WorksheetsIR Code 2020
Total questions: 112
Worksheet time: 56mins
An industrial dispute refers to any dispute or difference between:
Employer and government only
Employer and consumer
Employers and employers, employers and workers, or workers and workers
Workers and shareholders
An industrial dispute must be connected with:
Political activities
Employment, non-employment, or conditions of labour
Personal grievances unrelated to work
Management policy decisions only
Which of the following is included in the definition of industrial dispute?
Dispute between two managers
Dispute relating to dismissal of an individual worker
Dispute between employer and customer
Dispute regarding company profits
Under the Industrial Relations Code, a dispute arising out of retrenchment or termination of an individual worker:
Is not an industrial dispute
Becomes an industrial dispute only if a trade union supports it
Is included as an industrial dispute
Is treated as a civil dispute
A Trade Union is defined as a combination of persons which may be
Only permanent
Only temporary
Temporary or permanent
Registered companies only
The primary purpose of a Trade Union is to
Increase business profits
Regulate relations between workers and employers
Control government policies
Provide loans to workers
A Trade Union may regulate relations between
Workers and customers
Employers and government
Workers and workers, employers and employers
Shareholders and directors
A Trade Union may also be formed for imposing restrictive conditions on:
Government services
Personal employment contracts
Conduct of any trade or business
Consumer transactions
Which of the following is included in the definition of a Trade Union?
Cooperative society
Federation of two or more Trade Unions
Company registered under Companies Act
Informal workers’ group
Which keyword best distinguishes a Trade Union from an informal workers’ group?
Dispute
Difference
Combination formed primarily to regulate relations
Protest
An “Award” under the Industrial Relations Code, 2020 means
A recommendation given by a conciliation officer
An interim or final determination of an industrial dispute
A settlement signed by employer and workers
A decision of the Labour Inspector
Lay-off refers to the failure, refusal, or inability of an employer to provide employment due to:
Misconduct of workers
Voluntary closure of business
Shortage of power, raw materials, or breakdown of machinery
Completion of contract period
Which of the following correctly defines Lock-out?
Termination of workers due to redundancy
Temporary closing of a place of employment by workers
Temporary closing of a place of employment by the employer
Permanent closure of an establishment
Which of the following pairs is correctly matched?
Award – Failure of employer to give work
Lay-off – Temporary closing of employment
Lock-out – Refusal by employer to continue employment
Award – Voluntary agreement between parties
Retrenchment under the Industrial Relations Code, 2020 means:
Voluntary retirement of a worker
Termination by the employer as a disciplinary punishment
Termination by the employer for any reason whatsoever, otherwise than as punishment
Termination due to superannuation
Which of the following is NOT included in the definition of retrenchment?
Termination due to non-renewal of contract
Termination on completion of fixed-term employment
Termination on the ground of continued ill-health
Termination as a punishment for misconduct
A strike under the Industrial Relations Code refers to:
Temporary closing of a place of employment
Cessation of work by a body of persons acting in combination
Termination of service by the employer
Failure of employer to provide work
Which of the following situations is deemed to be a strike under the Code?
Individual casual leave by one worker
Casual leave taken with prior permission
Concerted casual leave on a given day by 50% or more workers
Absence due to illness
The expression “acting in combination” in the definition of strike implies:
Independent decision by workers
Government-directed stoppage of work
Collective and common understanding among workers
Employer-imposed suspension
A Works Committee may be constituted when a factory or establishment has:
50 or more workers at present
100 or more workers at any time in the past 12 months
300 or more permanent workers
20 or more contract workers
Who has the authority to require the employer to constitute a Works Committee?
