equal remuneration act Flashcards
The Equal Remuneration Act, 1976 was enacted to ensure: a) Equal pay for equal work for men and women b) Higher wages for men c) Special allowances for women d) Wage deductions based on gender
a) Equal pay for equal work for men and women
The Act applies to: a) Only government employees b) Only private sector employees c) All establishments, public and private d) Only factories
c) All establishments, public and private
Under the Act, discrimination in which of the following areas is prohibited? a) Recruitment b) Promotion c) Transfers d) All of the above
d) All of the above
The main objective of the Act is to prevent discrimination based on: a) Age b) Gender c) Caste d) Religion
b) Gender
Which authority is responsible for implementing the Equal Remuneration Act? a) Labour Commissioner b) Human Rights Commission c) Women’s Welfare Board d) The Supreme Court
a) Labour Commissioner
As per Section 4, the employer must pay: a) Equal wages to men and women performing same work b) Higher wages to men c) More wages to women d) Varying wages based on location
a) Equal wages to men and women performing same work
What is the penalty for violating the provisions of the Act? a) ₹1,000 fine b) ₹10,000 fine or imprisonment up to 1 year c) ₹50,000 fine d) No penalty
b) ₹10,000 fine or imprisonment up to 1 year
The Act does not allow gender-based discrimination in: a) Payment of wages b) Hiring and recruitment c) Working conditions d) All of the above
d) All of the above
Section 5 of the Act prohibits discrimination in: a) Hiring process b) Working conditions c) Wage deductions d) Overtime calculation
a) Hiring process
Employers are allowed to differentiate wages based on: a) Gender b) Seniority and experience c) Marital status d) Family background
b) Seniority and experience
The Act was enacted in which year? a) 1956 b) 1976 c) 1986 d) 1996
b) 1976
Under Section 6, a complaint against gender-based discrimination can be made to: a) Trade Unions b) The Labour Commissioner c) The District Court d) The Supreme Court
b) The Labour Commissioner
The Act is applicable to: a) All employers and employees b) Only large companies c) Government offices only d) Factories only
a) All employers and employees
Who is responsible for ensuring compliance with the Act? a) Employers b) Labour Inspectors c) Employees d) Ministry of Finance
b) Labour Inspectors
Section 7 of the Act deals with: a) Penalties for non-compliance b) Powers of inspectors c) Equal pay provisions d) Recruitment policies
b) Powers of inspectors
Under the Act, an employer cannot: a) Hire men and women for different wages for the same work b) Promote employees based on performance c) Provide extra facilities to women d) Allow flexible working hours
a) Hire men and women for different wages for the same work
Which of the following is not a feature of the Act? a) Equal pay for equal work b) No gender-based discrimination in employment c) Wage determination by government d) Applicability to all establishments
c) Wage determination by government
As per Section 8, which court has jurisdiction for disputes under the Act? a) High Court b) Labour Court c) Supreme Court d) Civil Court
b) Labour Court
The Act aims to eliminate: a) Child labour b) Gender discrimination in wages c) Trade union conflicts d) Contract labour issues
b) Gender discrimination in wages
If an employer violates the Act, which of the following actions can be taken? a) They may be fined b) They may face imprisonment c) Both fine and imprisonment d) No action can be taken
c) Both fine and imprisonment
Which of the following is not covered under the Act? a) Regular employees b) Casual labourers c) Contract workers d) Unpaid domestic workers
d) Unpaid domestic workers
As per the Act, discrimination is prohibited in: a) Government jobs only b) Private sector only c) Both government and private sector d) Agricultural labourers only
c) Both government and private sector
The term “same work or work of a similar nature” is defined under: a) Section 2(h) b) Section 3 c) Section 5 d) Section 8
a) Section 2(h)
The Act is enforced by which government body? a) Ministry of Labour and Employment b) Ministry of Home Affairs c) Ministry of Finance d) Ministry of Women and Child Development
a) Ministry of Labour and Employment
The Act states that an employer cannot reduce wages of men to: a) Match women’s wages b) Increase company profits c) Avoid paying tax d) Match competitor salaries
a) Match women’s wages
The Equal Remuneration Act, 1976 extends to: a) Only urban areas b) Only government sectors c) The whole of India d) Only private companies
