← Labour Officer
Past Questions
Under the Building & Other Construction Worker Welfare Cess Act, 1996. Any amount due under this Act from an employer may be recovered in the same manner as an arrear of
A)
office revenue
B)
land revenue
C)
time revenue
D)
none of the above
According to the Building and Other Construction Workers' Welfare Cess Act, 1996, specifically under the provisions regarding the recovery of arrears (typically found in Section 13 or related recovery clauses), any amount due from an employer that remains unpaid can be recovered by the government. In Indian administrative and legal framework, the standard mechanism for recovering government dues, taxes, or statutory cesses is to treat them as 'arrears of land revenue'. This allows the government to use the powers of the District Collector or Revenue Officer to attach and sell the property of the defaulter to recover the amount. Options 'a' (office revenue) and 'c' (time revenue) are not recognized legal terms for the recovery of statutory dues in this context.
Look at this series, 56, 54, 50, 48, 44,….? What number should come next?
A)
43
B)
40
C)
42
D)
46
To find the next number in the series, we examine the difference between consecutive terms:
1. 56 to 54: 56 - 2 = 54
2. 54 to 50: 54 - 4 = 50
3. 50 to 48: 50 - 2 = 48
4. 48 to 44: 48 - 4 = 44
The pattern of subtraction is alternating between -2 and -4. Following this sequence (-2, -4, -2, -4), the next subtraction must be -2.
Calculation: 44 - 2 = 42.
Therefore, option (c) 42 is the correct answer. Options (a) 43, (b) 40, and (d) 46 do not follow this established mathematical pattern.
Look at this series, 88, 64, 24,.…? What number should come next?
A)
8
B)
6
C)
2
D)
5
The series follows a mathematical pattern based on the product of the digits of the preceding number.
Step 1: Look at the first number, 88. Multiply its digits: 8 * 8 = 64. This gives us the second number in the series.
Step 2: Look at the second number, 64. Multiply its digits: 6 * 4 = 24. This gives us the third number in the series.
Step 3: Look at the third number, 24. Multiply its digits: 2 * 4 = 8. This gives us the next number in the series.
Therefore, the next number is 8.
Comparing with options:
- Option (a) 8: Matches our calculation.
- Option (b) 6: Incorrect.
- Option (c) 2: Incorrect.
- Option (d) 5: Incorrect.
An Act to provide for fixing minimum rates of wages in certain employments.
A)
The Minimum Wages Act 1947
B)
The Minimum Wages Act 1946
C)
The Minimum Wages Act 1948
D)
The Minimum Wages Act 1949
The question asks for the name of the Act designed to provide for fixing minimum rates of wages in certain employments.
1. **Analysis of the Act**: The Minimum Wages Act was enacted by the Parliament of India in 1948. Its primary objective is to prevent the exploitation of labor by ensuring that employees in 'scheduled employments' are paid a minimum wage that allows them to maintain a basic standard of living.
2. **Verification of Options**:
- Option (a) 1947, Option (b) 1946, and Option (d) 1949 are incorrect years.
- Option (c) correctly identifies the year of enactment as 1948.
3. **Conclusion**: The official title of the legislation is 'The Minimum Wages Act, 1948'.
Beneficiary means a __________ under Section 12 of the Building and Other Construction Workers (Regulation of Employment and Condition of Service) Act, 1996.
A)
contractor
B)
principal employer
C)
building worker
D)
inter-state migrant worker
Under the Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996, the term 'beneficiary' refers to a 'building worker' who is registered with the Welfare Board. Section 12 of the Act specifically deals with the registration of building workers as beneficiaries. A 'building worker' is defined as any person who is employed in or connected with the carrying out of any building or other construction work of a temporary or permanent nature. Once a building worker is registered under Section 12, they become a 'beneficiary' entitled to the welfare benefits provided by the BOCW Welfare Board.
Why other options are incorrect:
- (a) Contractor: A contractor is an employer or an agent who employs workers; they are not the recipients (beneficiaries) of the welfare fund.
- (b) Principal Employer: The principal employer is the entity responsible for the construction project and for contributing to the welfare fund, not the beneficiary of it.
- (d) Inter-state migrant worker: While a migrant worker may be a building worker, the legal term used in Section 12 to define a beneficiary is specifically 'building worker'.
