Here is a list of 20 questions based on the Capvirgo Internal POSH Training session.docx

Internal POSH Training Quiz 1\. Which law governs the Prevention of Sexual Harassment (POSH) at the workplace in India? \- a) Companies Act 2013 \- b) Indian Penal Code 1860 \- c) Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 \- d) Information Technol...

Internal POSH Training Quiz 1\. Which law governs the Prevention of Sexual Harassment (POSH) at the workplace in India? \- a) Companies Act 2013 \- b) Indian Penal Code 1860 \- c) Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 \- d) Information Technology Act 2000 2\. What does \"quid pro quo\" sexual harassment mean? \- a) Sharing sexually explicit photos without consent \- b) Using sexual or gender-based derogatory terms \- c) Seeking sexual favors or advances in exchange for preferential treatment \- d) Making sexually colored remarks 3\. Which of the following is NOT a type of sexual harassment defined in the POSH Act? \- a) Physical contact or advances \- b) A demand or request for sexual favors \- c) Verbal comments about work performance \- d) Showing pornography 4\. Who can file a complaint of sexual harassment under the POSH Act? \- a) Only the aggrieved woman \- b) The aggrieved woman\'s legal heir in case of her death \- c) Anyone having knowledge with written consent \- d) All of the above 5\. What is the time limit for filing a complaint of sexual harassment from the date of the incident? \- a) 1 month \- b) 3 months \- c) 6 months \- d) 1 year 6\. What kind of relief can be granted to the aggrieved woman during the inquiry process? \- a) Monetary compensation \- b) Transfer to a different place of work \- c) Demotion of the respondent \- d) Termination of employment 7\. What is the role of the Internal Committee (IC) in a company regarding sexual harassment complaints? \- a) To provide legal advice to the aggrieved woman \- b) To conduct inquiry into complaints of sexual harassment \- c) To provide counseling services \- d) To promote the company's products 8\. Which of the following can be considered as virtual workplace harassment? \- a) Taking screenshots of colleagues during a meeting without consent \- b) Sending work-related emails after office hours \- c) Attending virtual meetings without video \- d) Discussing non-work-related topics during meetings 9\. What measures can a company take to prevent sexual harassment at the workplace? \- a) Constitution of an Internal Committee (IC) \- b) Displaying penalties and consequences of sexual harassment at the workplace \- c) Providing training to sensitize employees on the issue \- d) All of the above 10\. What is the maximum leave that can be granted to the aggrieved woman during the inquiry process? \- a) 1 month \- b) 2 months \- c) 3 months \- d) 6 months 11\. Who is considered an \"aggrieved woman\" under the POSH Act? \- a) Only full-time employees \- b) Domestic workers \- c) Contract workers, probationers, trainees, apprentices \- d) All of the above 12\. What actions can be taken against a person found guilty of sexual harassment? \- a) Warning \- b) Termination \- c) Demotion \- d) All of the above 13\. How often must an Internal Committee (IC) file an annual report? \- a) Monthly \- b) Quarterly \- c) Annually \- d) Biennially 14\. Which of the following is not a role of the Internal Committee (IC)? \- a) Conducting awareness programs \- b) Providing legal advice to the accused \- c) Enquiring into complaints of sexual harassment \- d) Filing annual reports 15\. What should be the composition of the Internal Committee (IC)? \- a) Only female members \- b) Only male members \- c) A balanced representation of both genders \- d) Any composition as decided by the employer 16\. What is not a consequence of sexual harassment in the workplace? \- a) Improved employee morale \- b) Decreased productivity \- c) Legal and financial consequences \- d) Reputational damage 17\. Who can be an external member of the Internal Committee (IC)? \- a) Any employee of the company \- b) A legal advisor or consultant experienced in POSH matters \- c) A family member of the aggrieved woman \- d) Any person with no prior knowledge of POSH 18\. What can be included as part of compensation for the aggrieved woman? \- a) Medical expenses for treatment \- b) Loss of career opportunities \- c) Mental trauma and emotional distress \- d) All of the above 19\. What is the main reason for underreporting of sexual harassment cases? \- a) Lack of awareness about the procedure \- b) Fear of retaliation \- c) Social stigma \- d) All of the above 20\. What is the importance of confidentiality in handling sexual harassment cases? \- a) To protect the identity of the aggrieved woman \- b) To ensure a fair and unbiased inquiry \- c) To prevent further trauma to the victim \- d) All of the above