Factories Act, 1948
- Under the Factories Act, 1948, which of the following is not a major welfare provision?
a) Provision of crèches for factories employing 30 or more women workers.
b) Restriction on employment of women and children at night.
c) Annual leave with wages after 240 days of work.
d) Fixation of minimum wages for workers. - The Factories Act, 1948 applies to a factory using power and employing:
a) 10 or more workers on any day of the preceding 12 months.
b) 20 or more workers.
c) 50 or more workers.
d) Any number of workers. - Which of the following welfare facilities must be provided in a factory employing 250 or more workers?
a) Canteen facilities.
b) Free accommodation.
c) Health insurance.
d) Pension fund. - Under the Factories Act, adult workers can work for a maximum of:
a) 48 hours per week.
b) 54 hours per week.
c) 60 hours per week.
d) 72 hours per week. - The occupier of a factory is required to send notice of certain accidents resulting in death to:
a) Chief Inspector of Factories.
b) District Magistrate.
c) Labour Commissioner.
d) State Government. - “Double employment” under the Factories Act means:
a) No adult worker shall work in more than one factory on the same day.
b) Worker cannot work overtime.
c) Women workers cannot do night shifts.
d) Temporary workers cannot be re-employed. - The Act requires the appointment of a Safety Officer where the number of workers in a hazardous process factory is:
a) 500 or more.
b) 250 or more.
c) 100 or more.
d) 1000 or more. - The Factories Act, 1948 defines a “worker” as a person:
a) Employed directly or through any agency, with or without wages, in any manufacturing process.
b) Only employed on permanent basis.
c) Receiving salary above Rs. 21,000 per month.
d) Employed only by contractors. - The Act makes provision for “Health, Safety, Welfare, Working Hours, and Leave” of:
a) Workers employed in factories.
b) Agricultural labourers.
c) Contract workers exclusively.
d) Government servants. - Who is primarily responsible for ensuring compliance under the Factories Act?
a) Occupier of the factory.
b) Manager.
c) Workers’ union.
d) Inspector of factories.
Minimum Wages Act, 1948
- The main objective of the Minimum Wages Act, 1948 is to:
a) Ensure minimum rates of wages in scheduled employments.
b) Regulate overtime work only.
c) Provide housing to workers.
d) Fix bonus and gratuity. - Under this Act, the authority to fix and revise minimum wages lies with:
a) Appropriate Government (Central or State).
b) Labour Courts.
c) Industrial Tribunals.
d) Employers’ Association. - Which of the following bodies can be appointed under this Act to advise on wage fixation?
a) Advisory Board or Committee.
b) Wage Tribunal.
c) Labour Welfare Board.
d) Trade Union Council. - The appropriate government can fix different minimum wage rates for:
a) Different employments, classes of work, and localities.
b) All workers uniformly.
c) Only government employees.
d) Skilled workers alone. - Variable Dearness Allowance (VDA) is linked to which index?
a) Consumer Price Index (CPI).
b) Wholesale Price Index (WPI).
c) GDP Deflator.
d) Cost of Living Index. - The minimum wage may consist of:
a) Basic rate of wages and cost of living allowance.
b) Only basic pay.
c) Bonus and gratuity.
d) Allowances fixed by employers. - Wages under this Act must be paid in:
a) Current coin or currency notes, or both.
b) Goods in kind.
c) Vouchers redeemable at stores.
d) Cryptocurrency. - Overtime wages must be paid at:
a) Twice the normal rate of wages.
b) 1.5 times the normal rate.
c) Equal to the normal rate.
d) Triple the normal rate. - The government may appoint Inspectors to:
a) Ensure compliance with minimum wage provisions.
b) Conduct profit audits.
c) Supervise trade union elections.
d) Appoint factory managers. - If minimum wages are not paid, the claim for recovery must be filed within:
a) 6 months.
b) 12 months.
c) 24 months.
d) No limitation period.
