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Judiciary Exams Exam  >  Judiciary Exams Tests  >  Criminal Law for Judiciary Exams  >  Test: The Sexual Harassment of Women at Workplace - Judiciary Exams MCQ

Test: The Sexual Harassment of Women at Workplace - Judiciary Exams MCQ


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15 Questions MCQ Test Criminal Law for Judiciary Exams - Test: The Sexual Harassment of Women at Workplace

Test: The Sexual Harassment of Women at Workplace for Judiciary Exams 2024 is part of Criminal Law for Judiciary Exams preparation. The Test: The Sexual Harassment of Women at Workplace questions and answers have been prepared according to the Judiciary Exams exam syllabus.The Test: The Sexual Harassment of Women at Workplace MCQs are made for Judiciary Exams 2024 Exam. Find important definitions, questions, notes, meanings, examples, exercises, MCQs and online tests for Test: The Sexual Harassment of Women at Workplace below.
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Test: The Sexual Harassment of Women at Workplace - Question 1
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What event catalyzed substantial legal reforms concerning crimes against women in 2012, leading to a nationwide outcry for stringent regulations to protect women's safety?

Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 1
The Nirbhaya case in Delhi in 2012 was a pivotal event that sparked a nationwide outcry and led to significant legal reforms concerning crimes against women. This tragic incident involved a brutal assault on a young woman, highlighting the urgent need for stringent regulations to ensure women's safety. The case garnered widespread attention and played a crucial role in shaping discussions around women's rights and safety in India.
Test: The Sexual Harassment of Women at Workplace - Question 2
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What pivotal legal event significantly influenced the development of the Prevention of Sexual Harassment (POSH) Act in India?

Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 2
The formulation of the Vishakha Guidelines served as a critical precursor to the POSH Act in India. These guidelines emerged following the Vishakha v. State of Rajasthan case in 1997, where the Supreme Court of India outlined measures to address workplace sexual harassment. This landmark case highlighted the need for guidelines to combat such issues and laid the foundation for subsequent legislative developments in this area.
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Test: The Sexual Harassment of Women at Workplace - Question 3
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What tragic incident in 2012 led to widespread outrage and significant legal reforms regarding crimes against women in India?

Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 3
The Nirbhaya case, which took place in Delhi in 2012, sparked a national outcry and catalyzed substantial legal reforms concerning crimes against women in India. The brutal assault and subsequent death of the victim on a Delhi bus brought attention to the urgent need for stricter regulations to ensure women's safety and address violence against women.
Test: The Sexual Harassment of Women at Workplace - Question 4
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Which significant legal development underscored the urgent necessity for stringent regulations to safeguard women's safety in India?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 4
The Nirbhaya case in Delhi, where the victim was brutally assaulted and left for dead in 2012, emphasized the immediate need for stringent regulations to protect women's safety. This tragic incident highlighted the importance of addressing violence against women and implementing effective legal measures to prevent such atrocities.
Test: The Sexual Harassment of Women at Workplace - Question 5
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What critical impact did landmark cases like Vishakha v. State of Rajasthan and the Nirbhaya case have on legislative changes in India?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 5
Landmark cases such as Vishakha v. State of Rajasthan and the Nirbhaya case played a pivotal role in driving legislative changes in India to combat sexual harassment and violence against women. These cases brought significant attention to the urgent need for legal reforms and inspired actions that aimed to enhance the protection of women's rights and safety.
Test: The Sexual Harassment of Women at Workplace - Question 6
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According to the Prevention of Sexual Harassment (POSH) Act of 2013, which fundamental rights of women are violated when a woman faces sexual harassment at her workplace?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 6
The correct answer is Option C: Right to Equality and Non-discrimination. When a woman faces sexual harassment at her workplace, it violates her fundamental rights under Articles 14 and 15, which ensure equality before the law and prohibit discrimination based on sex, gender, and religion. Upholding these rights is crucial in creating a safe and inclusive work environment for all individuals.
Test: The Sexual Harassment of Women at Workplace - Question 7
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Why is the right to practice any profession emphasized in relation to the Prevention of Sexual Harassment (POSH) Act of 2013?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 7
The correct answer is Option C: To enable women to freely pursue their careers. Article 21 guarantees every individual the right to practice any profession. Emphasizing the need to eliminate sexual harassment is crucial in enabling women to pursue their careers without fear of discrimination or harassment, thus fostering a more equitable and supportive work environment.
Test: The Sexual Harassment of Women at Workplace - Question 8
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What international commitment led to the enactment of the Prevention of Sexual Harassment (POSH) Act in India?
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The correct answer is Option B: United Nations Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW). In 1993, the Government of India signed this convention with the United Nations, highlighting its commitment to protecting women's rights. This international commitment played a significant role in the enactment of the POSH Act, aimed at preventing and addressing sexual harassment in the workplace.
Test: The Sexual Harassment of Women at Workplace - Question 9
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Which region is covered by the Prevention of Sexual Harassment (POSH) Act of 2013, following the exclusion of Article 370?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 9
The correct answer is Option C: All states and union territories of India. The POSH Act of 2013 applies to all of India, including Jammu & Kashmir, following the exclusion of Article 370. This broad extent ensures that the provisions of the Act are applicable across the nation, safeguarding individuals from sexual harassment in various workplace settings.
Test: The Sexual Harassment of Women at Workplace - Question 10
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What is a requirement regarding the establishment of committees in organizations under the Act?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 10
According to the Act, organizations with more than 10 employees are mandated to establish a special committee to address issues related to sexual harassment. This committee plays a crucial role in providing a platform for addressing complaints, conducting investigations, and implementing measures to prevent and address instances of sexual harassment within the workplace.
Test: The Sexual Harassment of Women at Workplace - Question 11
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According to the Act, what actions constitute instances of Sexual Harassment?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 11
Instances of Sexual Harassment, as outlined in the Act, include actions such as offering preferential treatment for sexual relations. This behavior can create a hostile work environment and compromise the safety and well-being of individuals. It is essential for organizations to address and prevent such misconduct to ensure a respectful and professional workplace environment.
Test: The Sexual Harassment of Women at Workplace - Question 12
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In organizations with more than 10 employees, what is the requirement regarding the establishment of a committee to address sexual harassment issues?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 12
Organizations with more than 10 employees are required to establish a special committee to address issues related to sexual harassment. This committee plays a crucial role in handling complaints, conducting investigations, and ensuring that appropriate actions are taken to address such misconduct within the organization.
Test: The Sexual Harassment of Women at Workplace - Question 13
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What is the time limit specified for formally submitting a complaint of sexual harassment under the relevant act?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 13
The time limit specified for formally submitting a complaint of sexual harassment under the relevant act is 3 months. This timeframe emphasizes the importance of timely reporting to ensure that investigations can be conducted promptly and that appropriate actions can be taken to address the issue effectively.
Test: The Sexual Harassment of Women at Workplace - Question 14
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What action can a woman request if she feels uncomfortable attending the office due to the presence of the accused during a case or internal committee investigation?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 14
In such a situation, a woman has the right to request the shift of the accused person's office, the shift of her own office, or a leave of absence for the interim period. These requests can be forwarded by the Internal Committee to the employer for necessary action, ensuring a safe and comfortable work environment for all.
Test: The Sexual Harassment of Women at Workplace - Question 15
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What does Section 14 dictate in the case of a woman filing a false complaint against an employee under the act?
Detailed Solution for Test: The Sexual Harassment of Women at Workplace - Question 15
Section 14 stipulates that if a woman files a false complaint and an investigation reveals the falsity of the claim, the employer or district officer must take appropriate action against her as per Section 9 or the organization's service rules. This ensures accountability and fairness in handling complaints.
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