Employer voluntarily
Trade Union
Appropriate Government
Labour Inspector
The composition of the Works Committee must include:
Only workers’ representatives
Only employer representatives
Equal or more worker representatives than employer representatives
External members nominated by the government
Workers’ representatives to the Works Committee are selected:
Directly by the employer
By the Labour Department
From among employees in consultation with the registered Trade Union
By secret ballot conducted by the government
The primary objective of the Works Committee is to:
Fix wages and incentives
Enforce disciplinary action
Promote good relations and resolve matters of common interest
Conduct collective bargaining
A Grievance Redressal Committee (GRC) is mandatory in a company or factory employing:
10 or more workers
15 or more workers
20 or more workers
50 or more workers
The composition of the Grievance Redressal Committee must consist of:
More employer representatives than workers
More worker representatives than employer
Equal number of employer and worker representatives
Representatives appointed only by the government
The Chairperson of the Grievance Redressal Committee is selected:
Permanently from employer representatives
Permanently from worker representatives
On a rotating basis from employer and worker representatives each year
By the Labour Department
What is the maximum number of members allowed in a Grievance Redressal Committee?
5
8
10
12
A worker must submit a grievance to the Grievance Redressal Committee within:
6 months from the date of occurrence
9 months from the date of occurrence
1 year from the date of occurrence
2 years from the date of occurrence
The Grievance Redressal Committee must resolve a worker’s complaint within:
15 days
21 days
30 days
45 days
A decision of the Grievance Redressal Committee is valid only if:
All members agree unanimously
A simple majority of total members agree
More than half of the worker representatives agree
The chairperson approves the decision
If more than half of the worker representatives do not agree with the decision, the outcome will be:
Decision is binding on employer
Matter is automatically referred to Tribunal
Decision is treated as not having been taken
Employer’s decision will prevail
If a worker is dissatisfied with the GRC decision or if no decision is made within 30 days, the grievance may be escalated to:
Labour Court directly
Industrial Tribunal
Conciliation Officer within 60 days through Trade Union
Appropriate Government immediately
A dispute arising from dismissal, discharge, or retrenchment of an individual worker shall be treated as:
A civil dispute
A personal dispute
An industrial dispute
A contractual dispute only
If a Grievance Redressal Committee (GRC) has 10 members, how should they be represented?
6 employer + 4 workers
7 employer + 3 workers
5 employer + 5 workers
4 employer + 6 workers
In a GRC with 5 worker representatives, and where women workers form a significant proportion, the minimum number of women representatives must be:
At least 1
At least 2
At least 3
At least 4
If an establishment has 200 female workers and 300 male workers, the ratio of female to male workers is:
3 : 2
2 : 3
1 : 1
3 : 5
The requirement of women representatives in the GRC is based on:
Equal number rule
Seniority of workers
Proportion of women workers in the establishment
Nomination by the employer
The principle illustrated regarding GRC composition mainly ensures:
Employer dominance
Government control
Gender-sensitive and balanced representation
Faster disciplinary action
The minimum number of persons required to form a Trade Union under the Industrial Relations Code, 2020 is:
5
7
6
10
A Trade Union of workers can be registered only if, at the time of application, it has:
At least 50 workers as members
At least 10% or 100 workers, whichever is higher
At least 10% or 100 workers, whichever is lower
At least 20% of the total workers
For a company employing 800 workers, the minimum number of members required for Trade Union registration is:
80
100
10
8
After registration, a Trade Union must continue to maintain:
At least 20% of total workers as members
At least 10% or 100 workers (whichever is lower), but not less than seven members
At least 100 members in all cases
Only the original number of members
Which of the following statements is correct regarding Trade Union membership?
Membership requirements apply both at registration and after registration
Membership requirement applies only at the time of registration
Membership can fall below seven after registration
Trade Union membership is optional after registration
A factory employs 500 workers. To maintain Trade Union registration, the minimum number of members required is:
100
50
7
10
In a workshop employing 80 workers, the Trade Union must have at least:
7 members
10 members
20 members
8 members
Which of the following correctly applies the 10% or 100 rule?
