Four Labour Codes 2020 — Set 12

Correct Answer: B. Equal Remuneration Act 1976

The Code on Wages 2019 abolished the Equal Remuneration Act 1976 by absorbing its provisions. The 1976 Act had been India's first law specifically mandating equal pay for equal work between men and women. The new code continues this mandate while expanding its coverage to all workers and adding provisions against gender discrimination in recruitment.

Correct Answer: B. Protection of trade union activities clause

The Industrial Relations Code 2020, following the Trade Unions Act 1926, provides protection to registered trade union office bearers and members against victimisation for bona fide trade union activities. Employers cannot terminate or penalise workers specifically for engaging in lawful trade union activities. This protection is essential for workers to exercise their rights to organise and collectively bargain without fear.

Correct Answer: C. 67%

Under the Payment of Bonus Act provisions (now in the Code on Wages), 67% of the allocable surplus is available for distribution as bonus to workers. However, if the available surplus exceeds 20% of wages paid, the excess is transferred to a reserve fund. The maximum bonus payable is 20%, and any amount above this is set aside for future years when profits may be lower.

Correct Answer: C. Industrial Disputes Act

The Industrial Disputes Act 1947 was the primary law governing the resolution of disputes between employers and workers in industrial establishments. It provided for conciliation, arbitration, and adjudication through Works Committees, Conciliation Officers, Boards of Conciliation, Labour Courts, Industrial Tribunals, and National Tribunals. All these mechanisms are retained in the Industrial Relations Code 2020.

Correct Answer: B. Prior permission is no longer required

Under the Industrial Relations Code 2020, establishments employing fewer than 300 workers do not need prior government permission before closing down operations. This is a change from the Industrial Disputes Act 1947 which required such permission for establishments with 100 or more workers. The employer is however required to give notice of closure and pay retrenchment compensation to affected workers.

Correct Answer: C. Gig and platform workers

The Code on Social Security 2020 extends formal social security coverage to gig workers and platform workers for the first time in Indian labour law. This category, which includes delivery persons, cab drivers, and online freelancers, had previously been entirely outside the formal social security framework. The code defines these categories, requires aggregator platforms to contribute to their welfare, and provides for their registration.

Correct Answer: C. Tripartite — government, employers, and workers representatives

The National Social Security Board for unorganised workers under the Code on Social Security 2020 is tripartite in composition, including representatives of the central government, state governments, employers' organisations, and workers' organisations. This ensures that the interests of all stakeholders are represented in recommending and reviewing welfare schemes for unorganised workers. State-level boards are constituted on similar lines.

Correct Answer: C. Code on Social Security

Maternity leave provisions are covered under the Code on Social Security 2020, which incorporated the Maternity Benefit Act 1961. A woman working in a garment factory would claim her 26 weeks of paid maternity leave (for first two children) under this code. The claim is administered through ESIC for insured women or directly through the employer for non-ESIC covered establishments.

Correct Answer: D. Occupational Safety, Health and Working Conditions Code

The Plantation Labour Act 1951 is one of the 13 laws consolidated under the Occupational Safety, Health and Working Conditions Code 2020. This act had regulated the conditions of work, housing, medical facilities, and welfare for workers in tea, coffee, rubber, and other plantations. Its provisions are now part of the unified occupational safety and health framework under the OSHWC Code.

Correct Answer: B. To set a minimum below which no state can fix minimum wages

The floor wage under the Code on Wages serves as a national minimum wage below which no state government can fix the minimum wages for any scheduled or unscheduled employment. It creates a safety net ensuring that workers across all states receive at least a baseline level of remuneration. States are free to fix minimum wages above the floor wage based on local cost of living and industry norms.