c. Both physical or psychiatric treatment
d. Alternative treatment only
35. While determining compensation, the Committee shall also consider:
a. Income and financial status of the respondent
b. Age of the respondent
c. Educational qualification of the respondent
d. Social background of the respondent
36. The Committee may consider the feasibility of payment:
a. Only in instalments
b. Only in lump sum
c. Either in lump sum or in instalments
d. Only through court order
37. Section 16 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Determination of compensation
b. Prohibition of publication of complaint and inquiry proceedings
c. Appeal
d. Duties of employer
38. Section 16 begins with a non obstante clause overriding:
a. Code of Criminal Procedure, 1973
b. Code of Civil Procedure, 1908
c. Right to Information Act, 2005
d. Indian Penal Code, 1860
39. The contents of the complaint made under Section 9 shall:
a. Be made public
b. Be disclosed to media
c. Not be published or communicated to the public
d. Be displayed on workplace notice board
40. The identity and addresses of which persons shall not be disclosed under Section 16?
a. Aggrieved woman
b. Respondent
c. Witnesses
d. All of the above
41. Information relating to which of the following proceedings shall not be published?
a. Conciliation proceedings
b. Inquiry proceedings
c. Recommendations of the Committee
d. All of the above
42. The action taken by the employer or District Officer under the Act:
a. Must be published in newspapers
b. May be communicated to media
c. Shall not be made known to the public, press or media
d. Must be posted online
43. The prohibition under Section 16 applies to disclosure to:
a. Public only
b. Press only
c. Media only
d. Public, press and media
44. Information regarding justice secured to a victim may be disseminated:
a. With full identity disclosure
b. Without disclosing name, address or identity of the aggrieved woman and witnesses
c. Only with court permission
d. Only after inquiry report publication
45. The protection under Section 16 is intended to safeguard:
a. Workplace discipline
b. Privacy and identity of parties involved
c. Employer’s reputation
d. Government records
46. Section 17 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Determination of compensation
b. Penalty for publication of complaint and inquiry proceedings
c. Appeal
d. Duties of employer
47. Penalty under Section 17 arises when a person contravenes the provisions of:
a. Section 14
b. Section 15
c. Section 16
d. Section 18
48. The prohibition violated under Section 17 relates to:
a. Inquiry procedure
b. Publication or making known contents of complaint and inquiry proceedings
c. Filing of complaint
d. Appeal procedure
49. Section 17 applies to a person who is entrusted with the duty to:
a. Register police cases
b. Handle or deal with the complaint, inquiry, recommendations or action under the Act
c. Conduct criminal trials
d. Supervise workplaces
50. A person who violates Section 16 shall be liable to:
a. Criminal imprisonment
b. Civil damages
c. Penalty in accordance with applicable service rules
d. Automatic dismissal from service
51. Where no service rules exist, the penalty shall be imposed:
a. As directed by the police
b. As prescribed under the rules
c. As ordered by the labour court
d. As decided by the employer
52. Section 18 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inquiry report
b. Appeal
c. Duties of employer
d. Penalty for publication
53. An appeal under Section 18 may be preferred by:
a. The employer only
b. The District Officer only
c. Any person aggrieved
d. Only the aggrieved woman
54. An appeal may be filed against recommendations made under:
a. Section 13(2)
b. Section 13(3)(i) and (ii)
c. Section 14 and Section 17
d. All of the above
55. An appeal may also be filed against:
a. Inquiry proceedings
b. Non-implementation of recommendations
c. Transfer of employees
d. Constitution of committee
56. The appeal shall be preferred to:
a. The police authority
b. The employer
c. The court or tribunal
d. The District Officer
57. The appeal shall be made in accordance with:
a. The Indian Penal Code
b. The Code of Civil Procedure
c. The service rules applicable to the person
d. Orders of the employer
58. Where no service rules exist, the appeal shall be made:
a. As prescribed under the rules
b. Only before the High Court
c. Before the police authority
d. Before the labour inspector
59. The time limit for filing an appeal under Section 18 is:
a. Thirty days
b. Sixty days
c. Ninety days
d. One hundred and twenty days
60. The period of ninety days for filing appeal is calculated from the date of:
a. Filing the complaint
b. Completion of inquiry
c. Recommendations
d. Appointment of committee