10% of workers or 100 workers, whichever is lower
Always 10% of total workers
Always 100 workers
20% of workers or 50 workers
The Registrar shall register a Trade Union only when:
The employer gives consent
Government issues a notification
All requirements of the law are complied with
The Trade Union has more than 100 members
After registration, the certificate of registration issued by the Registrar serves as:
Provisional proof of registration
Final proof of registration
Temporary authorization
Evidence subject to government approval
Once a Trade Union is registered, its details are recorded by the Registrar:
Only in one register
Only in digital records
Only in the Labour Department records
In a register in the prescribed format and a separate register
A Trade Union registered under the Trade Unions Act, 1926, before the commencement of this law:
Must apply again for fresh registration
Is deemed to be automatically registered under the new law
Loses its legal status
Requires approval from workers again
Even though a Trade Union registered under the 1926 Act is deemed registered, it must:
Change its name
Dissolve and reconstitute
Increase membership to 20%
Submit an updated statement confirming compliance with the new law
The Registrar may cancel the registration of a Trade Union when:
The employer files a complaint
The Trade Union applies for cancellation itself
The government issues a general order
Membership exceeds 100 workers
Which of the following is a valid ground for cancellation of Trade Union registration?
Violation of the provisions of the law or the Trade Union’s own rules
Failure to conduct annual meetings
Decline in employer profitability
Change in management of the establishment
If the membership of a Trade Union falls below the prescribed limit, registration may be cancelled when the membership is below:
50 workers in all cases
20% of total workers
7 workers only
10% of total workers or 100 workers, whichever is lower
Before cancelling the registration of a Trade Union (other than on its own request), the Registrar must give:
60 days’ written notice stating reasons
30 days’ oral notice
45 days’ written notice
Immediate notice through notification
If a Tribunal orders the cancellation of a Trade Union’s registration, the Registrar:
May review the order
Must cancel the registration as per the order
Can seek government approval
Can issue only a warning
Every industrial establishment having a registered trade union must have:
Either a negotiating union or a negotiating council
A works committee only
Only a negotiating council
Only a negotiating union
When there is only one registered trade union in an establishment, the employer must:
Form a negotiating council
Seek government approval
Recognize it as the sole negotiating union
Conduct a secret ballot
In case of multiple registered trade unions, which union will be recognized as the sole negotiating union?
The oldest registered union
The union nominated by the employer
The union with maximum office bearers
The union having support of at least 51% of workers
The primary role of a negotiating union or negotiating council is to:
Resolve individual grievances
Negotiate with the employer on specified matters
Enforce disciplinary action
Conduct strikes and lock-outs
When no single trade union has 51% or more worker support, which of the following statements is correct?
The employer may recognize the largest union as the negotiating union
A negotiating council must be formed including unions with at least 20% support, with one representative per 20% workers
All registered unions must be included irrespective of worker support
The government will directly negotiate with workers
An agreement arrived at between the employer and the negotiating council will be valid only if:
All trade union representatives unanimously agree
The employer alone approves the agreement
The agreement is ratified by the appropriate government
A majority of trade union representatives in the council agree, and recognition remains valid for three years (extendable to five years by mutual consent)
Which of the following statements correctly reflects the requirements relating to Standing Orders under the Industrial Relations Code, 2020?
Standing Orders apply to establishments with 100 or more workers and must be submitted within one year
Establishments with 300 or more workers must prepare Standing Orders within 6 months, aligned with model Standing Orders
Standing Orders are optional and need only government approval
Standing Orders apply to all establishments irrespective of worker strength
Standing Orders become effective and binding only when they are:
Approved by the employer
Certified by the certifying officer after consultation with trade unions or workers’ representatives
Filed with the Labour Department
Published on the company notice board
Which of the following statements regarding Standing Orders is correct?
Employers can frame standing orders without reference to model standing orders
Employers may frame their own standing orders, but they must not contradict model standing orders and must consult the trade union if it exists
Standing Orders may contradict model standing orders with government approval
Standing Orders apply only after approval by workers
With respect to modification and enforcement of Standing Orders, which option is correct?
