Maternity, Gratuity & Wages Acts — Set 8
Labour Laws · प्रसूति, ग्रेच्युटी और मजदूरी अधिनियम · Questions 71–80 of 160
What is the employee contribution rate under the EPF Act?
Correct Answer: B. 12% of basic wages
Under the EPF Act, the employee contributes 12% of their basic wages, dearness allowance, and retaining allowance to the EPF. The employer contributes an equal amount (12%), though the employer's contribution is divided: 8.33% goes to the Employees' Pension Scheme (EPS) and the rest to EPF. For certain categories of establishments, the contribution rate is reduced to 10%.
Under the EPF Act, an employee is eligible to withdraw the full PF amount after how many years of service?
Correct Answer: D. On retirement or after 58 years of age
Under the EPF Act, an employee can make a full withdrawal of their PF accumulations only at the time of retirement at or after attaining the age of 58 years, or when a member has not been employed for a continuous period of two months. Partial withdrawals are allowed for specific purposes like marriage, education, housing, medical treatment, etc. Final settlement can also happen on permanent disability.
The Employees' Pension Scheme (EPS) provides pension at what minimum age?
Correct Answer: B. 58 years
Under the Employees' Pension Scheme 1995, a member is eligible for pension upon attaining 58 years of age subject to completing 10 years of pensionable service. An early pension can be drawn at the age of 50, but with a reduced amount (3% reduction for each year before 58). After 20 years of service, a bonus of 2 years is added to pensionable service. The maximum pensionable salary is Rs. 15,000.
Under the EPF Act, the Employees' Deposit-Linked Insurance (EDLI) Scheme provides a maximum insurance benefit of how much?
Correct Answer: D. Rs. 7 lakhs
Under the Employees' Deposit-Linked Insurance (EDLI) Scheme 1976, the insurance benefit payable to the nominee of a deceased EPF member is 30 times the last drawn monthly wages subject to a maximum of Rs. 7 lakhs. The minimum assured benefit is Rs. 2.5 lakhs. The EDLI Scheme is funded entirely by the employer's contribution. No contribution is taken from the employee for this scheme.
The Workmen's Compensation Act was enacted in which year?
Correct Answer: A. 1923
The Workmen's Compensation Act was enacted in 1923. It provides for the payment of compensation to workmen and their dependants in case of injury or death by accident arising out of and in the course of employment. The Act was renamed to Employees' Compensation Act in 2010. It covers workers in factories, mines, plantations, construction, and various other occupations.
Under the Equal Remuneration Act 1976, an employer who violates provisions is subject to which penalty?
Correct Answer: D. Fine up to Rs. 10,000 or imprisonment up to 3 months or both
Under the Equal Remuneration Act 1976, an employer who contravenes any provision of the Act is punishable with fine of not less than Rs. 10,000 and not more than Rs. 20,000, or with imprisonment for a term not less than three months and not more than one year, or both, for the first offence. For subsequent offences, the penalties are more severe. This Act ensures women receive equal pay for equal work.
The Equal Remuneration Act 1976 prohibits discrimination in which aspects?
Correct Answer: C. Both recruitment and wages
The Equal Remuneration Act 1976 prohibits employers from paying unequal wages to men and women for the same work or work of a similar nature. It also prohibits discrimination against women in recruitment and service conditions including promotions, transfers, training, and other matters. The employer cannot reduce wages to comply with the Act. Both Central and State Governments can appoint authorities to hear complaints.
Under the Maternity Benefit Act, what is the punishment for an employer who fails to pay maternity benefit?
Correct Answer: B. Imprisonment up to 3 months and/or fine up to Rs. 5,000
The correct answer is Imprisonment up to 3 months and/or fine up to Rs. 5,000. Under Section 21 of the Maternity Benefit Act, if an employer fails to pay any amount of maternity benefit to which the woman is entitled under the Act, or discharges or dismisses a woman during her absence from work during maternity leave, the employer shall be punishable with imprisonment which may extend to three months, or with fine which may extend to five thousand rupees, or with both. This topic is frequently tested in competitive examinations such as RRB NTPC, SSC, and UPSC.
Under the Maternity Benefit Act, when an employer dismisses a pregnant woman, what additional benefit is she entitled to receive?
Correct Answer: B. Full maternity benefit irrespective of dismissal
Section 12 of the Maternity Benefit Act provides that the discharge or dismissal of a woman while she is absent from work in exercise of her maternity leave entitlement shall be deemed to be a void dismissal. The woman is still entitled to all maternity benefits even if dismissed. Additionally, if the reason for dismissal is related to maternity, the employer may be required to pay an additional compensation. This protects women from arbitrary dismissal.
Under the Maternity Benefit Act, the employer must inform women employees about maternity benefits at the time of which event?
Correct Answer: B. Initial appointment
Under the Maternity Benefit (Amendment) Act 2017, every employer shall inform a woman employee about the maternity benefits available to her at the time of her initial appointment. This information must be provided in writing and electronically as well. This ensures women are aware of their rights from the beginning of their employment. Failure to provide this information is punishable under the Act.