This is Set 15 of 40 in the smartvidya question bank on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and Rules, with the latest judgments. Part IV: Confidentiality, appeal, duties and penalties. This set covers Monitoring, annual reports, employer's report, data, awareness and power to call for information.
Try each question first, then tap Show answer to see the correct option, a short explanation and the section or rule reference. The questions are useful for departmental and promotion examinations, for Internal Committee members, HR and administrative officers, and law students.
Set 15: Sections 20 to 25: District Officer, Reports and Government Duties
1. The duties and powers of the District Officer are set out in
(a) Section 25
(b) Section 19
(c) Section 20
(d) Section 5
Ans. (c) Section 20 — Explanation: Section 20 lists the District Officer's duties and powers. [Ref: Section 20]
2. Under Section 20(a), the District Officer shall
(a) monitor the timely submission of reports by the Local Committee
(b) punish employers directly
(c) decide complaints himself
(d) act as appellate authority
Ans. (a) monitor the timely submission of reports by the Local Committee — Explanation: Section 20(a) covers monitoring of Local Committee reports. [Ref: Section 20(a)]
3. Under Section 20(b), the District Officer shall
(a) appoint Internal Committees in private firms
(b) collect fines
(c) take measures for engaging non-governmental organisations for creating awareness on sexual harassment and women's rights
(d) run training for police
Ans. (c) take measures for engaging non-governmental organisations for creating awareness on sexual harassment and women's rights — Explanation: Section 20(b) covers awareness through NGOs. [Ref: Section 20(b)]
4. The Internal Committee and the Local Committee must prepare an annual report
(a) once in three years
(b) in each calendar year, in the prescribed form and time
(c) only when asked
(d) in each financial year only
Ans. (b) in each calendar year, in the prescribed form and time — Explanation: Section 21(1) requires an annual report in each calendar year. [Ref: Section 21(1)]
5. The annual report of the Committee is submitted to
(a) the media
(b) the Supreme Court
(c) the police
(d) the employer and the District Officer
Ans. (d) the employer and the District Officer — Explanation: Section 21(1) requires submission to the employer and the District Officer. [Ref: Section 21(1)]
6. The District Officer forwards a brief report on the annual reports to
(a) Parliament
(b) the State Government
(c) the Central Government directly
(d) the National Commission for Women
Ans. (b) the State Government — Explanation: Section 21(2) requires a brief report to the State Government. [Ref: Section 21(2)]
7. Under Rule 14, the annual report shall contain the number of complaints
(a) from outsiders only
(b) with the names of complainants
(c) received, disposed of, and pending for more than ninety days during the year
(d) by department and name of respondent
Ans. (c) received, disposed of, and pending for more than ninety days during the year — Explanation: Rule 14 also requires the number of workshops and the nature of action taken. [Ref: Rule 14]
8. The number of workshops or awareness programmes carried out is part of
(a) the appeal
(b) the complaint
(c) the inquiry report
(d) the annual report under Rule 14
Ans. (d) the annual report under Rule 14 — Explanation: Rule 14 includes awareness activities. [Ref: Rule 14]
9. Under Section 22, the employer shall include in its annual report
(a) the names of respondents
(b) only the policy text
(c) the amount of compensation paid with names
(d) the number of cases filed and their disposal under the Act
Ans. (d) the number of cases filed and their disposal under the Act — Explanation: Section 22 requires disclosure in the organisation's annual report. [Ref: Section 22]
10. Where no annual report is required to be prepared, the employer shall
(a) intimate the number of cases to the District Officer
(b) send them to the High Court
(c) publish them in a newspaper
(d) do nothing
Ans. (a) intimate the number of cases to the District Officer — Explanation: Section 22 provides this alternative. [Ref: Section 22]
11. Companies disclose POSH complaints in their Board's report under
(a) the Income-tax Act
(b) the Companies (Accounts) Rules, 2014, which require a statement on compliance with the POSH Act
(c) SEBI's insider trading rules only
(d) no law
Ans. (b) the Companies (Accounts) Rules, 2014, which require a statement on compliance with the POSH Act — Explanation: Rule 8(5)(x) of the Companies (Accounts) Rules requires a statement on constitution of the Internal Committee under the POSH Act; since 14 July 2025 the Board's report must also give the numbers of complaints received, disposed of and pending beyond ninety days. [Ref: Section 22; Companies (Accounts) Rules, 2014]