Employers can modify standing orders unilaterally at any time
Modification requires only employee consent
Standing orders cannot be modified once certified
Modification requires government approval and consultation, and unfair provisions can be challenged by workers or unions
An employer proposes to change a condition of service listed in the Third Schedule. Which of the following is legally correct?
The change can be made immediately with management approval
The change can be made only after giving notice and waiting 21 days from the date of notice
The change can be made after consulting the trade union without notice
The change can be made within 7 days of informing workers
Which of the following situations does NOT require a notice of change under the Industrial Relations Code, 2020?
Change in wages not covered by settlement
Permanent change in service conditions without consultation
Change in working hours decided unilaterally by employer
Change arising out of a settlement or award or directed by the appropriate government
Which of the following statements correctly explains the process of voluntary arbitration under the Industrial Relations Code, 2020?
Arbitration can be imposed by the government without consent of parties
A written arbitration agreement must name arbitrators, and if their number is even, an umpire must be appointed whose decision is final
Arbitrators can decide disputes informally without any written agreement
The decision of the umpire is only recommendatory
An arbitration agreement becomes applicable to workers or employers not originally party to it when:
The employer requests compulsory participation
The arbitrator issues a notice
The government is satisfied that the agreement represents the majority and issues a notification, after which affected parties may present their views
The conciliation officer approves the award
In a dispute referred to arbitration under the Industrial Relations Code, 2020, which of the following statements is correct?
In all disputes, workers must be represented only by a Trade Union
For general work-related disputes, representation depends on whether a negotiating union/council or Trade Union exists, while an individual worker may represent themselves in a dismissal-related dispute
Individual workers cannot represent themselves in any arbitration
Representation is decided solely by the employer
Which of the following correctly explains the effect of an arbitration award and applicable law?
The arbitration award is private and not sent to the government
The government cannot intervene in strikes or lock-outs during arbitration
Arbitration proceedings are governed fully by the Arbitration and Conciliation Act, 1996
The arbitrator submits a signed award to the government, which may stop an ongoing strike or lock-out, and the Arbitration and Conciliation Act, 1996 does not apply
Which of the following statements correctly describes the role of Conciliation Officers and their appointment?
Conciliation Officers adjudicate disputes and pass binding awards
Conciliation Officers are appointed by the government to mediate disputes and promote amicable settlements
Conciliation Officers are appointed by trade unions to enforce settlements
Conciliation Officers replace Industrial Tribunals
With reference to Industrial Tribunals, which of the following is correct?
Industrial Tribunals consist only of Judicial Members
All disputes must be decided by a single member
Industrial Tribunals consist of a Judicial Member and an Administrative Member; in dismissal, strike, or trade union disputes, both members jointly decide
Administrative Members decide cases independently in all matters
Which of the following statements regarding National Industrial Tribunals (NITs) under the Industrial Relations Code, 2020 is correct?
NITs are set up by State Governments for local disputes and consist of one member only
NITs are set up by the Central Government for disputes of national importance or affecting multiple States and consist of one Judicial Member and one Administrative Member
NITs consist only of Administrative Members with government experience
NITs deal only with individual worker grievances
A person shall be disqualified from being a member of an Industrial Tribunal or National Industrial Tribunal if:
He has experience in labour administration
He is a retired High Court Judge
He has attained the age of 65 years or is not an independent person connected with the dispute
He has served as a Secretary to the Government
Which of the following combinations is correctly matched with its key feature?
Conciliation – Binding decision given by a third party
Arbitration – Dispute referred to a neutral arbitrator whose judgment decides the dispute
Adjudication – Mutual settlement arrived through discussions facilitated by a conciliator
Conciliation – Decision imposed without consent of parties
Which statement correctly distinguishes Conciliation, Arbitration, and Adjudication?