61. Section 19 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Appeal
c. Inquiry report
d. Compensation
62. Under Section 19, every employer shall provide:
a. A safe working environment at the workplace
b. Only security guards at the workplace
c. Safety only for permanent employees
d. Safety only during working hours
63. The safe working environment provided by the employer shall include safety from:
a. Only employees
b. Only supervisors
c. Persons coming into contact at the workplace
d. Only visitors
64. The employer shall display at a conspicuous place in the workplace:
a. Company policies only
b. Penal consequences of sexual harassment and order constituting the Internal Committee
c. Names of employees
d. Service rules only
65. The employer shall organise workshops and awareness programmes:
a. Once every five years
b. Only when complaint arises
c. At regular intervals
d. Only for women employees
66. Orientation programmes under Section 19 shall be conducted for:
a. Police officers
b. Members of the Internal Committee
c. Labour inspectors
d. Respondents
67. The employer shall provide necessary facilities to:
a. The police department
b. The Internal Committee or the Local Committee
c. The labour court
d. Trade unions
68. The employer shall assist in securing the attendance of:
a. Only the aggrieved woman
b. Only witnesses
c. The respondent and witnesses
d. Only supervisors
69. The employer shall make available information required by:
a. The labour court
b. The Internal Committee or Local Committee
c. The police authority
d. The State Government
70. The employer shall provide assistance to the aggrieved woman if she chooses to file a complaint under:
a. Code of Civil Procedure
b. Indian Penal Code or any other law in force
c. Labour laws only
d. Company policies only
71. If the perpetrator is not an employee, the employer shall:
a. Ignore the complaint
b. Transfer the complainant
c. Initiate action under the Indian Penal Code or other applicable law
d. Refer the case to labour court
72. Sexual harassment shall be treated by the employer as:
a. A minor disciplinary issue
b. Misconduct under service rules
c. Civil liability only
d. Administrative error
73. The employer shall monitor:
a. Attendance of employees
b. Salary payments
c. Timely submission of reports by the Internal Committee
d. Performance appraisals
74. Section 20 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Duties and powers of District Officer
c. Appeal
d. Compensation
75. The District Officer under Section 20 shall monitor:
a. Reports of the Internal Committee
b. Reports of the Local Committee
c. Reports of the employer
d. Reports of the police authority
76. The District Officer shall ensure timely submission of reports by:
a. Internal Committee
b. Local Committee
c. Employer
d. Labour Department
77. The District Officer shall take measures for engaging:
a. Police organisations
b. Government departments
c. Non-governmental organisations
d. Trade unions
78. The purpose of engaging non-governmental organisations under Section 20 is:
a. Conducting criminal trials
b. Creation of awareness on sexual harassment and the rights of women
c. Monitoring employer compliance
d. Conducting workplace inspections
79. Section 21 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Committee to submit annual report
c. Appeal
d. Determination of compensation
80. Under Section 21, the responsibility to prepare an annual report lies with:
a. The employer
b. The Internal Committee or the Local Committee
c. The District Officer
d. The State Government
81. The annual report under Section 21 shall be prepared:
a. Every financial year
b. Every calendar year
c. Once every two years
d. As directed by the State Government
82. The annual report shall be prepared:
a. In any format decided by the Committee
b. In such form and at such time as may be prescribed
c. Only in electronic format
d. Only after approval of the employer
83. The annual report prepared by the Committee shall be submitted to:
a. The police authority
b. The employer and the District Officer
c. The labour court
d. The Central Government
84. After receiving the annual reports, the District Officer shall forward:
a. The complete report to the Central Government
b. A brief report to the State Government
c. The report to the labour department
d. The report to the police authority
85. Section 22 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Employer to include information in annual report
c. Appeal
d. Determination of compensation
86. Under Section 22, the employer shall include in its annual report:
a. Names of complainants
b. Details of inquiry proceedings
c. Number of cases filed and their disposal under the Act
d. Names of members of the Internal Committee
