Compensation Management And Employee Welfare Laws
Questions and Answers
- 1.
What is the condition for women to be eligible for maternity benefit?
- A.
Must work in the establishment for 80 days in 12 months before her date of delivery.
- B.
Must work in the establishment for 80 days in 6 months before her date of delivery.
- C.
Must work in the establishment for 180 days in 6 months before her date of delivery.
- D.
Must work in the establishment for 180 days in 12 months before her date of delivery
Correct Answer
A. Must work in the establishment for 80 days in 12 months before her date of delivery.Explanation
To be eligible for maternity benefit, a woman must have worked in the establishment for a minimum of 80 days in the 12 months leading up to her date of delivery. This means that she needs to have a consistent work history in the establishment for at least 80 days in the year before her expected delivery date.Rate this question:
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- 2.
What is the break up of “26 weeks” leave with average pay under Maternity Benefit Act?
- A.
Leave with average pay for 8 weeks before the delivery and 18 weeks after the delivery
- B.
Leave with average pay for 18 weeks before the delivery and 8 weeks after the delivery
- C.
Leave with average pay for 6 weeks before the delivery and 20 weeks after the delivery
- D.
Leave with average pay for 7 weeks before the delivery and 19 weeks after the delivery
Correct Answer
A. Leave with average pay for 8 weeks before the delivery and 18 weeks after the deliveryExplanation
The correct answer is "Leave with average pay for 8 weeks before the delivery and 18 weeks after the delivery." According to the Maternity Benefit Act, a woman is entitled to 26 weeks of leave with average pay. This break-up of 8 weeks before the delivery and 18 weeks after the delivery ensures that the woman has time to prepare for the birth of the child and recover post-delivery while receiving her average pay.Rate this question:
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- 3.
Under Maternity Benefit Act, women should give written notice to the employer about ___ weeks before the date of her delivery.
- A.
4
- B.
10
- C.
7
- D.
8
Correct Answer
C. 7Explanation
Under the Maternity Benefit Act, women are required to give written notice to their employer about 7 weeks before the date of their delivery. This notice allows the employer to make necessary arrangements for the employee's absence during the maternity period and ensure that the employee receives the benefits entitled to her under the Act.Rate this question:
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- 4.
Under Maternity Benefit Act, the employer shall allow _____ visits a day to the creche by the woman, which shall also include the interval for rest allowed to her.
- A.
2
- B.
4
- C.
5
- D.
6
Correct Answer
B. 4Explanation
According to the Maternity Benefit Act, the employer is required to allow 4 visits a day to the creche by the woman. These visits include the interval for rest allowed to her.Rate this question:
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- 5.
What is the wage ceiling for coverage under Payment of Bonus Act, 1965?
- A.
10,000
- B.
21,000
- C.
16,500
- D.
18,000
Correct Answer
B. 21,000Explanation
The correct answer is 21,000. This is the wage ceiling for coverage under the Payment of Bonus Act, 1965. It means that employees earning up to 21,000 or less are eligible to receive bonuses as per the provisions of this act.Rate this question:
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- 6.
Allocable surplus is ____ percent of available surplus in case of non-banking companies.
- A.
50
- B.
60
- C.
67
- D.
57
Correct Answer
C. 67Explanation
Allocable surplus is calculated as a percentage of the available surplus in case of non-banking companies. In this case, the correct answer is 67, which means that 67% of the available surplus is considered as allocable surplus.Rate this question:
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- 7.
Set-on is the carry forward when allocable surplus is more than the maximum bonus.What is the maximum bonus under Payment of Bonus Act, 1965?
- A.
20% of wages
- B.
25% of wages
- C.
30% of wages
- D.
None of the above
Correct Answer
A. 20% of wagesExplanation
The correct answer is 20% of wages. According to the Payment of Bonus Act, 1965, the maximum bonus that can be given is 20% of the wages. This means that if the allocable surplus is more than the maximum bonus, the excess amount will be carried forward as set-on.Rate this question:
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- 8.
Which of the following is not among the tests to determine whether a payment is festival bonus?
- A.
Unbroken series of payments
- B.
Paid at a uniform rate throughout
- C.
Paid for a sufficiently long period of time
- D.
Depends on profit earned
Correct Answer
D. Depends on profit earnedExplanation
The tests mentioned in the question are used to determine whether a payment is a festival bonus. The first three tests, an unbroken series of payments, paid at a uniform rate throughout, and paid for a sufficiently long period of time, are commonly used criteria to identify a festival bonus. However, the fourth option, "Depends on profit earned," is not a test used to determine a festival bonus. This suggests that the payment being dependent on the profit earned is not a characteristic of a festival bonus.Rate this question:
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- 9.
As per Payment of Bonus (Amendment) Act,2015, calculation ceiling for the bonus is _______ rupees or the minimum wage for the scheduled employment, as fixed appropriate government, whichever is higher.
- A.
5000
- B.
7000
- C.
3000
- D.
8000
Correct Answer
B. 7000Explanation
The correct answer is 7000. According to the Payment of Bonus (Amendment) Act, 2015, the calculation ceiling for the bonus is either 7000 rupees or the minimum wage for the scheduled employment, whichever is higher.Rate this question:
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- 10.
Under Payment of Wages Act, the total amount of fine which may be imposed in one wage period on any employed person shall not exceed ______ of the wages payable to him in respect of that wage-period.
- A.
6%
- B.
5%
- C.
3%
- D.
2%
Correct Answer
C. 3%Explanation
According to the Payment of Wages Act, the maximum amount of fine that can be imposed on an employed person in one wage period is limited to 3% of the wages payable to them for that period.Rate this question:
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- 11.
_______ refers to non-monetary benefits offered and provided to employees in lieu of the services provided by them to the organisation.
