Law Legal Studies

Labour and Industrial Relations

1,460 Questions

Labour and Industrial Relations involves the study of employment laws, workers unions, and workplace dynamics. This page features practice questions on critical topics such as equal pay, gratuity, overtime, and labor disputes. These questions are essential for law entrance exams and competitive tests.

Employment contractsTrade unionsWage discriminationIndustrial disputesOvertime payWorkplace safety

Labour and Industrial Relations Questions

Multiple choice

Early Unions in the 1800's fought for all of the following rights EXCEPT?

  1. Better Wages

  2. Less Hours

  3. Health Insurance

  4. Safer Working Conditions
Reveal answer Fill a bubble to check yourself
C Correct answer
Explanation

Early labor unions in the 1800s focused primarily on immediate workplace issues like wages, hours, and safety. Health insurance was not a standard demand for unions until much later in the 20th century.

Multiple choice history why did people want to vote? age of protest and law & order impact of industrial revolution democratic and nationalist revolutions in europe

What were the underlying principles of the 1834 Poor Law Act?

  1. The poor should be treated the same no matter where they lived.

  2. The life in the workhouse should be made harder than the life of the worst-off labourer living outside it, so that poor would only go into the workhouse as the last resort.

  3. Both A and B

  4. Neither A nor B
Reveal answer Fill a bubble to check yourself
C Correct answer
Explanation

The 1834 Poor Law Amendment Act aimed to reduce the cost of relief by making the workhouse system intentionally harsh (the principle of less eligibility) and standardizing the system across the country.

Multiple choice organization of commerce and management management by objectives (mbo) and management by exception (mbe) meaning and definition of mbo meaning and definition of mbe controlling

When legitimate needs of employee remain unfulfilled then the grievances that arise is called ________.

  1. factual

  2. imaginary

  3. disguised

  4. none of these
Reveal answer Fill a bubble to check yourself
A Correct answer
Explanation

When legitimate needs of employee remain unfulfilled then the grievances that arise is called factual. Within which the employee expects the organization to fulfill his aspirations, needs or expectations. 
When these legitimate needs of expectations or aspirations are not fulfilled, the employee will be dissatisfied with the job.Such dissatisfaction is called factual grievance.

Multiple choice organization of commerce and management management by objectives (mbo) and management by exception (mbe) meaning and definition of mbo meaning and definition of mbe controlling

Termination from employment for any of the misconducts mentioned in the industrial Employment Act, 1946 is called _______.

  1. discharge

  2. suspension

  3. layoff

  4. dismissal
Reveal answer Fill a bubble to check yourself
D Correct answer
Explanation

Termination from employment for any of the misconducts mentioned in the industrial Employment Act, 1946 is known as dismissal. If any misconduct about any employee is noticed then his/her employment gets terminated and treated unworthily  for violating the conditions of he working environment.

Multiple choice geography manufacturing industries in india - i : agro-based location of industries distribution and classification of industries in india industrialisation and industrial belts

Many _____ were enacted to streamline industries so that they provide better work conditions for the workers.

  1. Rules

  2. Acts

  3. Laws

  4. None of these
Reveal answer Fill a bubble to check yourself
C Correct answer
Explanation

One major reason why employee benefits have become such a significant part of the compensation structure is the evolution of the legal environment. Political, social, and economic pressures morphed into legal protection through the passage of many landmark laws that dictated the incidence and the terms and conditions of mandated benefits. Business, labor concerns, and technological innovations all added to the impetus to provide job security and protection.

Between 1900 and 1950, most of the major legally imposed workplace employee benefits were enacted. These major legislative efforts culminated into the Social Security Act of 1935. In the realm of wage and hour laws, both the Walsh-Healy Act of 1936 and the Fair Labor Standards Act of 1938 saw the light of day. By 1950, minimum wage laws had been put in place; further, unemployment and workers’ compensation laws were enacted in most state.

Multiple choice

What is the term used to describe the theory that employers pay higher wages to workers with higher levels of education to reduce shirking and increase productivity?

  1. Efficiency Wage Theory

  2. Human Capital Theory

  3. Signaling Theory

  4. Screening Theory
Reveal answer Fill a bubble to check yourself
A Correct answer
Explanation

The Efficiency Wage Theory suggests that employers pay higher wages to workers with higher levels of education to reduce shirking and increase productivity, as these workers are perceived to be more productive and reliable.

Multiple choice

What is the effect of the wife's employment on her right to maintenance?

  1. She loses her right to maintenance.

  2. Her right to maintenance is reduced.

  3. Her right to maintenance is unaffected.

  4. None of the above.
Reveal answer Fill a bubble to check yourself
C Correct answer
Explanation

A wife's employment does not affect her right to maintenance from her husband. She is entitled to maintenance regardless of whether she is employed or not.

Multiple choice

Which of the following is NOT a type of affirmative action policy in employment?

  1. Quotas

  2. Preferences

  3. Set-asides

  4. Goals
Reveal answer Fill a bubble to check yourself
D Correct answer
Explanation

Goals are not a type of affirmative action policy in employment. Quotas, preferences, and set-asides are all types of affirmative action policies in employment that involve giving preferential treatment to certain groups.

Multiple choice

What is the impact of a minimum wage law on the demand for labor?

  1. Increases demand for labor

  2. Decreases demand for labor

  3. Has no impact on demand for labor

  4. Depends on the specific minimum wage
Reveal answer Fill a bubble to check yourself
B Correct answer
Explanation

A minimum wage law typically decreases the demand for labor, as it raises the cost of hiring workers.

Multiple choice

Which of the following is an example of an autonomous act in industrial-organizational psychology?

  1. Employees have the right to choose their own work hours.

  2. Employees have the right to refuse to participate in unethical activities.

  3. Employees have the right to access their own personnel records.

  4. All of the above
Reveal answer Fill a bubble to check yourself
D Correct answer
Explanation

All of the above are examples of autonomous acts in industrial-organizational psychology.

Multiple choice

Which of the following is an example of a just act in industrial-organizational psychology?

  1. Paying employees a fair wage

  2. Providing employees with equal opportunities for promotion

  3. Treating employees with respect and dignity

  4. All of the above
Reveal answer Fill a bubble to check yourself
D Correct answer
Explanation

All of the above are examples of just acts in industrial-organizational psychology.

Multiple choice

What is the work opportunity tax credit?

  1. A credit that corporations can claim for wages paid to employees from certain targeted groups.

  2. A credit that corporations can claim for wages paid to employees with disabilities.

  3. A credit that corporations can claim for wages paid to employees who are veterans.

  4. A credit that corporations can claim for wages paid to employees who are over the age of 55.
Reveal answer Fill a bubble to check yourself
A Correct answer
Explanation

The work opportunity tax credit is a credit that corporations can claim for wages paid to employees from certain targeted groups, such as veterans, ex-felons, and individuals who have been receiving welfare benefits.