c) The whole of India
The Act applies to which category of workers? a) Skilled workers only b) Unskilled workers only c) All workers, irrespective of skill level d) Only contract workers
c) All workers, irrespective of skill level
The principle of “Equal Pay for Equal Work” was upheld by the Supreme Court in: a) 1950 b) 1965 c) 1987 d) 1976
d) 1976
Under Section 4, if an employer violates the rule of equal pay: a) Employees can demand higher wages b) Employees can file a complaint c) Employer can be exempted under special conditions d) The government will set new wages
b) Employees can file a complaint
The term “remuneration” under the Act includes: a) Basic wages b) Allowances c) Bonus and incentives d) All of the above
d) All of the above
Who is empowered to hear and decide complaints under the Act? a) Labour Commissioner b) Trade Unions c) Labour Courts d) Supreme Court
c) Labour Courts
If an employee is denied equal wages, they can approach: a) District Collector b) High Court c) Labour Tribunal d) Company HR
c) Labour Tribunal
As per the Act, an employer must: a) Provide equal pay to men and women b) Pay higher wages to men in hazardous jobs c) Set wages based on gender d) Pay women less for maternity leave
a) Provide equal pay to men and women
Can an employer be exempted from equal pay obligations? a) Yes, with government approval b) No, exemptions are not allowed c) Yes, in seasonal industries d) Yes, for apprentices
b) No, exemptions are not allowed
The minimum fine for non-compliance under the Act is: a) ₹5,000 b) ₹10,000 c) ₹25,000 d) ₹50,000
b) ₹10,000
Under Section 9, who has the power to inspect establishments for compliance? a) District Magistrate b) Labour Inspectors c) Company HR d) Women’s Commission
b) Labour Inspectors
The Act prohibits discrimination in: a) Private sector only b) Government sector only c) Both private and government sector d) None of the above
c) Both private and government sector
An employer can differentiate wages based on: a) Gender b) Skill and experience c) Marital status d) Family background
b) Skill and experience
If an employer violates the Act, what is the maximum imprisonment period? a) 1 month b) 6 months c) 1 year d) 2 years
b) 6 months
Who is responsible for framing rules under the Equal Remuneration Act? a) State Governments b) Central Government c) Labour Unions d) Supreme Court
b) Central Government
Under Section 3, the Act applies to: a) Only factories b) Only shops and commercial establishments c) All types of employment d) Only companies with more than 100 employees
c) All types of employment
If an employer fails to maintain records of wages as per the Act, they may be penalized under: a) Section 10 b) Section 11 c) Section 13 d) Section 15
c) Section 13
Section 12 states that any agreement that reduces wages of any employee to comply with the Act is: a) Valid b) Invalid c) Subject to employer’s discretion d) Subject to court approval
b) Invalid
The Act promotes gender equality by: a) Providing equal wages for equal work b) Reserving jobs for women c) Reducing working hours for women d) Increasing maternity leave
a) Providing equal wages for equal work
The Act defines “same work or work of a similar nature” based on: a) Job title b) Duties and responsibilities c) Gender of the worker d) Employer’s discretion
b) Duties and responsibilities
The Act is applicable to employees earning: a) Below ₹10,000 per month b) ₹10,000-₹50,000 per month c) ₹50,000 and above per month d) All employees, irrespective of wages
d) All employees, irrespective of wages
Can a female employee be refused employment due to her gender under the Act? a) Yes, if the work is hazardous b) Yes, if the employer prefers male workers c) No, unless prohibited by other laws d) Yes, for jobs requiring physical strength
c) No, unless prohibited by other laws
The Act prohibits employers from: a) Offering training to women b) Setting different retirement ages for men and women c) Discriminating in wage payments d) Allowing female employees to work night shifts
c) Discriminating in wage payments
If a female employee is paid less than a male employee for the same work, she can: a) Resign from the job b) Accept the lower pay c) File a complaint under the Equal Remuneration Act d) Demand a transfer
c) File a complaint under the Equal Remuneration Act
The Act aligns with which of the following international conventions? a) ILO Convention on Equal Remuneration b) UN Charter c) GATT Agreement d) WHO Labour Standards
a) ILO Convention on Equal Remuneration