__________ of the Minimum Wages Act 1948 provides the provision for fixing and revising minimum rates of wages.
A)
Section 3
B)
Section 5
C)
Section 7
D)
Section 9
Under the Minimum Wages Act, 1948, Section 3 specifically empowers the appropriate government to fix minimum rates of wages for scheduled employments. It also mandates that the government shall review and revise the minimum wages at intervals not exceeding five years.
Breakdown of other options:
- Section 5 deals with the 'Procedure for fixing and revising minimum wages' (the mechanism/method), but the actual 'provision' or power to fix and revise is established in Section 3.
- Section 7 relates to the 'Appointment of Committees' to advise the government.
- Section 9 relates to the 'Claims' regarding payment of minimum wages (recovery of wages).
Therefore, Section 3 is the primary provision that authorizes the fixing and revising of minimum rates of wages.
The Building and Other Construction Workers Welfare Cess Act 1996 came into force on:
A)
3rd Day of September
B)
3rd Day of October
C)
3rd Day of November
D)
None of the above
The Building and Other Construction Workers' Welfare Cess Act, 1996 was enacted by the Parliament of India to provide for the levy and collection of a cess on certain types of construction activities to fund the welfare of construction workers. According to the official Gazette notification and the preamble of the Act, the Act came into force on the 3rd day of September 1996. Therefore, option (a) is the correct date of commencement. Options (b) and (c) are incorrect as they refer to different months of the year.
A, B, C and D are four buildings in a residential complex. Each has different heights. A is only higher than D, B is shorter than C but higher than A. Which of the following buildings is the highest?
A)
A
B)
B
C)
D
D)
C
To find the highest building, we analyze the given statements step-by-step to establish a height hierarchy:
1. 'A is only higher than D': This means A is taller than D, but since A is *only* higher than D, A must be the second shortest building. This places D as the shortest building. (Hierarchy: A > D).
2. 'B is shorter than C but higher than A': This gives us two pieces of information: B > A and C > B. (Hierarchy: C > B > A).
Combining these two hierarchies:
C > B > A > D
Comparing the buildings:
- D is the shortest.
- A is higher than D.
- B is higher than A.
- C is higher than B.
Therefore, C is the highest building.
Evaluating the options:
- a. A: Incorrect, A is shorter than B and C.
- b. B: Incorrect, B is shorter than C.
- c. D: Incorrect, D is the shortest building.
- d. C: Correct, C is at the top of the hierarchy.
Under the Building & Other Construction Worker Welfare Cess Act, 1996.- Whoever, being under an obligation to furnish a return under this Act, furnishes any return knowing, or having reason to believe, the same to be false shall be punishable with imprisonment which may extend to six months, or with fine which may extend to one thousand rupees, or with both
A)
six months, or with fine which may extend to five hundred rupees, or with both
B)
six months, or with fine which may extend to eight hundred rupees, or with both
C)
six months, or with fine which may extend to one thousand rupees, or with both
D)
none of the above
The question pertains to the penalties for providing false information under the Building and Other Construction Workers' Welfare Cess Act, 1996. According to Section 10 (Offences and Penalties) of the Act, any person who is obligated to furnish a return and knowingly or with reason to believe that the return is false shall be punishable with imprisonment for a term which may extend to six months, or with a fine which may extend to one thousand rupees, or with both.
Comparing this to the options:
- Option (a) incorrectly states a fine of five hundred rupees.
- Option (b) incorrectly states a fine of eight hundred rupees.
- Option (c) accurately reflects the statutory penalty of six months imprisonment and/or a fine of up to one thousand rupees.
Under the Building & Other Construction Worker Welfare Cess Act, 1996.- Every order passed in appeal shall be -
A)
final
B)
appeal in a higher court
C)
appeal in any court of law
D)
none of the above
According to Section 6 of the Building and Other Construction Workers' Welfare Cess Act, 1996, the law provides for the mechanism of appeals against orders passed by the cess-collecting officers. Specifically, the Act stipulates that any person aggrieved by an order passed under the Act may file an appeal to the appellate authority. The statute explicitly states that 'Every order passed in appeal shall be final.' This means that once the appellate authority has delivered a judgment, it concludes the administrative remedy provided under the Act, and no further administrative appeal is permitted within the framework of this specific legislation. While constitutional remedies (like Writ petitions in High Courts) always remain available under the Constitution of India, in the context of the Act's procedural provisions, the order is deemed 'final'.
