Industrial Employment standing orders Flashcards
The Industrial Employment (Standing Orders) Act, 1946 applies to establishments employing at least: a) 50 workers b) 100 workers c) 250 workers d) 500 workers
b) 100 workers
The Act was enacted to: a) Regulate employer-employee relations b) Prevent strikes c) Increase worker wages d) Control trade unions
a) Regulate employer-employee relations
Standing orders define: a) Disciplinary procedures b) Terms of employment c) Grievance redressal d) All of the above
d) All of the above
Who approves standing orders in an establishment? a) Employer b) Labour Commissioner c) Certifying Officer d) Trade Union Leader
c) Certifying Officer
Which section deals with submission of draft standing orders? a) Section 3 b) Section 4 c) Section 5 d) Section 6
a) Section 3
Within how many days must an employer submit draft standing orders after the Act applies to them? a) 15 days b) 30 days c) 60 days d) 90 days
b) 30 days
Which section specifies the conditions for certification of standing orders? a) Section 2 b) Section 4 c) Section 6 d) Section 7
b) Section 4
What is the role of the Certifying Officer under the Act? a) Approve or modify standing orders b) Implement government labour policies c) Conduct worker training d) None of the above
a) Approve or modify standing orders
Standing orders should be: a) Unclear to allow employer flexibility b) As general as possible c) Precise and clear d) Optional for factories
c) Precise and clear
What is the minimum number of workers needed for a Model Standing Order to be applicable? a) 50 b) 100 c) 250 d) 500
b) 100
Which schedule of the Act provides matters to be covered in standing orders? a) First Schedule b) Second Schedule c) Third Schedule d) Fourth Schedule
a) First Schedule
Who has the power to modify standing orders? a) Employer b) Trade Union c) Certifying Officer d) Labour Court
c) Certifying Officer
Under which section can an employer appeal against modifications to standing orders? a) Section 3 b) Section 4 c) Section 6 d) Section 7
c) Section 6
How long is the validity of certified standing orders? a) 1 year b) 2 years c) 3 years d) Until modified
d) Until modified
Which government body ensures compliance with the Act? a) Labour Commissioner b) Industrial Tribunal c) Supreme Court d) State Government
a) Labour Commissioner
The First Schedule includes provisions related to: a) Leave rules b) Work hours c) Classification of workers d) All of the above
d) All of the above
Who can file an appeal against the Certifying Officer’s decision? a) Employer only b) Workers only c) Employer or workers d) Government only
c) Employer or workers
Which section provides penalties for not complying with standing orders? a) Section 9 b) Section 10 c) Section 11 d) Section 12
b) Section 10
What is the penalty for non-compliance with standing orders? a) ₹100 fine per day b) ₹5000 fine c) ₹500 fine d) ₹2000 fine
b) ₹5000 fine
How many copies of the draft standing orders must be submitted? a) 1 b) 2 c) 3 d) 5
c) 3
Which of the following is not mandatory under the Act? a) Grievance procedure b) Misconduct rules c) Bonus policy d) Classification of workers
c) Bonus policy
Which of the following is not covered under standing orders? a) Suspension b) Termination c) Promotion d) Holidays
c) Promotion
Who appoints the Certifying Officer? a) Employer b) Central Government c) State Government d) Labour Court
c) State Government
A standing order comes into effect after how many days of certification? a) 7 days b) 15 days c) 30 days d) 60 days
c) 30 days
Standing orders apply to: a) Permanent workers only b) Temporary workers only c) All employees except apprentices d) All employees including apprentices
c) All employees except apprentices
Who is responsible for enforcing compliance with standing orders? a) Trade Union b) Labour Commissioner c) Certifying Officer d) Employees
b) Labour Commissioner
Standing orders must be displayed: a) In the employer’s office only b) On the company website c) At a prominent place in the establishment d) Only in HR records
c) At a prominent place in the establishment
What is the main purpose of Standing Orders? a) Ensure fair labor practices b) Reduce wages of workers c) Give employers more power d) Prevent formation of Trade Unions
a) Ensure fair labor practices
Which type of industries does the Act primarily apply to? a) Manufacturing industries b) Service industries c) IT companies d) All industries with 100+ workers
