The Industrial Disputes Act, 1947 - MCQ from Study Material (Basic Level) - LDCE Mock Test

The source provides extensive excerpts and state amendments to the Industrial Disputes Act, 1947, which is a comprehensive piece of legislation governing industrial relations in India. The text outlines the arrangement of sections, covering key areas such as the definition of terms like “industrial dispute,” “lock-out,” and “strike,” and establishing authorities like Labour Courts, Tribunals, and Conciliation officers for dispute resolution. A significant portion details provisions regarding strikes and lock-outs, including general prohibitions and what constitutes an illegal action, as well as specific chapters dealing with lay-off and retrenchment (Chapters VA and VB) and unfair labour practices (Chapter VC).

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The Industrial Disputes Act 1947

1 / 30

As per Section 19, for how long is an award typically in operation from the date it becomes enforceable?

Six months

One year

Indefinitely until terminated by notice.

Three years

2 / 30

According to Section 18, on whom is a settlement arrived at in the course of conciliation proceedings binding?

Only on the specific workmen who raised the dispute.

Only on the workmen who are members of the trade union.

On all parties to the industrial dispute, including all persons employed in the establishment on the date of the dispute.

Only on the office bearers of the trade union who signed the settlement.

3 / 30

An arbitration award made under Section 10A becomes enforceable after how many days from the date of its publication under Section 17?

Ninety days

Sixty days

Thirty days

Fifteen days

4 / 30

What power does Section 36A grant to the appropriate Government?

The power to amend any of the Schedules of the Act.

The power to delegate its functions to a subordinate officer.

The power to refer a question to a Labour Court or Tribunal if there is difficulty in interpreting an award or settlement.

The power to exempt any establishment from the provisions of the Act.

5 / 30

Under Section 25FFF, if an undertaking is closed down on account of 'unavoidable circumstances beyond the control of the employer', the compensation payable to the workman is limited. What is this limit?

One month's average pay.

No compensation is payable.

Fifteen days' average pay for every completed year of service.

The workman's average pay for three months.

6 / 30

Chapter VB contains special provisions for lay-off, retrenchment, and closure in certain establishments. According to Section 25K, these provisions apply to industrial establishments employing not less than how many workmen?

Fifty workmen

Five hundred workmen

Two hundred and forty workmen

One hundred workmen

7 / 30

Section 25H deals with the re-employment of retrenched workmen. What right does it give to them?

A guarantee of re-employment within six months.

The right to receive double the compensation if not re-employed within a year.

The right to be re-employed in any other company owned by the same employer.

A preference over other persons for re-employment.

8 / 30

Which of the following is defined as a 'lock-out' in Section 2(l)?

A cessation of work by a body of persons acting in combination.

The permanent closing down of a place of employment.

The termination of the service of a workman for any reason.

The temporary closing of a place of employment or the suspension of work by an employer.

9 / 30

What is the time limit for a Labour Court to decide on an application under Section 33C(2) for computing money due to a workman?

One year

Three months

Six months

One month

10 / 30

The power to transfer a proceeding from one Labour Court or Tribunal to another is vested in which authority under Section 33B?

The High Court

The Appropriate Government

The Conciliation Officer

The Presiding Officer of the Tribunal

11 / 30

Under Section 2A, the dismissal or discharge of an individual workman is deemed to be what?

A criminal offence.

A matter to be resolved only by the Works Committee.

An industrial dispute.

An unfair labour practice.

12 / 30

According to Section 2(k), an 'industrial dispute' means a dispute or difference between which parties?

Employers and employers, employers and workmen, or workmen and workmen.

Only between a single employer and a single workman.

Only between an employer and the government.

Only between workmen and their trade union.

13 / 30

What is the purpose of the Second Schedule of the Industrial Disputes Act, 1947?

To specify the matters that fall within the jurisdiction of Labour Courts.

To list the unfair labour practices on the part of employers and workmen.

To outline the procedure for referring disputes to arbitration.

To list industries that are considered public utility services.

14 / 30

As per Section 36, can a party to a dispute be represented by a legal practitioner in any conciliation proceedings?

Yes, if the other party also agrees to it.

No, representation by a legal practitioner is not permitted in conciliation proceedings.

Yes, it is a fundamental right of any party to be represented by a lawyer.

Yes, with the permission of the conciliation officer.

15 / 30

Under Section 33, what is an employer forbidden from doing during the pendency of any conciliation or adjudication proceeding regarding a matter connected with a dispute?

