Identify the responsibilities of employer under the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013?A. Provide conducive workplace to the workers. Constitute IC to handle and enquire complaints related to sexual harassment at workplace B. Provide all necessary support if the aggrieved woman is willing to lodge a complaint under IPC. Carry out the recommendations made by the IC C. Display the Order on punishments for any sexual harassment at workplace. Conduct awareness and sensitisation programs for IC members and workers on prevention of sexual harassment and the provisions of the Act through various workshops and other programs D. Provide adequate facilities to the IC to conduct the enquiry on sexual harassment complaints. Extend support IC to obtain required information and documents in this regard. Treat the sexual harassment as misconduct and take action as per the disciplinary rules or standing orders or service rules or as prescribed. Make sure that the IC submits the report within the prescribed time E. All the above are the responsibilities of employer F. Barring the first one, all the other responsibilities are not related to employer Ans: (E) All the above are the responsibilities of employer
0 Comments
Who all can file a complaint on sexual harassment? Identify the correct answer.A. Aggrieved woman can only file a complaint B. Aggrieved woman can file a complaint. However if the aggrieved woman is unable to file a complaint due to physical or mental incapacity, her legal heirs, relatives, friends, colleagues, officers of the woman commission of state or central or any person with the consent of the aggrieved woman can file the complaint on behalf of the aggrieved woman C. If the aggrieved woman is mentally incapacitated, her special instructors, Psychiatrist or a person who is taking care of her can also file a complaint D. In case of death of the complainant or aggrieved woman, the complaint can be filed by any person who has knowledge of the incident with the written consent of her legal heir E. Any one stated in (b) or (c) or (d) can file a complaint F. Only the first answer is correct G. Only the second answer is correct H. Only the third answer is correct Ans: (E) Any one stated in (b) or (c) or (d) can file a complaint
What is the time limit to submit a complaint on sexual harassment at workplace to the IC by the aggrieved woman?A. The complaint to be submitted within five months from the date of incident under normal circumstances B. The complaint to be submitted within two months from the date of incident under normal circumstances C. The complaint to be submitted within three months from the date of incident under normal circumstances D. There is no time limit to submit the complaint Ans: (C) The complaint to be submitted within three months from the date of incident under normal circumstances
Is it required to constitute IC as per the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 in an industrial establishment having less than 10 workers?A. Number of employees is not a matter. IC to be constituted without fail B. Not required to constitute IC C. IC to be constituted but the members of the committee can be in proportion to the number of employees in the establishment D. IC to be constituted but help can be obtained from the District Administration in this regard Ans: (B) Not required to constitute IC
Identify the section which defines the 'Workplace'.A. Section 2(f) B. Section 2(g) C. Section 2(o) D. Section 2(m) Ans: (C) Section 2(o)
If the sexual harassment complaint at workplace is on the employer or the owner of the company or the Managing Director, can the complaint be filed with the Internal Committee?A. Yes, the complaints can be submitted to IC as it is related to sexual harassment at workplace B. Such complaints to be filed with the Local Committee constituted by the District Officer/Deputy Commissioner of the district concerned C. Such complaints to be filed with the committee constituted by the Department of Woman and Child Welfare D. Such complaints to be filed with the committee constituted by the Labour Department of the State Ans: (B) Such complaints to be filed with the Local Committee constituted by the District Officer /Deputy Commissioner of the district concerned
There is a requirement of nomination/appointment of external member to the internal committee constituted under the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013? Identify the qualification, experience and other eligibility requirement as per the provisions of the Act.A. Such external member should be associated with an NGO or association working for the cause of women or a person familiar with issues relating to sexual harassment. B. Such member should be a social worker and should have minimum 5 years' experience in empowerment of women and handling matters related to workplace sexual harassment of women. C. A person familiar with labour, service matters, civil or criminal laws. D. Such member should meet one of the qualifications among the above three criteria. E. Such member should have all the qualification as stated above. Ans: (D) Such member should meet one of the qualifications among the above three criteria
Employer is required to constitute Internal Committee as per the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. What is the portion of female members in this committee?A. All the members have to be female B. Half of the members have to be female C. Two members have to be female at least D. Four members have to be female at least Ans: (B) Half of the members have to be female
A senior manager in the company having 4 female employees reporting to him shows differential treatment to a female colleague and gives an indirect indication to grant certain allowances and position with an intention of sexual favour. However, the intention is not stated directly and is only felt considering the behaviour of the Manager. The female employee submits a complaint treating it as sexual harassment. Is the action of the female employee is right?A. The action of the female employee is right and justified B. The action of the female employee is not right and justified as there is no physical nature of behaviour which amounts to sexual harassment C. If IC accepts the complaint, then the action is right and justified D. If employer accepts the complaint, then the action is right and justified Ans: (A) The action of the female employee is right and justified
A male employee submitted a complaint to IC that he was sexually harassed by her female colleague. Can the IC initiate enquiry under the provisions of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013?A. Yes. IC has all the powers to initiate the enquiry B. IC cannot initiate enquiry under the provisions of the Act C. IC can initiate the enquiry if the permission is provided by the employer D. IC can initiate the enquiry if the respondent agree to participate in the enquiry Ans: (B) IC cannot initiate enquiry under the provisions of the Act
A female employee submits a complaint to the Internal Committee alleging that her male colleague made an unwelcome remark on her dress while traveling in the company bus. Can this incident be treated as work place sexual harassment and be taken up for enquiry by IC?A. The place of incident is treated as workplace in this case. Hence, IC can initiate the enquiry B. The IC has no power to take it up for enquiry as the place of incident is not a workplace C. The IC will have power to take it up for enquiry if the jurisdictional police permit the same. D. The IC will have power to take it up for enquiry if the Deputy Commissioner of the District concerned permit the same Ans: (A) The place of incident is treated as workplace in this case. Hence, IC can initiate the enquiry
The genesis of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is the case of Vishaka and Others vs. State of Rajasthan? Who is this Vishaka?A. She is an affected woman B. It is a social group that works in the area of women's education and research C. She is a social activist. D. It is the name of the Government Department in Rajasthan Ans: (B) It is a social group that works in the area of women's education and research
|
Categories
All
Prevention of Sexual Harassment at Workplace (PoSH)Stay updated and informed by joining our WhatsApp group for HR and Employment Law Classes - Every Fortnight. The Zoom link for the sessions will be shared directly in the group.
PoSH Nirathanka
50,000 HR PROFESSIONALS ARE CONNECTED THROUGH OUR NIRATHANKA HR GROUPS.
YOU CAN ALSO JOIN AND PARTICIPATE IN OUR GROUP DISCUSSIONS. |
RSS Feed