“Workman” under the Contract Labour (Regulation and Abolition) Act, 1970 does not include
A)
who is employed mainly in a managerial or administrative capacity
B)
who, being employed in a supervisory capacity draws wages exceeding five hundred rupees
C)
who is an out-worker
D)
all of the above
According to Section 2(1)(v) of the Contract Labour (Regulation and Abolition) Act, 1970, the definition of 'workman' specifically excludes certain categories of employees to distinguish between labor and management/independent contractors.
1. Managerial/Administrative Capacity: Persons employed mainly in a managerial or administrative capacity are excluded because they exercise authority and represent the employer's interests.
2. Supervisory Capacity with specific wage threshold: Persons employed in a supervisory capacity who draw wages exceeding five hundred rupees per month are excluded (this is a statutory limit defined in the Act).
3. Out-workers: An 'out-worker' (someone who performs work at home or outside the premises of the employer) is specifically excluded from the definition of a workman under this Act.
Since all three categories (a, b, and c) are explicitly excluded from the definition of 'workman' under the Act, the correct option is 'd. all of the above'.
Section 5 of the Employment Exchange under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 is concerned with
A)
notification of vacancies to employment exchanges
B)
issue of employment registration
C)
furnishing returns and information in the prescribed form
D)
none of the above
The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959, is designed to ensure that vacancies in the public and private sectors are notified to employment exchanges to facilitate better job matching.
1. **Section 4** of the Act deals with the 'Notification of vacancies to employment exchanges', which makes it mandatory for employers to notify vacancies.
2. **Section 5** of the Act specifically deals with the 'Furnishing of returns and information'. It empowers the government to require employers to furnish returns or information in the prescribed form regarding the vacancies and the filling of those vacancies.
3. **Option (a)** is incorrect because notification of vacancies is covered under Section 4.
4. **Option (b)** is incorrect because the issuance of employment registration is an administrative function of the exchange and not the primary subject of Section 5 of this specific Act.
Therefore, Section 5 is concerned with the furnishing of returns and information in the prescribed form.
__________ of the Building and Other Construction Workers Welfare Cess Act 1996 provides for the assessment of cess.
A)
Section 3
B)
Section 5
C)
Section 7
D)
Section 9
Under the Building and Other Construction Workers' Welfare Cess Act, 1996, Section 3 specifically deals with the 'Assessment of Cess'. It mandates that the cess shall be assessed by the assessing officer on the cost of construction of every building or structure.
Breakdown of other sections for clarity:
- Section 3: Assessment of Cess (The correct answer).
- Section 4: Collection of Cess (deals with the payment and recovery of the assessed amount).
- Section 5: Recovery of cess (deals with the recovery of unpaid cess as arrears of land revenue).
- Section 7: Appeals (deals with the process of appealing against an assessment order).
- Section 9: This section typically relates to the power of the government to make rules or specific administrative provisions, but not the primary assessment of cess.
What is the minimum number of employees required to be present for the establishment of a canteen as per the Contract Labour (Regulation and Abolition) Act, 1970?
A)
50
B)
100
C)
150
D)
180
Under the Contract Labour (Regulation and Abolition) Act, 1970, the Central Government is empowered to specify the welfare facilities that must be provided to contract labour. According to the rules framed under this Act (specifically the Central Rules), a contractor or the principal employer is required to provide and maintain a canteen for the use of contract labour if the number of contract laborers employed exceeds 100.
Step-by-step breakdown:
1. The Act focuses on the welfare of contract laborers to prevent exploitation.
2. Welfare facilities include drinking water, first aid, restrooms, and canteens.
3. The specific threshold for the mandatory establishment of a canteen is set at 100 employees.
Comparing with options:
- Option (a) 50: Incorrect; this is often a threshold for other smaller welfare facilities or different acts.
- Option (b) 100: Correct; this is the statutory limit for canteen facilities under the CLRA rules.
- Option (c) 150: Incorrect.
- Option (d) 180: Incorrect.
Any employer who contravenes any provision of the Act may be punished with a fine which may extend to an amount of Rs.500 under __________ of the Minimum Wages Act 1948.
A)
Section 20A
B)
Section 21B
C)
Section 22A
D)
Section 23B
Under the Minimum Wages Act, 1948, Section 22 deals with penalties for contravention of the Act. Specifically, Section 22 provides for imprisonment or fines for paying less than the minimum wage. However, Section 22A was introduced to address general contraventions of the provisions of the Act. According to Section 22A, any employer who contravenes any provision of the Act (other than those specifically penalized under Section 22) may be punished with a fine which may extend to five hundred rupees.
Breakdown of options:
- Section 20A: Generally relates to the procedure for the revision of minimum wages or specific administrative clauses, not the general penalty for contravention.