Payment of Wages Act, 1936
- The Payment of Wages Act, 1936 applies to employees drawing wages up to:
a) Rs. 24,000 per month.
b) Rs. 18,000 per month.
c) Rs. 15,000 per month.
d) Rs. 10,000 per month. - The time limit for payment of wages to employees in establishments with less than 1000 workers is:
a) Within 7 days after wage period.
b) 10 days.
c) 15 days.
d) 30 days. - Which of the following deductions is NOT permissible under the Payment of Wages Act?
a) Deductions for fines imposed after due process.
b) Deductions for absence from duty.
c) Deductions for union subscriptions without written consent.
d) Deductions for damage or loss caused by the employee. - No deduction shall exceed what percentage of total wages in any wage period?
a) 50%.
b) 75%.
c) 25%.
d) 100%. - Authority for hearing claims under this Act is:
a) Prescribed authority appointed by the government.
b) Civil Court.
c) High Court.
d) Industrial Tribunal. - The term “wages” includes:
a) All remuneration expressed in terms of money, excluding bonuses and gratuity.
b) Only basic pay.
c) Only allowances.
d) Overtime and bonus exclusively. - Employers must maintain registers and records of wages for a minimum of:
a) 3 years.
b) 1 year.
c) 5 years.
d) Indefinitely. - The Act prohibits payment of wages in kind except:
a) Where authorized by the appropriate government.
b) In rural areas only.
c) When the employer wishes.
d) For all temporary workers. - Delay in payment of wages without reasonable cause can result in:
a) Penalty and compensation to employees.
b) Only a warning.
c) Dismissal of employer.
d) No consequence. - The Act was enacted primarily to:
a) Prevent unauthorized deductions and ensure timely payment of wages.
b) Fix minimum wages.
c) Regulate overtime wages.
d) Provide social security.
Equal Remuneration Act, 1976
- The Equal Remuneration Act seeks to eliminate discrimination in employment and wages based on:
a) Sex.
b) Religion.
c) Caste.
d) Age. - Employers must maintain registers showing:
a) Wages of men and women performing same or similar work.
b) Attendance only.
c) Annual profits.
d) Employee transfers. - The Act prohibits discrimination:
a) In recruitment, promotion, and conditions of service.
b) In disciplinary matters only.
c) Only during recruitment.
d) In retirement benefits only. - Non-compliance with provisions of this Act may result in:
a) Fine up to Rs. 5,000 and imprisonment up to 3 months.
b) Dismissal from employment.
c) Warning only.
d) Civil penalty. - The Act empowers which authority to hear complaints?
a) Appointed Labour Officer or Authority.
b) High Court.
c) Central Vigilance Commission.
d) District Magistrate.
Employees’ State Insurance Act, 1948
- The ESI Act provides benefits relating to:
a) Sickness, maternity, disablement, and death due to employment injury.
b) Retirement only.
c) Education of children.
d) Housing. - The wage ceiling for coverage under ESI Act is:
a) Rs. 21,000 per month.
b) Rs. 15,000 per month.
c) Rs. 25,000 per month.
d) No ceiling. - Contributions to ESI are shared between:
a) Employer and employee.
b) Central and State Governments.
c) Employee and union.
d) Employer alone. - Medical benefits under ESI are provided through:
a) ESI dispensaries and hospitals.
b) Private hospitals only.
c) Employer reimbursement.
d) Health insurance companies. - Sickness benefit under ESI is payable at what rate of wages?
a) 70% for 91 days in a year.
b) 50% for 60 days.
c) 100% for 30 days.
d) 75% indefinitely.
Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
- The EPF Act applies to establishments employing:
a) 20 or more persons.
b) 10 or more persons.
c) 30 or more persons.
d) 50 or more persons. - The employer’s and employee’s contribution rate under EPF is:
a) 12% each of basic wages, DA, and retaining allowance.
b) 10% each.
c) 8.33% each.
d) 15% each. - The Act establishes which three major schemes?
a) Provident Fund, Pension Fund, and Deposit Linked Insurance.
b) Bonus, Gratuity, and Pension.
c) Health, Housing, and Welfare.
d) None of the above. - The EPF contribution is tax-exempt under which provision?
a) Section 80C of the Income Tax Act.
b) Section 10(10D).
c) Section 44A.
d) Section 37. - Premature withdrawal from PF is permitted for which purpose?
a) House construction, marriage, or higher education.
b) Business investment.
c) Travel abroad.
d) Purchase of shares.
