UGC NET/JRF EXAM, September-2024 Labour and Social Welfare

The correct associations of the authorities with the corresponding acts are as follows:

The Advisory Committee is associated with the Equal Remuneration Act, 1976 (III), which aims to ensure that men and women receive equal pay for equal work.

The Controlling Authority is linked with The Payment of Gratuity Act, 1972 (I), responsible for ensuring compliance and addressing grievances related to the payment of gratuity. The Advisory Board is related to The Minimum Wages Act, 1948 (II), which advises on setting and revising minimum wages across various sectors.

The Central Board is a key component of The Employees Provident Fund and Miscellaneous Act, 1952 (IV), overseeing the administration of provident funds, pension schemes, and insurance for employees.

Arranging the provisions of the Industrial Disputes Act, 1947, in ascending order according to their years of enactment/ amendment:

(c) Voluntary reference of dispute to arbitration has been a fundamental part of the Act since its inception, facilitating the peaceful resolution of industrial disputes.

(e) The definition of continuous service was clarified to ensure workers' rights are maintained during breaks in employment.

(a) Dismissal of an individual workman to be deemed an industrial dispute was established to protect individual workers against unjust termination.

(d) Payment of full wages to workmen pending proceedings in higher courts ensures financial stability for workers during prolonged legal disputes.

(b) Finally, setting up Grievance Redressal Machinery was introduced later to provide a structured mechanism for addressing individual grievances within the workplace.

The correct on-the-job training methods include job rotation (a), committee assignments (d), and coaching (e). Job rotation involves moving employees through a series of job assignments in different departments or areas of the company to broaden their skills and understanding of different parts of the business.

Committee assignments give employees the opportunity to work in groups on a specific task or project, enhancing their teamwork and leadership skills. Coaching involves a more experienced or skilled person, typically a supervisor, providing ongoing guidance and feedback to a less experienced employee, focusing on improving specific competencies and performance.

The sources of power and their features are matched as follows:

(a) Reward power is characterized by the ability to influence others by giving rewards (IV), such as bonuses or promotions.

(b) Legitimate power stems from one's formal position within an organization (III), conveying authority based on rank or role.

(c) Expert power is derived from one's recognized competencies or expertise (II), which allows influence over others who value this knowledge.

(d) Referent power is based on being liked and respected (I), which enables influence through personal attraction or admiration.

The main provisions of the Trade Unions Act, 1926, arranged according to their sections from earlier to later, begin with Registration of Trade Union (b), which is a foundational requirement for any trade union to operate legally.

This is followed by Incorporation of a Registered Trade Union (c), providing legal personality and rights such as entering into contracts and suing. Rights and Privileges of a Registered Trade Union (a) delineate the legal protections and benefits conferred upon registered unions.

Amalgamation and Dissolution of a Trade Union (e) address how unions can legally combine or cease to exist. Finally, Power to Make Regulations (d) pertains to the legislative ability to prescribe rules. and procedures for the administration and management of trade uniens.

The correct order of the provisions of the Maternity Benefit Act, 1961 according to their sections, starting from earlier to later is as follows:

(b) The prohibition of employment of women during certain periods ensures that pregnant women are not employed during the weeks immediately preceding and following the birth of their child.

(d) This is followed by the right to payment of maternity benefit, which establishes the entitlement to maternity benefits that are payable to women absent from work as a result of pregnancy.

(a) Notice of claim for maternity benefits and payment thereof outlines the procedures that must be followed by women to claim their maternity benefits.

(e) Dismissal during the absence due to pregnancy protects women from being dismissed or treated unfairly due to their absence from work during pregnancy.

(c) Lastly, no deduction of wages in certain cases ensures that during the period a woman is absent from work due to maternity, her wages cannot be reduced.

Under the Building and Other Construction Worker (Regulation of Employment and Conditions of Service) Act, 1996, various committees are constituted to address different aspects of employment and safety for construction workers.

The Central Advisory Committee (b) and the State Advisory Committee (c) are established to provide advice on policy and its implementation at both the national and state levels, ensuring that regulations and safety standards are appropriately adapted to local conditions.

The Safety Committee (d) specifically focuses on the health and safety aspects of construction work, aiming to prevent accidents and injuries on construction sites.

Lastly, the Expert Committee (e) is tasked with addressing more complex issues that require specialized knowledge, perhaps in areas like engineering safety or occupational health. This comprehensive approach ensures that all facets of worker welfare and safety are considered in the regulatory framework.

The characteristics of the Indian Labour Market that are correct include diversity in the workplace (a), which reflects the vast socio-economic and cultural diversity of India, impacting labour relations and workplace dynamics.

Monopsony in the labour market (d) describes a market situation where there is only one buyer - in this case, a single employer or a dominant few within the labour market, which affects wage levels and employment conditions.

Highly competitive in character (e) refers to the competitive nature of the job market, especially in certain industries where skilled labour is in high demand, leading to competitive hiring practices and wage offers.

Robert Reich's three professional categories of the labour force in global terms include Routine Production Services, In-Person Services, and Symbolic-Analytic Services. Routine Production Services involve repetitive task-based roles that are often subject to automation.

In-Person Services relate to jobs that require personal interaction and cannot be automated, such as nursing or teaching. Symbolic-Analytic Services include roles that involve problemsolving, data analysis, and manipulative tasks that require high levels of education and expertise.

High Tech Services, although related to advanced technologies and skills, do not specifically fit into the categories identified by Reich, as his focus is more on the nature of the job functions rather than the technology level involved.

The correct matching of forms/types of strikes with their appropriate meanings includes:

(a) Lightning strike, which is a strike suddenly announced without proper notice (II), reflecting its rapid and unexpected onset.

(b) Gherao involves a physical blockade caused by a conflict and is organized mostly by employees (I), typically surrounding an office or a person to restrict movement.

(c) Picketing is an act of posting pickets and implies marching of workmen in front of the premises of the employer (III), serving as a form of protest and public awareness.

(d) Stay-in strike occurs when a group of employees take possession of the property of the business and stop production and refuse access to the owners desiring to work (IV), effectively halting operations while maintaining a presence on site.