87. The information required under Section 22 relates to:
a. Complaints received under labour laws
b. Cases filed and disposed of under the Act
c. All workplace disputes
d. Only criminal cases
88. Where the organisation does not prepare an annual report, the employer shall:
a. Submit the information to the police authority
b. Inform the State Government
c. Intimate the number of cases to the District Officer
d. Publish the information in newspapers
89. The information to be provided under Section 22 includes:
a. Number of cases filed
b. Disposal of cases under the Act
c. Both A and B
d. Only pending cases
90. Section 23 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Monitoring implementation and maintaining data
c. Appeal
d. Determination of compensation
91. Under Section 23, the responsibility to monitor implementation of the Act lies with:
a. The employer
b. The District Officer
c. The appropriate Government
d. The Internal Committee
92. The appropriate Government shall maintain data regarding:
a. Number of employees in organisations
b. Number of cases filed and disposed of relating to sexual harassment at workplace
c. Number of Internal Committees constituted
d. Number of employers registered
93. The monitoring by the appropriate Government under Section 23 relates to:
a. All workplace disputes
b. Only government offices
c. Cases of sexual harassment at workplace
d. Industrial disputes
94. Section 24 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Duties of employer
b. Publicising the Act
c. Appeal
d. Inquiry report
95. The authority empowered to take measures to publicise the Act is:
a. The employer
b. The District Officer
c. The appropriate Government
d. The Internal Committee
96. The measures to publicise the Act are subject to:
a. Approval of Parliament
b. Availability of financial and other resources
c. Direction of the Supreme Court
d. Approval of the employer
97. The appropriate Government may develop materials relating to:
a. Labour disputes
b. Sexual harassment laws only
c. Information, education, communication and training regarding the Act
d. Service rules for employees
98. Awareness programmes under Section 24 are intended to:
a. Promote labour union activities
b. Advance public understanding of provisions protecting women from sexual harassment at workplace
c. Improve workplace productivity
d. Train police officers
99. The appropriate Government may formulate orientation and training programmes for:
a. Employers
b. Members of the Local Committee
c. Police officers
d. Trade unions
100. Section 25 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Inspection of workplaces
b. Power to call for information and inspection of records
c. Appeal
d. Duties of employer
101. The power to call for information relating to sexual harassment under Section 25 is vested in:
a. The employer
b. The District Officer
c. The appropriate Government
d. The Internal Committee
102. The appropriate Government may exercise its power under Section 25 when it is satisfied that it is necessary:
a. For administrative convenience
b. In the public interest or in the interest of women employees at a workplace
c. Only during criminal proceedings
d. Only on request of employer
103. The appropriate Government may require information from:
a. The police authority
b. The employer or District Officer
c. The labour court
d. The Internal Committee only
104. The information required by the appropriate Government shall be furnished:
a. Orally
b. Through police report
c. In writing
d. Through affidavit only
105. The appropriate Government may authorise an officer to:
a. Conduct criminal investigation
b. Inspect records and workplace in relation to sexual harassment
c. Suspend the employer
d. Issue arrest warrants
106. The authorised officer making inspection shall submit:
a. A charge sheet
b. A confidential note
c. A report of inspection to the appropriate Government
d. A judicial order
107. The report of inspection shall be submitted within:
a. A period specified in the order
b. Thirty days
c. Ninety days
d. Six months
108. During inspection, the employer and District Officer shall produce:
a. Only annual reports
b. Only committee records
c. All information, records and documents related to the subject matter of inspection
d. Only financial statements
109. Section 26 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appeal
b. Penalty for non-compliance with provisions of the Act
c. Duties of employer
d. Inspection of records
110. An employer shall be liable to penalty if he fails to constitute:
a. Local Committee
b. Internal Committee
c. District Committee
d. Labour Committee
111. Failure to constitute the Internal Committee under Section 4 attracts penalty under:
a. Section 24
b. Section 25
