Posttest-POSH - Vidyadhara Consultancy

POSH Post-Test

Welcome to your POSH Post-Test

Instructions:

There are 15 multiple choice questions.

1 mark is allotted to each question.

The assessment duration is 10 minutes.

There is only one correct answer.

No negative marking in this assessment.

Please read the question and options carefully and select the most appropriate answer.

1 / 15

Which of the following is a key principle of the POSH Act?

Ignoring complaints from non-permanent employees

Punishing false accusations harshly

Ensuring gender equality in the workplace

Protecting only senior employees

2 / 15

What is the minimum number of employees required to mandate an Internal Complaints Committee (ICC) in an organization?

20 employees

10 employees

15 employees

5 employees

3 / 15

Which of the following is true about confidentiality under the POSH Act?

There are no confidentiality provisions

The accused can share details publicly for defense

The ICC can share details with anyone in the organization

The identity of the complainant must always be protected

4 / 15

Which of the following is an example of quid pro quo harassment?

An employee is excluded from team events

A colleague shares offensive jokes in a team meeting

A manager yells at an employee for missing deadlines

A supervisor promises a promotion in exchange for sexual favors

5 / 15

What should employees do if they witness sexual harassment?

Support the victim in reporting the incident

Ignore it unless they are affected

Stay silent to avoid involvement

Confront the harasser directly

6 / 15

What is the role of an external member in the ICC?

Offer expertise on POSH laws and impartiality

Mediate between the complainant and the accused

Represent the employer's interests

Provide legal advice to the accused

7 / 15

What action can the ICC take if an employee is found guilty of sexual harassment?

Any of the option

Termination of employment

Financial compensation to the victim

Written apology

8 / 15

What is the role of the Internal Complaints Committee (ICC)?

Investigate sexual harassment complaints

Provide legal representation

Offer counseling services

Handle workplace conflicts

9 / 15

What should an employer do if a complaint of sexual harassment is made?

Ignore it unless the accused admits guilt

Formally acknowledge the complaint and begin the ICC process

Conduct a public meeting to discuss the case

Immediately dismiss the accused without investigation

10 / 15

Which of the following is considered sexual harassment?

All of the given options

Staring or leering

Making unwelcome physical contact

Sharing inappropriate jokes

11 / 15

What does POSH stand for?

Protection of Social Harmony

Prevention of Sexual Harassment

Promotion of Safety and Health

Prevention of Social Harassment

12 / 15

What is considered a hostile work environment under the POSH Act?

Consistent and unwelcome sexual advances

Frequent performance reviews

Casual conversations among colleagues

High workload assigned by a supervisor

13 / 15

What type of training is mandatory under the POSH Act for employees?

Health and safety training

Leadership training

Sensitization and awareness training on sexual harassment

Technical training

14 / 15

What is the timeline for filing a complaint under the POSH Act?

Within 1 year of the incident

Within 3 days of the incident

Within 90 days of the incident

Within 6 months of the incident

15 / 15

Can a contractual worker file a POSH complaint?

No, only permanent employees are eligible

No, unless the employer permits it

Yes, if the harassment occurs at the workplace

Yes, but only through a mediator