Transferring machinery to another unit of the establishment.

Altering the conditions of service to the prejudice of the workmen concerned in the dispute.

Hiring new workmen to replace those on strike.

Declaring a bonus for workmen not involved in the dispute.

16 / 30

What is the penalty for a workman who commences or continues a strike that is illegal under the Act, as per Section 26?

Immediate dismissal from service without any inquiry.

Imprisonment up to six months, or a fine up to one thousand rupees, or both.

Only a fine which may extend to five hundred rupees.

Imprisonment up to one month, or a fine up to fifty rupees, or both.

17 / 30

According to Section 25T, who is prohibited from committing any unfair labour practice?

Only registered trade unions.

Only the employer.

The employer, workman, and any trade union (registered or not).

Only the workman.

18 / 30

The Fifth Schedule of the Act, introduced by a later amendment, deals with what subject?

Unfair Labour Practices.

Industries which may be declared Public Utility Services.

Matters within the jurisdiction of Industrial Tribunals.

Conditions of service for which notice of change is to be given.

19 / 30

Section 25F lays down conditions precedent to the retrenchment of a workman. Which of the following is one of those conditions for a workman with at least one year of continuous service?

The retrenchment must be approved by a Labour Court.

The employer must get written consent from all other workmen.

The workman must be given six months' notice or wages in lieu thereof.

The workman must be given one month's notice in writing or wages for the period of the notice.

20 / 30

What does 'retrenchment' mean, as defined in Section 2(oo)?

Termination by the employer for any reason whatsoever, other than specified exceptions.

Termination of service as a punishment by way of disciplinary action.

Refusal by an employer to continue to employ any number of persons.

Voluntary retirement of the workman.

21 / 30

Under Section 22, no person employed in a public utility service shall go on strike without giving a notice of strike within how many weeks before striking?

Six weeks

Two weeks

Four weeks

Eight weeks

22 / 30

According to Section 12, what is the primary role of a conciliation officer when an industrial dispute exists or is apprehended?

To represent the workmen in negotiations with the employer.

To mediate in and promote a fair and amicable settlement of the dispute.

To impose penalties on the party at fault.

To issue a final and binding award on the dispute.

23 / 30

What is the definition of a 'strike' under Section 2(q) of the Act?

A formal protest organized outside working hours without stopping work.

The temporary closure of a place of employment by the employer.

A cessation of work by a body of persons employed in any industry acting in combination.

An individual workman refusing to work due to a personal grievance.

24 / 30

As per Section 9A, an employer must give notice to workmen before effecting any change in the conditions of service specified in which schedule?

The Fourth Schedule

The First Schedule

The Third Schedule

The Second Schedule

25 / 30

Which body is constituted by the Central Government under Section 7B to adjudicate industrial disputes involving questions of national importance?

Labour Court

Industrial Tribunal

Board of Conciliation

National Tribunal

26 / 30

According to Section 2(s), a person employed in a supervisory capacity is excluded from the definition of 'workman' if they draw wages exceeding a certain amount per month. What is this amount?

One thousand six hundred rupees

Ten thousand rupees

Twenty-five thousand rupees

Five thousand rupees

27 / 30

What is the primary duty of a Works Committee as outlined in Section 3(2) of the Act?

To approve all lay-offs and retrenchments proposed by the employer.

To promote measures for securing and preserving amity and good relations between the employer and workmen.

To represent workmen in legal proceedings before a High Court.

To adjudicate on disputes related to wages and bonuses.

28 / 30

Under Section 3, a Works Committee must be constituted in an industrial establishment where a certain number of workmen are or have been employed. What is this number?

One hundred or more workmen

Fifty or more workmen

Twenty or more workmen

Three hundred or more workmen

29 / 30

As defined in Section 2(b) of the Act, what does an 'award' refer to?

A monetary compensation paid to a workman for an injury.

A written agreement between an employer and workmen arrived at during conciliation.

A report submitted by a Conciliation Officer when no settlement is reached.

An interim or final determination of an industrial dispute by a Labour Court, Tribunal, or National Tribunal.

30 / 30

According to Section 1 of the Industrial Disputes Act, 1947, on which date did the Act come into force?

1st April, 1947

11th March, 1947

29th August, 1956

15th August, 1947

Your score is

The average score is 53%

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The Industrial Disputes Act, 1947 – MCQ from Study Material (Basic Level)

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