Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013
1. Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 received the assent of the President on?
- 8 March 2013
- 22 April 2013
- 8 December 2012
- 22 March 2013
2. Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 is Act ___ of 2013?
- 14
- 37
- 32
- 9
3. What is the purpose of Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
- provide protection against sexual harassment of women at workplace
- prevention and redressal of complaints of sexual harassment
- Both a and b above
- None of these
4. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force on?
- 22 April 2013
- 9 December 2013
- 21 August 2014
- 22 January 2015
5. “Chairperson” under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 means?
- Chairman of Parliamentary Committee on Women
- Minister of Women and Child Development
- Chairperson of National Women’s Commission
- Chairperson of the Local Complaints Committee
6. “Employee” under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 means?
- regular employee
- temporary employee
- adhoc/daily wage employee
- All the above
7. Which among the following is a “sexual harassment” as defined under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
- physical contact and advances
- a demand or request for sexual favours
- showing pornography
- All the above
8. Which among the following does not come under the meaning “workplace” under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
- any private sector organisation
- hospitals or nursing homes
- any sports institute, stadium, sports complex
- None of these
9. Which of the following may amount to sexual harassment under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
- implied or explicit promise of preferential treatment in her employment
- implied or explicit threat of detrimental treatment in her employment
- humiliating treatment likely to affect her health or safety
- All the above
10. Section 4 of Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 deals with?
- Complaint of sexual harassment
- Inquiry into complaint.
- Constitution of Internal Committee
- Prohibition of publication or making known contents of complaint and inquiry proceedings
ANSWERS
1. 22 April 2013
2. 14
3. Both a and b above
4. 9 December 2013
5. Chairperson of the Local Complaints Committee
6. All the above
7. All the above
8. None of these
9. All the above
10. Constitution of Internal Committee
1. Which among the following is true of
Complaint under sexual harassment as defined in Section 9 of Sexual
Harassment of Women at Workplace (Prevention, Prohibition, and
Redressal) Act 2013? i. aggrieved woman to make complaint within a
period of three months from the date of incident ii. committee shall
render all reasonable assistance to the woman for making the complaint
in writing iii. time limit can be extended if it is satisfied that the
circumstances were such which prevented the woman from filing a
complaint within the said period iv. legal heir or such other person as
may be prescribed may make a complaint under this section
(A) Only i, ii and iii are correct
(B) Only i is correct
(C) None of the above are correct
(D) All the above are correct
2. Internal Committee or, as the case may be,
the Local Committee, may, before initiating an inquiry at the request of
the aggrieved woman take steps to settle the matter between her and the
respondent through conciliation. The same is covered under which
Section?
(A) Section 9
(B) Section 10
(C) Section 13
(D) Section 8
3. Internal Committee or the Local Committee have the same powers as are vested in a civil court in respect of?
(A) summoning and enforcing the attendance of any person
(B) examining him on oath
(C) requiring the discovery and production of documents
(D) All of these
4. Internal Committee or the Local Committee shall complete the inquiry within a period of?
(A) 60 days
(B) 45 days
(C) 90 days
(D) 30 days
5. Internal Committee or the local Committee
cannot recommend to the employer which among the following, during the
pendency of the inquiry?
(A) to suspend the employee against whom the complaint has been made
(B) transfer the aggrieved woman or the respondent to any other workplace
(C) grant leave to the aggrieved woman up to a period of three months
(D) grant such other relief to the aggrieved woman a may be prescribed
6. Internal Committee or the local Committee
can recommend the employer for grant of leave to the aggrieved woman up
to a period of?
(A) 30 days
(B) 6 months
(C) 2 months
(D) 3 months
7. The leave granted to the aggrieved woman
under Section 12 of Sexual Harassment of Women at Workplace (Prevention,
Prohibition, and Redressal) Act 2013 shall be?
(A) debited to the leave account
(B) treated as extraordinary leave
(C) shall be in addition to the leave otherwise entitled
(D) No such provision in the Act
8. Internal Committee or the Local Committee
should submit its report within how many days from the date of
completion of the inquiry?
(A) 10 days
(B) 20 days
(C) 30 days
(D) 7 days
9. Internal Committee or the Local Committee
arrives at the conclusion that the allegation against the respondent has
not been proved, it shall recommend to the employer?
(A) to transfer the complainant
(B) to order fresh inquiry through police authorities
(C) no action is required to be taken in the matter
(D) to grant compensation to the respondent
10. If the Internal Committee or the Local
Committee arrives at the conclusion that the allegation against the
respondent is proved, it shall recommend to the employer?
(A) to take action for sexual harassment as a misconduct in accordance with the provisions of the service rules applicable
(B)
to deduct from the salary or wages of the respondent such sum as it may
consider appropriate to be paid to the aggrieved woman
(C) Both 1 and 2 above
(D) Committee has no such recommendary powers
11. The employer or the District Officer shall
act upon the recommendation of the Internal Committee or the Local
Committee within a period of _ from its receipt?
(A) 30 days
(B) 90 days
(C) 15 days
(D) 60 days
12. Where the Internal Committee or the Local
Committee finds that the complaint is malicious, then it shall recommend
to the employer?
(A) to take action against the woman or the person who has made the complaint
(B) to arrest the the woman or the person who has made the complaint
(C) to deduct from the salary or wages of the complainant such sum as it may consider appropriate
(D) None of these
13. Comment on the following: Internal
Committee or the Local Committee may recommend to the employer of the
witness to take action against him/her, if he/she has given false
evidence or produced any forged or misleading document?