Payment of Bonus Act, 1965
- The minimum bonus payable under the Act is:
a) 8.33% of salary or wages.
b) 10%.
c) 20%.
d) 5%. - The Act applies to every establishment employing:
a) 20 or more persons.
b) 10 or more persons.
c) 50 or more persons.
d) 100 or more persons. - The maximum salary for bonus calculation is capped at:
a) Rs. 7,000 or minimum wage, whichever is higher.
b) Rs. 15,000.
c) Rs. 21,000.
d) No ceiling. - A worker shall be disqualified from receiving bonus if he is:
a) Dismissed for fraud or violent behavior.
b) On maternity leave.
c) Absent without leave.
d) On transfer. - The time limit for payment of annual bonus after the accounting year ends is:
a) 8 months.
b) 12 months.
c) 3 months.
d) 6 months.
Payment of Gratuity Act, 1972
- The Payment of Gratuity Act, 1972 applies to every establishment employing:
a) 10 or more persons.
b) 20 or more persons.
c) 50 or more persons.
d) 100 or more persons. - The minimum continuous service required to be eligible for gratuity is:
a) 5 years.
b) 3 years.
c) 10 years.
d) 1 year. - Gratuity becomes payable on:
a) Superannuation, retirement, resignation, or death/disablement.
b) Promotion.
c) Transfer.
d) Annual appraisal. - The maximum limit of gratuity under the Act (as amended in 2018) is:
a) ₹20 lakh.
b) ₹10 lakh.
c) ₹15 lakh.
d) ₹25 lakh. - For every completed year of service, gratuity is calculated at the rate of:
a) 15 days’ wages.
b) 10 days’ wages.
c) 20 days’ wages.
d) 30 days’ wages. - Gratuity can be forfeited:
a) For acts involving moral turpitude or willful damage to property.
b) For late attendance.
c) For absenteeism.
d) For ordinary negligence. - The controlling authority under the Payment of Gratuity Act is appointed by:
a) Appropriate Government.
b) Labour Court.
c) EPFO.
d) Industrial Tribunal. - Payment of gratuity must be made within how many days of it becoming due?
a) 30 days.
b) 45 days.
c) 60 days.
d) 90 days. - In case of death of an employee, gratuity is payable to:
a) Nominee or legal heir.
b) Co-worker.
c) Trade union.
d) Insurance company. - The Act does not apply to:
a) Apprentices.
b) Government employees.
c) Teachers.
d) All of the above.
Employees’ Compensation Act, 1923
- The Employees’ Compensation Act, 1923 was earlier known as:
a) Workmen’s Compensation Act, 1923.
b) Labour Protection Act, 1923.
c) Workers’ Safety Act, 1923.
d) Industrial Compensation Act, 1923. - The Act provides compensation for:
a) Personal injury caused by accident arising out of and in the course of employment.
b) Loss of employment.
c) Retirement.
d) Low wages. - The liability to pay compensation lies on:
a) Employer.
b) Employee.
c) Insurance company.
d) Government. - The Act applies to employees working in:
a) Specified hazardous and manual occupations.
b) All offices.
c) Government only.
d) IT companies. - The amount of compensation depends on:
a) Nature of injury and wages of the employee.
b) Age only.
c) Period of service.
d) Type of contract. - In case of death resulting from injury, compensation is payable to:
a) Dependants.
b) Trade union.
c) Labour officer.
d) District collector. - The Commissioner under this Act is appointed by:
a) State Government.
b) Central Government.
c) High Court.
d) Local body. - The Act provides extra compensation if the employer fails to deposit compensation within:
a) One month.
b) Three months.
c) Six months.
d) Twelve months. - The compensation shall not be payable for injury caused:
a) Under the influence of drink or drugs.
b) During working hours.
c) On official tour.
d) Due to co-worker’s mistake. - Appeals against the Commissioner’s orders lie to:
a) High Court.
b) Labour Court.
c) Supreme Court.
d) Tribunal.