d) All industries with 100+ workers
Who drafts standing orders in an establishment? a) Employer b) Certifying Officer c) Employees d) Trade Union
a) Employer
If a company has less than 100 employees, are standing orders mandatory? a) Yes, in all cases b) No, unless State Government extends the Act c) Only if employees demand it d) No, they are always optional
b) No, unless State Government extends the Act
Can an employer change standing orders at will? a) Yes, anytime b) No, they must follow the procedure c) Only if employees approve d) Yes, if they pay a penalty
b) No, they must follow the procedure
Which body hears appeals against modifications of standing orders? a) High Court b) Supreme Court c) Labour Tribunal d) Appellate Authority
d) Appellate Authority
The Act is a part of which broader category of laws? a) Tax Laws b) Environmental Laws c) Labour Laws d) Criminal Laws
c) Labour Laws
Failure to submit standing orders within 30 days can result in: a) Fine up to ₹5000 b) Closure of the establishment c) Cancellation of employer’s license d) No penalty
a) Fine up to ₹5000
Can an individual employee appeal against a standing order? a) No, only a Trade Union can appeal b) Yes, but only if more than 50% workers support c) Yes, but only after certification d) No, only employers can appeal
c) Yes, but only after certification
The objective of the Act is to: a) Reduce employer-employee conflicts b) Increase industrial profits c) Support employer’s authority d) Replace Trade Unions
a) Reduce employer-employee conflicts
Which of the following is NOT included in Standing Orders? a) Work Timings b) Disciplinary Rules c) Tax Deduction Policy d) Termination Rules
c) Tax Deduction Policy
Once certified, standing orders become: a) Optional guidelines b) Legally binding rules c) Advisory notices d) Employer’s private policy
b) Legally binding rules
Standing orders must be written in a language: a) Understood by employees b) Decided by the employer c) Specified by the government d) Always in English
a) Understood by employees
Amendments to standing orders require: a) Employer’s approval only b) Approval from the Certifying Officer c) Employee consent only d) No approval, they can be changed anytime
b) Approval from the Certifying Officer
An establishment violating standing orders is: a) Subject to penalties under the Act b) Automatically shut down c) Required to hire a legal advisor d) Given a government subsidy
a) Subject to penalties under the Act
The Act provides job security to workers by: a) Regulating termination procedures b) Increasing their wages c) Allowing them to form groups d) Restricting employer profits
a) Regulating termination procedures
Who decides the final version of a standing order in case of a dispute? a) Employer b) Certifying Officer c) Workers d) Industrial Tribunal
b) Certifying Officer
Standing Orders are mainly beneficial to: a) Employees b) Employers c) The Government d) Lawyers
a) Employees
If an employer does not comply with standing orders, employees can: a) File a complaint with Labour Authorities b) Stop working without notice c) Demand salary hikes d) Get transferred to another company
a) File a complaint with Labour Authorities
Which legal principle is strengthened by the Act? a) Rule of Law in workplaces b) Doctrine of Pleasure c) Right to Property d) Right to Privacy
a) Rule of Law in workplaces
Standing orders must be displayed in: a) The employer’s cabin b) The employee’s home c) A visible place in the workplace d) The Labour Ministry’s office
c) A visible place in the workplace
Are contract workers covered under the Act? a) Yes, always b) No, they are not included c) Only if State Government notifies d) Only if employer agrees
c) Only if State Government notifies
The Act ensures: a) Protection of worker rights b) Unfair dismissal of employees c) More employer control d) Reduction in job benefits
a) Protection of worker rights
The Industrial Employment (Standing Orders) Act was enacted in: a) 1946 b) 1956 c) 1965 d) 1971
a) 1946
Standing Orders must be prepared in accordance with the: a) Model Standing Orders b) Employer’s preference c) State Government’s guidelines d) Employee Union’s demands
a) Model Standing Orders
An employer’s failure to get Standing Orders certified can result in: a) A warning only b) Fine up to ₹5000 c) Imprisonment of 6 months d) Cancellation of business license
b) Fine up to ₹5000