- Section 21B: Does not exist as a primary penalty clause for general contravention in the standard Act.
- Section 22A: Correct. This section explicitly prescribes the fine of up to Rs. 500 for contravening the provisions of the Act.
- Section 23B: Does not exist as the primary penalty clause for general contravention in the standard Act.
Under the Employment Exchange under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959, ‘unskilled office work’ includes -
A)
daftri
B)
sweeper
C)
watchman
D)
all of the above
Under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959, and the rules framed thereunder, the classification of vacancies is essential for the compulsory notification process. 'Unskilled office work' refers to positions that do not require specialized technical training, professional degrees, or advanced clerical skills.
1. Daftri: A peon or office attendant who handles the movement of files and general office errands; this is classified as unskilled office work.
2. Sweeper: Personnel responsible for cleaning and maintenance of the office premises; this is classified as unskilled work.
3. Watchman: Personnel responsible for the security and guarding of the premises; this is classified as unskilled work.
Since all three roles (daftri, sweeper, and watchman) fall under the category of unskilled staff within an office environment, the correct option is 'all of the above'.
Section 35 of the Building and Other Construction Workers (Regulation of Employment and Condition of Service) Act, 1996 provides for the establishment and maintenance of:
A)
Creches
B)
Canteen
C)
Latrines and Urinals
D)
All of the above
Section 35 of the Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996, specifically deals with the 'Welfare facilities' to be provided at construction sites. According to this section, the appropriate government may make rules to ensure the provision of various welfare amenities for the workers. These include: 1. Creches (for the children of women workers), 2. Canteens (where the number of workers exceeds a specified limit), and 3. Latrines and Urinals (sufficient in number and properly maintained). Since all three options (a, b, and c) are mandated welfare facilities under the provisions of Section 35, the correct answer is 'All of the above'.
We can find the provision for handling hazardous substances and process under __________ of The Factories Act, 1948.
A)
Section 2 (ab)
B)
Section 2 (bc)
C)
Section 2 (cb)
D)
Section 2 (ad)
Under the Factories Act, 1948, specific definitions are provided in Section 2 to clarify the scope of the Act. Section 2(cb) specifically defines a 'hazardous process'. A hazardous process is defined as any process or activity in relation to which a notification has been made by the Central Government specifying the industry, operation or process and the hazardous substances involved. Provisions regarding the handling of hazardous substances and the management of hazardous processes are primarily anchored in this definition and further detailed in Chapter IV-A (Sections 41-A to 41-H) of the Act.
Comparing the options:
- Section 2(ab) refers to 'Approved First Aid Box'.
- Section 2(bc) is not the standard designation for hazardous processes.
- Section 2(cb) is the correct legal definition for 'Hazardous Process'.
- Section 2(ad) refers to 'Chief Inspector'.
Another benefits act to regulate the employment of women in certain establishments for certain period before and after child birth and to provide maternity benefits and certain other benefits.
A)
The Equal Remuneration Act, 1976
B)
The Maternity Benefit Act, 1961
C)
The Employees Compensation Act 1923
D)
None of the above
The question describes the core objective of a specific piece of legislation.
1. **Analysis of the Requirement**: The act must regulate the employment of women specifically around the period of childbirth (before and after) and provide maternity benefits.
2. **Evaluating Option (b)**: The Maternity Benefit Act, 1961, is specifically designed to protect the dignity of motherhood by providing for the payment of maternity benefits to women employed in factories, mines, and other establishments, and regulating their employment during the period of pregnancy and childbirth.
3. **Evaluating Option (a)**: The Equal Remuneration Act, 1976, focuses on preventing discrimination in payment and recruitment based on gender, ensuring equal pay for equal work. It does not deal with childbirth benefits.
4. **Evaluating Option (c)**: The Employees Compensation Act, 1923, provides for payment of compensation to employees (or their dependents) in case of industrial accidents or occupational diseases. It is not specific to maternity.
Therefore, Option (b) is the only correct answer as it aligns perfectly with the description provided in the question.
“Appropriate Government” under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 means -
A)
any establishment of any railway, major port, mine or oil-field etc, controlled or managed by the Central Government
B)
a company in which not less than fifty-one per cent of the shares capital is held by the Central Government
C)
a corporation (including a co-operative society) owned, controlled or managed by the Central Government
D)
all of the above
Under the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959, the term 'Appropriate Government' is defined based on the nature of the establishment. According to Section 2(a) of the Act, the 'Appropriate Government' refers to the Central Government in relation to specific types of establishments. These include:
1. Any establishment of any railway, major port, mine, or oil-field, etc., which is controlled or managed by the Central Government (matching option a).