Contract Labour (Regulation & Abolition) Act, 1970
- The Act applies to every establishment employing:
a) 20 or more contract labourers.
b) 10 or more.
c) 30 or more.
d) 50 or more. - The primary objective of this Act is to:
a) Regulate and, in certain cases, abolish contract labour.
b) Prohibit all forms of contract work.
c) Provide social security.
d) Fix minimum wages. - The “Principal Employer” under this Act means:
a) The person responsible for supervision and control of the establishment.
b) Contractor.
c) Worker.
d) Government inspector. - The licensing of contractors is done by:
a) Licensing Officer appointed under the Act.
b) EPFO.
c) Labour Union.
d) Factory Inspector. - Welfare and health of contract labourers at the workplace are primarily the responsibility of:
a) Contractor, under supervision of the Principal Employer.
b) Trade Union.
c) Labour Court.
d) State Government. - In case of failure by contractor to pay wages, the wages shall be paid by:
a) Principal Employer.
b) Labour Officer.
c) Co-worker.
d) Government. - Which of the following cannot be done without prior notification by the appropriate government?
a) Abolition of contract labour system in a process, operation, or work.
b) Termination of employees.
c) Bonus declaration.
d) Leave sanction. - The Act provides for constitution of:
a) Central and State Advisory Boards.
b) Trade Union Federations.
c) Arbitration Tribunals.
d) Industrial Courts. - Registers of contract labour must be maintained by:
a) Both Principal Employer and Contractor.
b) Only Contractor.
c) Only Principal Employer.
d) State Labour Department. - The Act prohibits employment of contract labour in:
a) Core and perennial nature of work.
b) Temporary jobs.
c) Short-term repairs.
d) Seasonal operations.
Maternity Benefit Act, 1961
- The Act provides maternity benefit to women who have worked for at least:
a) 80 days in the preceding 12 months.
b) 120 days.
c) 60 days.
d) 150 days. - The duration of paid maternity leave after the 2017 amendment is:
a) 26 weeks.
b) 12 weeks.
c) 20 weeks.
d) 30 weeks. - A woman who adopts a child below three months of age is entitled to:
a) 12 weeks of maternity benefit.
b) 26 weeks.
c) 6 weeks.
d) None. - Establishments with how many employees are required to provide crèche facilities?
a) 50 or more employees.
b) 20 or more.
c) 30 or more.
d) 100 or more. - A woman on maternity leave is entitled to:
a) Average daily wage for her absence period.
b) Half wages.
c) No wages.
d) Bonus. - The Act prohibits employment of women during:
a) Six weeks immediately following the day of delivery or miscarriage.
b) Two weeks.
c) Three months.
d) None. - The Maternity Benefit Act applies to:
a) Every establishment employing 10 or more persons.
b) Only government offices.
c) Factories only.
d) Mines only. - Employers violating provisions of the Act may be punished with imprisonment up to:
a) One year or fine up to ₹5,000 or both.
b) Six months.
c) Two years.
d) Only fine.
Child and Adolescent Labour (Prohibition & Regulation) Act, 1986
- Employment of children below the age of 14 years is prohibited in:
a) All occupations and processes.
b) Hazardous occupations only.
c) Agriculture.
d) Government offices only. - The Act defines “adolescent” as a person who has completed 14 years but not 18 years of age.
a) True.
b) False.
Industrial Disputes Act, 1947
- The main objective of the Industrial Disputes Act, 1947 is to:
a) Promote industrial peace by preventing and settling disputes between employers and workers.
b) Regulate minimum wages.
c) Provide social insurance.
d) Establish provident funds. - “Industry” under the Act means:
a) Any systematic activity carried on by cooperation between employer and worker for production or distribution of goods or services.
b) Only manufacturing units.
c) Government departments only.
d) Agriculture exclusively. - The term “workman” includes:
a) Any person employed in any industry to do manual, unskilled, skilled, technical, or supervisory work for hire or reward.
b) Managerial staff.
c) Government officers.
d) Domestic servants. - An “industrial dispute” means:
a) Dispute between employers and workmen connected with employment or non-employment or terms of employment.
b) Personal dispute between two workers.
c) Dispute between two governments.
d) Contract dispute between companies. - Which authority deals with prevention and settlement of industrial disputes at the first stage?
a) Works Committee.
b) Labour Court.
c) Industrial Tribunal.
d) National Tribunal. - Reference of industrial disputes for adjudication is made by:
a) Appropriate Government.
b) Trade Union.
c) Employer.
d) Labour Court itself. - Retrenchment means termination of service of a workman for any reason other than:
a) Disciplinary action, retirement, or continued ill health.