c. Section 26
d. Section 27
112. An employer may also be penalised under Section 26 if he fails to take action under:
a. Sections 12 and 13
b. Sections 13, 14 and 22
c. Sections 15 and 16
d. Sections 18 and 19
113. Contravention or abetment of contravention of other provisions of the Act by the employer shall result in:
a. Criminal imprisonment
b. Departmental action
c. Fine under the Act
d. Suspension of the Internal Committee
114. The maximum fine that may be imposed on the employer for non-compliance is:
a. Ten thousand rupees
b. Twenty-five thousand rupees
c. Fifty thousand rupees
d. One lakh rupees
115. If the employer commits the same offence again after a previous conviction, he shall be liable to:
a. Same punishment as first conviction
b. Double punishment up to the maximum provided
c. Only warning
d. No punishment
116. Where a higher punishment is prescribed under any other law for the same offence:
a. The Act overrides such law
b. The employer shall be exempted
c. The court shall take due cognizance of such higher punishment
d. Only the employer decides punishment
117. In case of repeated conviction, the employer may also face:
a. Transfer of employees
b. Suspension of workplace
c. Cancellation or withdrawal of licence, approval or registration
d. Closure of Internal Committee
118. The licence or approval referred to in Section 26 may be cancelled or withdrawn by:
a. The employer
b. The Internal Committee
c. The Government or local authority
d. The labour court
119. Section 27 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appeal
b. Cognizance of offence by courts
c. Duties of employer
d. Determination of compensation
120. A court shall take cognizance of offences under the Act only on a complaint made by:
a. The employer
b. The police officer
c. The aggrieved woman or a person authorised by the Internal Committee or Local Committee
d. The District Officer
121. A complaint for cognizance of offence under the Act may be filed by a person authorised by:
a. The employer
b. The police authority
c. The Internal Committee or Local Committee
d. The State Government
122. No court inferior to which of the following shall try offences under this Act?
a. Chief Judicial Magistrate
b. Judicial Magistrate of the first class or Metropolitan Magistrate
c. Sessions Judge
d. District Judge
123. Offences under this Act shall be tried by:
a. Any criminal court
b. Labour court only
c. Court not inferior to Metropolitan Magistrate or Judicial Magistrate of the first class
d. Civil court
124. Every offence under this Act shall be:
a. Cognizable
b. Non-cognizable
c. Bailable
d. Compoundable
125. Section 28 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appeal
b. Cognizance of offence
c. Act not in derogation of any other law
d. Duties of employer
126. According to Section 28, the provisions of the Act shall be:
a. In substitution of other laws
b. In addition to the provisions of other laws
c. Superior to all other laws
d. Applicable only when no other law exists
127. The expression “not in derogation of any other law” signifies that:
a. The Act repeals other laws
b. The Act overrides all other laws
c. The Act does not diminish or take away the effect of other laws
d. The Act applies only where no other law exists
128. Section 28 clarifies that remedies under this Act are:
a. Exclusive remedies
b. Alternative remedies replacing other laws
c. Additional remedies available along with other legal remedies
d. Temporary remedies only
129. Section 29 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appeal
b. Power of appropriate Government to make rules
c. Duties of employer
d. Cognizance of offence
130. The authority empowered to make rules under the Act is:
a. State Government
b. District Officer
c. Central Government
d. Employer
131. Rules under Section 29 shall be made by:
a. Executive order
b. Notification in the Official Gazette
c. Circular issued by the Ministry
d. Resolution of Parliament
132. The rules made under Section 29 are intended for:
a. Amending the provisions of the Act
b. Carrying out the provisions of the Act
c. Replacing the provisions of the Act
d. Interpreting judicial decisions
133. Rules may prescribe the fees or allowances payable to members under:
a. Section 4(4)
b. Section 5(2)
c. Section 6(1)
d. Section 8(3)
134. Rules may also provide for nomination of members under:
a. Section 6(2)
b. Section 7(1)(c)
c. Section 8(1)
d. Section 10(2)
135. The rules may prescribe the fees or allowances to be paid to the Chairperson and Members under:
a. Section 6(4)
b. Section 7(4)
c. Section 8(2)
d. Section 9(1)
136. Rules may provide for the person who may make a complaint under:
a. Section 8(2)
b. Section 9(2)
c. Section 10(1)
d. Section 11(4)