All three require consent of both parties
Arbitration and adjudication are identical processes
Conciliation always results in a binding award
In conciliation, the conciliator facilitates settlement; in arbitration, the arbitrator gives a decision; in adjudication, the dispute is decided by an independent authority with or without consent of parties
Which of the following conditions must be fulfilled before workers can legally go on strike under the Industrial Relations Code, 2020?
Giving a 30-day notice and striking immediately after
Giving at least 60 days’ notice and waiting 14 days after giving such notice
Giving notice only to the Trade Union
Giving notice after starting the strike
A strike is prohibited during which of the following situations?
During conciliation proceedings and for 7 days after their conclusion
While a Tribunal or National Tribunal case is pending and for 60 days after it ends
During arbitration proceedings and for 60 days after, if officially notified by the government
All of the above
Workers have given a valid strike notice but the dispute is already covered by a settlement or court award. In this case:
Strike can proceed after 14 days
Strike can proceed after 60 days
Strike is not permitted while the settlement or award is in operation
Strike is permitted only with government approval
Which of the following conditions must be satisfied before an employer can legally declare a lock-out under the Industrial Relations Code, 2020?
Giving 30 days’ notice and immediate enforcement
Giving 60 days’ notice and waiting 14 days after giving such notice
Giving notice only to the government
Declaring lock-out after conciliation fails
An employer is prohibited from declaring a lock-out in which of the following situations?
During conciliation proceedings and for 7 days after their conclusion
While a Tribunal or National Tribunal proceeding is pending and for 60 days after it ends
During arbitration proceedings and for 60 days after, if notified by the government
All of the above
If a settlement or court award relating to the dispute is in operation, the employer:
May declare a lock-out after giving notice
May declare a lock-out with government permission
Cannot declare a lock-out during the period of operation of the settlement or award
Can declare a lock-out after 14 days
When a strike or lock-out is already in progress, which of the following is correct under the Industrial Relations Code, 2020?
Fresh notice must be given to the workers
Fresh notice must be given to the government
No additional notice is required, but the employer must inform the government on the same day
The strike or lock-out automatically becomes illegal
If an employer gives or receives a notice of strike or lock-out, the employer must inform:
Only the Trade Union
Only the appropriate government
The Tribunal immediately
The government and the conciliation officer within 5 days
The requirement to inform the government on the same day applies when:
A strike notice is proposed
A strike or lock-out is actually declared during an ongoing dispute
A lock-out notice expires
Conciliation proceedings are completed
Which of the following workers is eligible for lay-off compensation under the Industrial Relations Code, 2020?
A temporary worker with six months’ service
A casual worker whose name is on the muster roll
Any worker employed for more than 30 days
A permanent worker on the muster roll with at least one year of continuous service
During a lay-off (continuous or intermittent), the employer is required to pay compensation equal to:
25% of basic wages only
50% of basic wages and dearness allowance
75% of total wages
Full wages including allowances
Which of the following periods is excluded while calculating lay-off compensation?
Days of intermittent lay-off
Days of continuous lay-off
Weekly holidays falling within the lay-off period
Working days during lay-off
If a worker is laid off for more than 45 days in a 12-month period, the employer is required to pay lay-off compensation:
For the entire lay-off period without limit
Only for the first 45 days, provided there is an agreement with the worker
Only after obtaining government permission
Only if the worker demands compensation
After a worker has been laid off for 45 days, the employer may:
Continue lay-off without any further action
Terminate the worker without following any procedure
Automatically close the establishment
Retrench the worker by following the prescribed retrenchment rules
When a worker is retrenched after being laid off, the lay-off compensation already paid in the preceding 12 months:
Must be refunded by the worker
Cannot be adjusted against retrenchment compensation
Becomes an additional bonus to the worker
Can be adjusted against the retrenchment compensation payable
If a company intends to close down its undertaking, it must ordinarily:
Inform the government at least 60 days in advance, stating reasons for closure
Inform the government at least 30 days in advance
Inform workers only
Obtain prior permission from the Tribunal
Which of the following establishments is exempted from giving a 60-day notice before closure?