- A.
Direct Compensation
- B.
Indirect Compensation
- C.
Pay for Performance
- D.
None of the above
Correct Answer
B. Indirect CompensationExplanation
Indirect compensation refers to non-monetary benefits provided to employees in exchange for their services. This can include things like health insurance, retirement plans, paid time off, and employee discounts. These benefits are offered as a way to enhance the overall compensation package and improve employee satisfaction and retention.Rate this question:
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- 12.
The Minimum Wages Act, 1948 lays down the principles for fixation of ____________.
- A.
A minimum time rate of wages
- B.
A minimum piece rate
- C.
A guaranteed time rate
- D.
All of the above
Correct Answer
D. All of the aboveExplanation
The Minimum Wages Act, 1948 provides guidelines for determining the minimum wages in India. It covers various aspects such as minimum time rate of wages, minimum piece rate, and guaranteed time rate. These principles ensure that workers are paid a fair and reasonable wage for their work, regardless of the type of work or the method of payment. Therefore, the correct answer is "All of the above".Rate this question:
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- 13.
Which of the following is not among the factors behind the need of International Compensation Policy?
- A.
Economic Factors
- B.
Institutional Factors
- C.
Organizational Factors
- D.
Stakeholder Factors
Correct Answer
D. Stakeholder FactorsExplanation
Stakeholder factors are not among the factors behind the need for an International Compensation Policy. Economic factors, institutional factors, and organizational factors all play a role in determining the need for such a policy. Stakeholder factors refer to the individuals or groups who have an interest or stake in the organization, such as employees, shareholders, and customers. While stakeholder interests may influence the design and implementation of a compensation policy, they are not a primary factor driving the need for an international compensation policy.Rate this question:
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- 14.
________ focuses on customer, productivity and high quality as their compensation strategy.
- A.
Google
- B.
Nucor
- C.
Merril Lynch
- D.
Adobe
Correct Answer
B. NucorExplanation
Nucor focuses on customer, productivity, and high quality as their compensation strategy. This means that Nucor prioritizes meeting customer needs, improving productivity, and ensuring high-quality products or services when determining employee compensation. This approach likely incentivizes employees to deliver excellent customer service, work efficiently, and maintain high standards of quality in their work.Rate this question:
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- 15.
Which of the following is not a part of non-financial compensation?
- A.
Fringe Benefits
- B.
Flexible Work Time
- C.
Job Sharing
- D.
None of the above
Correct Answer
A. Fringe BenefitsExplanation
Fringe benefits are a part of non-financial compensation. They are additional perks or advantages that employees receive from their employer, such as health insurance, retirement plans, and paid time off. Flexible work time and job sharing are also forms of non-financial compensation, as they provide employees with flexibility and work-life balance. Therefore, the correct answer is "None of the above."Rate this question:
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- 16.
All of these are approaches of calculating expatriate pay, except
- A.
Home country basis
- B.
Host country basis
- C.
Hybrid basis
- D.
Proportional basis
Correct Answer
D. Proportional basisExplanation
The proportional basis is not an approach for calculating expatriate pay. The other three options, home country basis, host country basis, and hybrid basis, are commonly used methods for determining expatriate compensation. The proportional basis is not mentioned or recognized as a valid approach in the context of expatriate pay calculations.Rate this question:
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- 17.
Any worker who has worked not less than__________ in that year is entitled to payment of bonus under Payment of Bonus Act, 1948
- A.
30 days
- B.
60 days
- C.
50 days
- D.
45 days
Correct Answer
A. 30 daysExplanation
Under the Payment of Bonus Act, 1948, any worker who has worked for a minimum of 30 days in a year is entitled to receive payment of bonus. This means that if a worker has worked for less than 30 days in a year, they will not be eligible for bonus payment under this act.Rate this question:
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- 18.
Under Payment of Wages Act, persons employed in railway, factory or Industrial or other establishment (1000 workers or more) shall be paid before the expiry of ___ day after the last day of the wage period in respect of which the wages are payable.
- A.
Seventh
- B.
Third
- C.
Second
- D.
Tenth
Correct Answer
D. TenthExplanation
According to the Payment of Wages Act, employees working in railways, factories, industrial establishments, or other establishments with 1000 or more workers should be paid within ten days after the last day of the wage period for which the wages are due.Rate this question:
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- 19.
______ is defined as a strategy to consolidate a large number of pay grades into a few and wider ranges or bands.
- A.
Hybrid banding
- B.
Wide banding
- C.
Layered banding
- D.
Broad banding
Correct Answer
D. Broad bandingExplanation
Broad banding is defined as a strategy to consolidate a large number of pay grades into a few and wider ranges or bands. This approach allows for more flexibility in compensation management and career progression, as employees within the same band can have different levels of skills and responsibilities. By reducing the number of pay grades, organizations can simplify their compensation structure and promote a more agile and adaptable workforce. Broad banding also encourages cross-functional and lateral movement within the organization, as employees can be rewarded for acquiring new skills and taking on different roles within their band.Rate this question:
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- 20.
___________ is horizontal grouping of different jobs that are considered substantially equal for the pay purposes.
- A.
Pay grade
- B.
Pay range
- C.
Pay mix
- D.
Pay schedule
Correct Answer
A. Pay gradeExplanation
A pay grade is a horizontal grouping of different jobs that are considered substantially equal for the purpose of determining pay. It is a way for organizations to establish a hierarchy of jobs and assign a specific salary range to each grade. Jobs within the same pay grade typically have similar levels of responsibility, skill requirements, and job duties. This allows for consistency and fairness in determining compensation for employees who perform similar work.Rate this question:
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Mar 21, 2023Quiz Edited by
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Nov 25, 2018Quiz Created by
Sonali Rai
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