137. The manner of inquiry under the Act may be prescribed under:
a. Section 10(1)
b. Section 11(1)
c. Section 12(2)
d. Section 13(3)
138. The rules may prescribe powers for making an inquiry under:
a. Section 11(2)(c)
b. Section 12(1)(c)
c. Section 13(2)(c)
d. Section 14(1)(c)
139. The relief to be recommended during pendency of inquiry may be prescribed under:
a. Section 12(1)(c)
b. Section 13(1)(c)
c. Section 14(2)(c)
d. Section 15(1)(c)
140. Rules may prescribe the manner of action to be taken under:
a. Section 13(3)(i)
b. Section 14(3)(i)
c. Section 15(2)(i)
d. Section 16(1)(i)
141. The manner of action for false complaint or false evidence may be prescribed under:
a. Section 13
b. Section 14
c. Section 15
d. Section 16
142. Rules may prescribe the manner of action to be taken under:
a. Section 16
b. Section 17
c. Section 18
d. Section 19
143. The manner of appeal may be prescribed under:
a. Section 16(1)
b. Section 17(1)
c. Section 18(1)
d. Section 19(1)
144. Rules may prescribe the manner of organising workshops and awareness programmes for sensitising employees under:
a. Section 17
b. Section 18
c. Section 19(c)
d. Section 20
145. Orientation programmes for members of the Internal Committee may be organised under:
a. Section 19(c)
b. Section 20(a)
c. Section 21(1)
d. Section 22
146. Rules may prescribe the form and time for preparation of annual report by:
a. Employer
b. Internal Committee and Local Committee
c. District Officer
d. Labour Department
147. The provision relating to preparation of annual report by Committees is contained in:
a. Section 19
b. Section 20
c. Section 21(1)
d. Section 22
148. Every rule made by the Central Government under this Act shall be laid before:
a. The Supreme Court
b. Each House of Parliament
c. State Legislature
d. The High Court
149. The rules shall be laid before Parliament for a total period of:
a. Fifteen days
b. Thirty days
c. Sixty days
d. Ninety days
150. The period of thirty days may be comprised in:
a. One session only
b. Two sessions only
c. One session or two or more successive sessions
d. Three sessions only
151. If both Houses of Parliament agree to modify a rule:
a. The rule becomes invalid immediately
b. The rule continues unchanged
c. The rule shall have effect only in the modified form
d. The rule is repealed permanently
152. If both Houses agree that the rule should not be made:
a. The rule remains effective
b. The rule shall have no effect
c. The rule becomes advisory only
d. The rule applies only prospectively
153. Any modification or annulment of a rule shall:
a. Invalidate all past actions taken under the rule
b. Not affect the validity of anything previously done under the rule
c. Require fresh legislation
d. Require approval of the President
154. Rules made by the State Government under Section 8(4) shall be laid before:
a. Parliament
b. Supreme Court
c. State Legislature
d. District Magistrate
155. Where the State Legislature consists of two Houses, the rules shall be laid before:
a. The Legislative Assembly only
b. The Legislative Council only
c. Both Houses of the State Legislature
d. The Governor
156. Where the State Legislature consists of one House, the rules shall be laid before:
a. The Governor
b. The Legislative Assembly
c. The Parliament
d. The High Court
157. Section 30 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act deals with:
a. Appeal
b. Power to remove difficulties
c. Duties of employer
d. Cognizance of offence
158. The power to remove difficulties in giving effect to the provisions of the Act is vested in:
a. The State Government
b. The District Officer
c. The Central Government
d. The Supreme Court
159. The Central Government may remove difficulties by:
a. Executive circular
b. Order published in the Official Gazette
c. Parliamentary resolution
d. Judicial direction
160. Any order made for removing difficulties must be:
a. Consistent with the provisions of the Act
b. Contrary to the provisions of the Act
c. Approved by the employer
d. Approved by the State Government
161. The power to remove difficulties under Section 30 may be exercised:
a. At any time
b. Within two years from the commencement of the Act
c. Within five years from commencement
d. Only during the first session of Parliament
162. No order for removing difficulties shall be made after:
a. One year from commencement of the Act
b. Two years from commencement of the Act
c. Three years from commencement of the Act
d. Five years from commencement of the Act
163. Every order made under Section 30 shall be laid before:
a. The Supreme Court
b. Each House of Parliament
c. State Legislature
d. District Court
164. The purpose of laying such orders before Parliament is:
a. Judicial review
b. Legislative oversight
c. Administrative approval
d. Employer compliance