2. Any company in which not less than fifty-one per cent of the paid-up share capital is held by the Central Government (matching option b).
3. Any corporation (including a co-operative society) which is owned, controlled, or managed by the Central Government (matching option c).
Since all three descriptions (a, b, and c) are explicitly listed under the definition of establishments for which the Central Government is the 'Appropriate Government', the correct answer is 'all of the above'.
In case of a miscarriage or medical termination of pregnancy, a woman is entitled to leave with wages under __________ of the Maternity Benefit Act, 1961.
A)
Section 7
B)
Section 8
C)
Section 9
D)
Section 10
Under the Maternity Benefit Act, 1961, different sections govern different types of leave and benefits.
1. **Section 9** specifically addresses 'Payment for miscarriage'. It states that every woman shall be entitled to leave with wages for a period of six weeks immediately following the day of her miscarriage or medical termination of pregnancy.
2. **Section 7** relates to the 'Payment of maternity benefit' (the general entitlement to payment during absence).
3. **Section 8** deals with the 'Payment of maternity benefit' specifically regarding the timing and manner of payment (e.g., payment in installments).
4. **Section 10** pertains to the 'Payment of maternity benefit' in cases where the woman is absent from work for a period of more than 28 days for illness arising out of pregnancy.
Therefore, for the specific case of miscarriage or medical termination of pregnancy, Section 9 is the correct legal provision.
As per the provisions of The Factories Act, 1948, an adult is a person who have completed __________ years of age.
A)
eighteen
B)
twenty
C)
twenty one
D)
twenty two
According to Section 2(c) of The Factories Act, 1948, the term 'adult' is explicitly defined. The Act states that an 'adult' means a person who has completed his eighteenth year. This definition is crucial for the application of various provisions of the Act, such as working hours, leave entitlements, and safety regulations, which differ for 'children' (below 15) and 'adolescents' (between 15 and 18). Therefore, option (a) is correct, while options (b), (c), and (d) are incorrect as they do not align with the statutory definition provided in the Act.
The Minimum Wages Act 1948 came into force on:
A)
9th February 1948
B)
15th March 1948
C)
20th April 1948
D)
10th May 1948
The Minimum Wages Act, 1948 is a crucial piece of labor legislation in India designed to prevent the exploitation of labor by ensuring a minimum level of wages for workers in scheduled employments. According to the official legislative records of the Act, while it was passed by the Parliament and received the assent of the President, it officially came into force on March 15, 1948. Options a, c, and d are incorrect as they do not correspond to the official commencement date of the Act.
__________ of the Building and Other Construction Workers (Regulation of Employment and Condition of Service) Act, 1996 contains provision for the safety and health measures of building workers.
A)
Section 27-31
B)
Section 33-36
C)
Section 38-41
D)
Section 38-44
The Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996, is structured to ensure the welfare and safety of construction workers. Chapter V of the Act specifically deals with 'Safety and Health'.
1. Section 38 empowers the Government to make rules regarding the safety and health of workers on building or construction sites.
2. Section 39 deals with the appointment of safety officers.
3. Section 40 focuses on the duties of the employer regarding safety and health.
4. Sections 41 through 44 further detail the obligations, penalties, and administrative requirements to ensure these safety measures are implemented.
Comparing this to the options:
- Options (a), (b), and (c) cover sections that primarily deal with welfare amenities (like crèches, canteens, and first aid) or registration and establishment of boards, rather than the comprehensive safety and health regulatory framework found in Sections 38-44.
Section 18 of the Maternity Benefit Act, 1961 deals with
A)
forfeiture of maternity benefit
B)
appointment of inspectors
C)
payment of medical bonus
D)
payment of maternity benefit
Under the Maternity Benefit Act, 1961, Section 18 specifically empowers the appropriate Government to appoint such persons as it may think fit to be inspectors for the purposes of this Act. These inspectors are authorized to enter premises, examine records, and ensure compliance with the Act's provisions.
Breakdown of other options:
- Option (a) 'forfeiture of maternity benefit' is dealt with under Section 17.
- Option (c) 'payment of medical bonus' is dealt with under Section 11.
- Option (d) 'payment of maternity benefit' is generally covered under Sections 5 through 10 (which detail the entitlement and duration of benefits).