If an establishment has no certified standing orders, what applies by default? a) Employer’s HR Policy b) Model Standing Orders c) Trade Union Agreement d) State Government Orders
b) Model Standing Orders
The term “Standing Orders” refers to: a) Employer’s instructions to employees b) Rules governing conditions of employment c) Regulations for Trade Unions d) Orders issued by the Labour Commissioner
b) Rules governing conditions of employment
Under the Act, who is considered a “workman”? a) Managerial staff only b) Supervisory staff only c) Employees performing skilled/unskilled work d) Government employees
c) Employees performing skilled/unskilled work
Standing Orders are enforceable under which legal category? a) Criminal Law b) Administrative Law c) Labour Law d) Corporate Law
c) Labour Law
When were the Model Standing Orders first introduced? a) 1946 b) 1953 c) 1964 d) 1972
a) 1946
Who has the final authority in certifying Standing Orders? a) Employer b) Labour Commissioner c) Certifying Officer d) Employees
c) Certifying Officer
Can an establishment have different standing orders for different categories of workers? a) Yes, if approved by the Certifying Officer b) No, all employees must have the same rules c) Only if Trade Unions agree d) No, the Act prohibits this
a) Yes, if approved by the Certifying Officer
The term “Certifying Officer” refers to: a) The employer’s HR Manager b) A government-appointed official who approves standing orders c) The Trade Union Leader d) The Chief Justice of India
b) A government-appointed official who approves standing orders
Under the Act, a workman can be suspended for: a) Misconduct b) Low productivity c) Absence without permission d) All of the above
d) All of the above
Can Standing Orders be challenged in court? a) No, they are final once certified b) Yes, if they are unfair or violate worker rights c) Only if the employer agrees d) No, courts do not interfere in labour matters
b) Yes, if they are unfair or violate worker rights
The primary aim of the Act is to: a) Give full control to employers b) Maintain discipline in industries c) Protect workers from arbitrary actions of employers d) Ensure compliance with tax laws
c) Protect workers from arbitrary actions of employers
Can an employer delay submission of Standing Orders? a) Yes, without any penalty b) No, they must submit within 30 days c) Yes, if they inform employees d) No, but they can submit within 6 months
b) No, they must submit within 30 days
What happens if a company modifies Standing Orders without approval? a) No consequences b) Workers must accept the changes c) The modification is legally invalid d) The employer is automatically fined
c) The modification is legally invalid
Which of these is an essential component of Standing Orders? a) Promotion policies b) Disciplinary procedures c) Investment policies d) Financial audits
b) Disciplinary procedures
Can an employer refuse to implement Certified Standing Orders? a) Yes, if they provide an alternative b) No, they are legally binding c) Yes, if they get a stay order d) No, but they can negotiate with workers
b) No, they are legally binding
The Appellate Authority under the Act is: a) The employer b) The Supreme Court c) The High Court d) The Labour Tribunal
d) The Labour Tribunal
Are apprentices covered under the Act? a) Yes, always b) No, they are specifically excluded c) Only in certain industries d) Only if they are permanent employees
b) No, they are specifically excluded
Which of the following is not a requirement in Standing Orders? a) Termination procedures b) Holidays c) Overtime payment d) Employer’s profit-sharing ratio
d) Employer’s profit-sharing ratio
What is the appeal period for challenging Standing Orders? a) 7 days b) 15 days c) 30 days d) 60 days
c) 30 days
Can a State Government exempt certain industries from the Act? a) Yes, with justification b) No, the Act applies universally c) Only with Parliament’s approval d) No, but they can amend certain sections
a) Yes, with justification
In which case did the Supreme Court emphasize the binding nature of certified standing orders? a) Western India Match Co. Ltd. v. Workmen b) State of Maharashtra v. Maruti c) Air India v. Nergesh Meerza d) Balmer Lawrie v. Employees Union
a) Western India Match Co. Ltd. v. Workmen
The Industrial Employment (Standing Orders) Act, 1946 ensures: a) Transparency in employment conditions b) The right to permanent employment c) Workers’ participation in company management d) Free training for employees
a) Transparency in employment conditions