b) Closure of business.
c) Absence from duty.
d) Lay-off. - Before retrenchment, a workman must be given:
a) One month’s notice or wages in lieu thereof and retrenchment compensation.
b) Only verbal notice.
c) Six months’ notice.
d) Pension benefit. - The compensation payable to a retrenched workman is:
a) 15 days’ average pay for every completed year of service.
b) One month’s pay per year of service.
c) 30 days’ pay per year.
d) 10 days’ pay per year. - “Strike” means:
a) Cessation of work by a body of persons employed in any industry acting in combination.
b) Refusal of employer to give work.
c) Locking of factory premises.
d) Temporary shutdown by government. - “Lockout” is declared by:
a) Employer.
b) Workers collectively.
c) Government.
d) Labour Commissioner. - Public Utility Services include:
a) Railways, postal, telephone, and water transport.
b) Agriculture.
c) Banking only.
d) Mining exclusively. - Minimum number of members required for registering a trade union under the Industrial Disputes framework is:
a) 7 workmen.
b) 10 workmen.
c) 100 workmen.
d) 25% of total workforce. - Illegal strikes or lockouts are those commenced:
a) Without giving required notice or during conciliation proceedings.
b) During public holidays.
c) Without employer’s consent.
d) By non-union workers. - Awards given by Labour Courts or Tribunals become enforceable after:
a) 30 days of publication by appropriate government.
b) 60 days.
c) Immediate effect.
d) 15 days.
Trade Unions Act, 1926
- The minimum number of members required to form a trade union is:
a) 7 persons.
b) 10 persons.
c) 50 persons.
d) 20 persons. - A registered trade union is a:
a) Body corporate having perpetual succession and a common seal.
b) Voluntary association without legal status.
c) Private company.
d) Cooperative society. - Registration of a trade union is done by:
a) Registrar of Trade Unions.
b) Labour Commissioner.
c) Industrial Tribunal.
d) Trade Union Congress. - The certificate of registration issued by the Registrar is:
a) Conclusive evidence that the union is duly registered.
b) Temporary document.
c) Requires yearly renewal.
d) Issued by Central Government. - The minimum age to become a member of a trade union is:
a) 15 years.
b) 18 years.
c) 21 years.
d) 16 years. - A registered trade union may spend its general funds on:
a) Salaries of office-bearers, legal expenses, and welfare of members.
b) Political party donations only.
c) Investment in business ventures.
d) Construction of factories. - Immunity granted to registered trade unions relates to:
a) Civil and criminal liability for acts done in contemplation of a trade dispute.
b) Income tax exemption.
c) Breach of employment contract.
d) Political activities. - The accounts of every registered trade union must be audited at least:
a) Once a year.
b) Once in two years.
c) Quarterly.
d) Half-yearly. - Dissolution of a trade union must be communicated to:
a) Registrar within 14 days.
b) Appropriate government.
c) Labour Court.
d) Ministry of Labour. - On registration, a trade union attains status similar to that of:
a) A corporate body.
b) A partnership firm.
c) A society.
d) An NGO.
Labour Welfare Fund Acts (Central & State)
- Labour Welfare Funds are created mainly to:
a) Provide housing, education, recreation, and health facilities for workers.
b) Pay wages.
c) Regulate employment.
d) Collect taxes. - Contributions to the Labour Welfare Fund are made by:
a) Employer, employee, and in some cases the State Government.
b) Only employer.
c) Only employee.
d) Trade union. - Which of the following States was the first to introduce a Labour Welfare Fund Act?
a) Bombay (now Maharashtra).
b) Tamil Nadu.
c) Kerala.
d) Delhi. - The Central Labour Welfare Fund is administered by:
a) Ministry of Labour & Employment.
b) EPFO.
c) ESI Corporation.
d) Central Trade Union Board.
Overview of Labour Codes (2020)
- The Code on Wages, 2019 consolidates which existing Acts?
a) Payment of Wages Act, 1936; Minimum Wages Act, 1948; Payment of Bonus Act, 1965; Equal Remuneration Act, 1976.
b) Factories Act and ESI Act.
c) Gratuity and Compensation Acts.
d) EPF and Maternity Benefit Acts.
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