(A) True
(B) False
(C) Committee cannot recommend action against witness
(D) None of these
14. For the purpose of determining the sums to
be paid to the aggrieved woman the committee shall consider which among
the following?
(A) the mental trauma, pain, suffering and emotional distress caused to the aggrieved woman
(B) the loss in the career opportunity due to the incident of sexual harassment
(C) the income and financial status of the respondent
(D) All of these
15. Publication or making known contents of
complaint and inquiry proceedings under RTI Act, 2005 or to the public,
press and media in any manner is prohibited under Section _ of Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
(A) Section 12
(B) Section 16
(C) Section 25
(D) Section 31
ANSWERS
1. (D) All the above are correct
2. (B) Section 10
3. (D) All of these
4. (C) 90 days
5. (A) to suspend the employee against whom the complaint has been made
6. (D) 3 months
7. (C) shall be in addition to the leave otherwise entitled
8. (A) 10 days
9. (C) no action is required to be taken in the matter
10. (C) Both 1 and 2 above
11. (D) 60 days
12. (A) to take action against the woman or the person who has made the complaint
13. (A) True
14. (D) All of these
15. (B) Section 16
1. Any person entrusted with the duty to
handle or deal with the complaint under Sexual Harassment of Women at
Workplace (Prevention, Prohibition, and Redressal) Act 2013, contravenes
Section 16 (Prohibition of publication or making known contents of
complaint and inquiry proceedings), he/she shall be?
Removed from Service
liable for penalty in accordance with the provisions of the service rules
Suspended from Service
liable to face action under CCS(CCA) Rules,1965
Correct answer
liable for penalty in accordance with the provisions of the service rules
2. What is the period of limitation of appeal against the recommendations of the Internal Committee or the Local Committee?
90 days
30 days
60 days
15 days
Correct answer
90 days
3. Which among the following are the duties of
employer under Sexual Harassment of Women at Workplace (Prevention,
Prohibition, and Redressal) Act 2013?
provide a safe working environment at the workplace
display at any conspicuous place in the workplace, the penal consequences of sexual harassments
organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act
All of these
Correct answer
All of these
4. District Officer shall forward a brief
report on the annual reports received under sub-section (1) of Sexual
Harassment of Women at Workplace (Prevention, Prohibition, and
Redressal) Act 2013 to the?
State Women’s Commission
Central Government
National Women’s Commission
State Government
Correct answer
State Government
5. Where the employer fails to constitute an
Internal Committee as provided under Sexual Harassment of Women at
Workplace (Prevention, Prohibition, and Redressal) Act 2013, he/she
shall be punishable with fine which may extend to?
Rs. 25,000/-
Rs.10,000/-
Rs.50,000/-
Rs.1 Lakh
Correct answer
Rs.50,000/-
6. If any employer, after having been
previously convicted of an offence punishable under Sexual Harassment of
Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013
subsequently commits and is convicted of the same offence, he shall be
liable to?
twice the earlier punishment
half the earlier punishment
same as earlier punishment
None of these
Correct answer
twice the earlier punishment
7. Every offence under Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 shall be?
non-bailable
cognizable
bailable
non-cognizable
Correct answer
non-cognizable
8. Comment on the following: No court inferior
to that of a Metropolitan Magistrate or a Judicial Magistrate of the
first class shall try any offence punishable under Sexual Harassment of
Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013?
True
False
Court cannot interfere in the Act
None of these
Correct answer
True
9. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Rules, 2013 came into force on?
23 April 2013
9 December 2013
22 January 2014
8 March 2016
Correct answer
9 December 2013
10. Member appointed from amongst non-government organisations shall be entitled to an allowance of __ rupees per day for holding the proceedings of the Internal Committee?
two hundred rupees
five hundred rupees
No such allowance is admissble
one hundred rupees
Correct answer
two hundred rupees
11. Chairperson of the Local Committee shall be entitled to an allowance of _ rupees per day for holding the proceedings of the said Committee?
Five hundred rupees
three hundred rupees
two hundred and fifty rupees
two hundred rupees
Correct answer
two hundred and fifty rupees
12. Where the aggrieved woman is unable to make a complaint on account of her mental incapacity, a complaint may be filed by?
her relative of friend
a qualified psychiatrist or psychologist
a special educator
All of these
Correct answer
All of these
13. At the time of submission of complaint
under Sexual Harassment of Women at Workplace (Prevention, Prohibition,
and Redressal) Rules 2013, how many copies of the complaint along with
supporting documents is to be submitted?
Two copies
four copies
six copies
One copy
Correct answer
six copies
14. If the complainant or respondent fails,
without sufficient cause, to present herself or himself, then the
Internal Committee shall have the right to?
terminate the inquiry proceedings
to give an ex-parte decision on the complaint
Both 1 and 2 above
None of these
Correct answer
Both 1 and 2 above
15. Termination or ex-parte order may not be
passed by Internal Committee without giving a notice in writing,
____days in advance, to the party concerned?
10 days
15 days
20 days
30 days
Correct answer
15 days
This Blog is the best postal blog in india. we cover latest SB Orders , Latest rules and study material for GDS to MTS , GDS to Postman , GDS to PA departmental exam