Test: Constitutional Dimensions of Industrial Relation and Labour - 2 - CLAT PG MCQ

If a contractor fails to comply with the provisions of the Act, they may face penalties including imprisonment for up to two years or fines. These penalties are designed to enforce compliance and protect the rights of inter-State migrant workers, ensuring that violations are taken seriously.

The ICC must include at least half of its members as women, ensuring representation and sensitivity towards the issues faced by women in the workplace. This requirement fosters a supportive environment where complaints can be addressed more empathetically and effectively, aligning with the objectives of the Act.

Sexual harassment is defined as any unwelcome act or behavior of a sexual nature, which can include physical contact, requests for sexual favors, sexually colored remarks, and showing pornography. This broad definition ensures that various forms of harassment, both physical and verbal, are covered under the Act, thereby providing comprehensive protection for women in the workplace.

The primary purpose of the Inter-State Migrant Workmen Act is to regulate the employment and ensure proper working conditions for inter-State migrant workmen. This legislation aims to protect these workers from exploitation by ensuring they receive fair wages, benefits, and adequate working conditions, thereby addressing the vulnerabilities associated with their employment.

The displacement allowance, required by the Act, is non-refundable and must be paid at the time of recruitment. This allowance serves as a financial support mechanism for workers transitioning to a new workplace, helping to alleviate the costs associated with relocating for work.

Contractors are required to ensure timely wage payments to inter-State migrant workers, along with additional benefits such as displacement and journey allowances. This responsibility is crucial in preventing exploitation and ensuring that migrant workers are treated fairly, especially since they often work under challenging conditions.

Contractors are mandated to furnish detailed information about inter-State migrant workers to the relevant authorities within fifteen days of recruitment. This requirement enhances transparency and accountability, ensuring that authorities can monitor working conditions and protect workers' rights effectively.

The Act applies to any establishment that employs five or more inter-State migrant workmen. This inclusion ensures that a wide range of workplaces are subject to the regulations designed to protect migrant workers, highlighting the significance of their welfare.

Incidents of sexual harassment at the workplace violate Articles 14 (Right to Equality), 15 (Prohibition of discrimination), and 21 (Right to Life and Personal Liberty) of the Indian Constitution. These articles collectively safeguard the dignity and rights of individuals, emphasizing the need for equality and protection against discrimination and harassment in all spheres, including the workplace.

The principal employer is responsible for witnessing the wage disbursement to inter-State migrant workers and certifying the amounts paid by the contractor. This oversight role is vital for ensuring compliance with wage regulations and protecting the rights of workers.

The appropriate Government is responsible for appointing inspectors to ensure that the provisions of the Act are being followed. These inspectors play a critical role in monitoring compliance, examining records, and ensuring that the working conditions for inter-State migrant workers meet legal standards.

An aggrieved woman has three months from the date of the incident to file a complaint of sexual harassment. If there are multiple incidents, the complaint should be made within three months from the date of the last incident. This timeframe is crucial for ensuring timely resolution and support for victims, enabling them to seek redress promptly.

The Internal Complaints Committee (ICC) is established to investigate complaints of sexual harassment within the workplace. The ICC is responsible for ensuring that complaints are handled sensitively and confidentially, conducting fair inquiries, and recommending appropriate actions based on their findings. This structured approach is crucial for maintaining a safe and respectful working environment.

The wage rate for inter-State migrant workers must be at least the minimum wage established under the Minimum Wages Act. This provision is essential for ensuring that migrant workers receive fair compensation comparable to other workers in similar roles, thus promoting equity in the labor market.

Violating the confidentiality provisions can lead to penalties as prescribed by the applicable service rules. This strict confidentiality requirement is crucial for protecting the identities of the complainants, respondents, and witnesses, thus encouraging victims to come forward without fear of public exposure or retaliation.

Contractors are not required by the Act to provide health insurance to all workers. However, they must fulfill obligations such as providing detailed information about the workers, ensuring timely wage payments, and issuing passbooks that detail employment conditions. While health facilities are mentioned, the specific requirement for health insurance is not included in the Act.

The Act stipulates that obstructing an inspector in their duties can lead to imprisonment for up to two years or fines of up to two thousand rupees. This provision emphasizes the importance of compliance and the enforcement of labor laws, ensuring that inspectors can carry out their responsibilities effectively to protect the rights of inter-State migrant workers. An interesting fact is that these penalties are designed to deter noncompliance and protect vulnerable workers who may not be aware of their rights.

The Sexual Harassment of Women at Workplace Act, 2013 was enacted to create a legal framework that protects women from sexual harassment in the workplace. It establishes processes for preventing and addressing complaints, ensuring that women can earn a living in a safe and dignified environment. The legislation acknowledges the need for a structured approach to handle such sensitive issues, aiming to foster a respectful workplace culture. An interesting fact is that the Act was inspired by the Supreme Court's judgment in the landmark case of Vishaka vs. State of Rajasthan, which highlighted the urgent need for legal protection against workplace harassment.

The term "aggrieved women" is defined in Section 2(d) of the Act. This section states that it refers to women of any age, whether employed or not, who allege to have been subjected to any act of sexual harassment. This broad definition ensures that all women, regardless of their employment status, have the right to seek redressal under the law. A notable aspect of this definition is its inclusion of women in various contexts, including domestic workers, signifying the law's commitment to protecting vulnerable groups.

The Internal Complaints Committee (ICC) is tasked with investigating complaints of sexual harassment and recommending appropriate actions. It is mandated to be constituted by every employer at the workplace to handle such complaints effectively. The ICC plays a crucial role in ensuring that complaints are addressed in a timely and confidential manner, thus fostering a safer workplace environment. An interesting fact is that the ICC must consist of a majority of women members, including a senior female employee as the presiding officer, to ensure that the committee is sensitive to the issues faced by women.