Quiz 2: Final Assessment — Indian Employment Law (Non-Lawyer)

Question 1 of 10

Under Section 27 of the Indian Contract Act, a post-employment non-compete clause preventing an ex-employee from working in the same industry for 12 months is:

AGenerally enforceable if the geographic scope is reasonable BGenerally unenforceable as a restraint of trade CEnforceable only if the employee receives additional consideration DEnforceable only against senior executives

Question 2 of 10

An employer with 50 employees has not constituted an Internal Committee under the POSH Act. A complaint is filed. Position?

AThe complaint cannot be processed BEmployer faces penalty for non-constitution; complaint may be routed through the Local Committee CThe complaint is invalid until an IC is constituted DThe complainant must file directly in court

Question 3 of 10

A woman is on maternity leave. Employer discovers the business is being restructured and her role is being eliminated. Can the employer dismiss her during maternity leave?

AYes — restructuring is legitimate business reason BNo — dismissal during maternity leave or on pregnancy-related grounds is prohibited CYes — if the employer pays additional 6 months compensation DNo — but only if she is over 30

Question 4 of 10

Which is NOT a statutory compliance obligation for an Indian employer with 25 employees?

AEPF contribution and monthly return filing BPOSH Act — constitution of Internal Committee CPayment of Bonus Act obligations for eligible employees DGST registration for the establishment

Question 5 of 10

An employee's F&F settlement is delayed by 60 days beyond the statutory timeline. Most likely consequence?

ANo consequence — timelines are guidelines BPenalty under the Payment of Wages Act and interest on delayed dues; may support a labour dispute CEmployer must pay double as penalty DEmployee loses the right if not raised in 30 days

Question 6 of 10

A garden leave clause requires a departing employee to remain formally employed (full pay) for 3 months without attending work. Under Indian law:

AUnenforceable as post-employment restraint BGenerally enforceable because it operates during employment, not after CEnforceable only with a garden leave bonus DVoid because it prevents the employee from working

Question 7 of 10

A workman with 6 years continuous service is being retrenched due to business unit closure. Required under Section 25F?

AOnly one month's notice or salary in lieu BOnly retrenchment compensation of 15 days' pay per year CNotice/pay in lieu AND retrenchment compensation AND notice to appropriate government DOnly notice to the workman's union

Question 8 of 10

An employment contract's IP assignment clause is silent on inventions. Under Indian law, who owns a patent for an invention developed by the employee during working hours using employer resources?

AThe employee — patents cannot be assigned by default BThe employer — Section 17 of the Copyright Act applies to inventions CThe employer — courts imply an assignment of inventions developed in the course of employment using employer resources DJoint ownership

Question 9 of 10

An employer has offices in Karnataka and Maharashtra. Leave entitlements for employees in the two offices:

AAre uniform under central labour legislation BMay differ because each state has its own Shops and Establishments Act CAre decided by HR policy without statutory constraint DMust be identical to avoid discrimination

Question 10 of 10

A senior manager (non-workman) is terminated with 90 days notice as required by contract. He alleges retaliation for whistleblowing and seeks reinstatement. Most likely remedy:

AReinstatement with back wages, similar to a workman BDamages for breach of contract if he can prove specific contractual protections were breached, or invoke whistleblower protection under applicable law CAutomatic reinstatement under Companies Act DNo remedy — termination with contractual notice is always valid

Quiz 2 — Final Assessment