A company employing less than 50 workers
A factory employing 200 workers
A manufacturing unit employing 55 workers
A service establishment employing 300 workers
In which of the following situations can the government permit closure without a 60-day notice, even if the establishment does not fall under the normal exemptions?
Accidents, death of employer, or natural disasters
Change in ownership
Poor financial performance
Completion of production targets
The provisions relating to prior permission for lay-off apply to an industrial establishment employing:
Not less than 300 workers
100 or more workers
200 or more workers
All establishments irrespective of size
Under the Industrial Relations Code, 2020, an employer intending to lay off a permanent worker must:
Inform workers only after lay-off
Obtain prior permission from the government and inform affected workers simultaneously
Seek approval from the Trade Union
Give notice after 45 days of lay-off
In the case of a mine where workers are laid off due to fire, flood, gas, or explosion, the employer must:
Obtain permission before laying off workers
Apply for government permission within 30 days to continue the lay-off
Pay compensation without informing the government
Automatically retrench the workers
While deciding an application for lay-off permission, the government is required to:
Decide solely based on employer’s application
Automatically approve within 30 days
Refer every case directly to a Tribunal
Conduct inquiries, hear both employer and workers, and record the decision in writing
If the government does not communicate its decision within 60 days of receiving the application for lay-off permission, the lay-off shall be:
Deemed rejected
Kept pending until a decision is issued
Deemed to have been automatically approved
Illegal
Which of the following statements is correct regarding the finality and review of the government’s decision on lay-off?
The decision is provisional and valid for six months
The decision is final, valid for one year, and may be reviewed or referred to a Tribunal which must decide within 30 days
The decision cannot be reviewed under any circumstances
The Tribunal has unlimited time to decide the matter
An employer intending to close an industrial undertaking must:
Inform only the workers 30 days in advance
Apply for permission at least 90 days in advance to the government and workers’ representatives
Apply for permission after closure
Seek approval only from the Trade Union
Which of the following statements regarding government decision on closure is correct?
The government decides only on the employer’s financial condition
The government must conduct an enquiry, hear both employer and workers, and communicate its decision in writing
The decision is provisional and open to challenge by workers only
The decision applies only for six months
If the government fails to communicate its decision within 60 days of receiving the closure application:
The closure is deemed automatically approved, and the decision (approval or rejection) is final and binding
The application must be refiled
The closure is deemed rejected
The matter must compulsorily go to the Tribunal
After granting or refusing permission for closure, the government may:
Take no further action
Only reconsider the decision after one year
Review its decision or refer the matter to a Tribunal, which must decide within 30 days
Automatically revoke the decision
If an employer fails to apply for closure permission or closes the undertaking despite denial of permission, the closure shall be treated as:
Illegal, and workers will continue to receive all benefits as if the undertaking were operating
Temporarily suspended
Valid but irregular
Valid subject to payment of compensation
When closure is approved or deemed approved, workers employed before the application date are entitled to:
One month’s wages only
Compensation equal to 7 days’ wages per year of service
Compensation only if demanded by workers
Compensation of 15 days’ average pay for each completed year of service or as notified by the government
The Worker Re-skilling Fund is created and maintained by:
Employers’ associations
Trade Unions
The government
Industrial Tribunals
Which of the following correctly states the source of funds for the Worker Re-skilling Fund?
Contribution of one month’s wages by workers
Contribution of 15 days’ last-drawn wages by employers for each retrenched worker and other sources decided by the government
Annual government budgetary grants only
Equal contribution by employer and worker
Under the Worker Re-skilling Fund, a retrenched worker is entitled to:
One month’s wages within 30 days
15 days’ last-drawn wages paid within 45 days of retrenchment
Compensation equal to retrenchment benefits
Payment only after completion of re-skilling