12. Monitoring the implementation of the Act and maintaining data on the number of cases filed and disposed is the duty of
(a) the police
(b) the National Commission for Women
(c) the appropriate Government under Section 23
(d) the employer
Ans. (c) the appropriate Government under Section 23 — Explanation: Section 23 requires the appropriate Government to monitor and maintain data. [Ref: Section 23]
13. Under Section 24, the appropriate Government shall, subject to availability of resources,
(a) punish respondents
(b) decide individual complaints
(c) develop information, education, communication and training materials and organise awareness programmes
(d) hear appeals
Ans. (c) develop information, education, communication and training materials and organise awareness programmes — Explanation: Section 24(a) covers IEC and training materials and awareness. [Ref: Section 24(a)]
14. Formulating orientation and training programmes for members of the Local Committee is a duty under
(a) Section 24(b)
(b) Section 19(c)
(c) Section 20(a)
(d) Section 23
Ans. (a) Section 24(b) — Explanation: Section 24(b) covers orientation and training for Local Committee members. [Ref: Section 24(b)]
15. The power to call for information and inspect records is in
(a) Section 25
(b) Section 26
(c) Section 20
(d) Section 23
Ans. (a) Section 25 — Explanation: Section 25 empowers the appropriate Government. [Ref: Section 25]
16. Under Section 25(1), the appropriate Government may require an employer or the District Officer to
(a) furnish in writing information relating to sexual harassment as it may require
(b) dismiss a respondent
(c) close the workplace
(d) pay a fee
Ans. (a) furnish in writing information relating to sexual harassment as it may require — Explanation: Section 25(1) allows calls for information in the public interest or interest of women employees. [Ref: Section 25(1)]
17. Under Section 25(1)(b), the appropriate Government may authorise any officer to
(a) arrest the employer
(b) impose fines
(c) decide complaints
(d) make an inspection of the records and the workplace and submit a report
Ans. (d) make an inspection of the records and the workplace and submit a report — Explanation: Section 25(1)(b) provides for inspection and a report within the specified time. [Ref: Section 25(1)(b)]
18. The employer must produce records and answer questions of the inspecting officer under
(a) Section 19(j)
(b) Section 16
(c) Section 27
(d) Section 25(2)
Ans. (d) Section 25(2) — Explanation: Section 25(2) requires every employer and District Officer to produce on demand all information, records and documents; Section 25 has only two sub-sections. [Ref: Section 25(2)]
19. In October 2023, the Supreme Court asked the Union Government to consider amending the Rules to operationalise Section 26 by
(a) abolishing Local Committees
(b) recognising a reporting authority and/or a fine-collecting authority
(c) increasing the fine to ₹10 lakh
(d) making POSH offences cognizable
Ans. (b) recognising a reporting authority and/or a fine-collecting authority — Explanation: The Court noted gaps in enforcing Section 26 of the Act. [Ref: Initiatives for Inclusion Foundation v. Union of India, 2023]
20. In December 2024, the Supreme Court directed District Officers to
(a) close non-compliant firms immediately
(b) ensure Internal Committees are constituted in organisations in their district, noting the penalty in Section 26
(c) abolish Local Committees
(d) decide all complaints themselves
Ans. (b) ensure Internal Committees are constituted in organisations in their district, noting the penalty in Section 26 — Explanation: The order of 3 December 2024 also asked for a survey of organisations with Internal Committees. [Ref: Order of 3 December 2024, Aureliano Fernandes; Initiatives for Inclusion Foundation]
21. In August 2025, the Supreme Court directed a survey on constitution of Internal Committees to be completed within
(a) six months
(b) one year
(c) two weeks
(d) six weeks
Ans. (d) six weeks — Explanation: The order of 12 August 2025 directed the survey, with help from Labour Commissioners, within six weeks. [Ref: Aureliano Fernandes v. State of Goa, order of 12 August 2025]
22. The August 2025 order of the Supreme Court said the responsibility to ensure every employer constitutes an Internal Committee lies with
(a) the National Commission for Women only
(b) the Labour Department
(c) the employees
(d) the police
Ans. (b) the Labour Department — Explanation: The Court said the Labour Department must ensure compliance with Section 4 of the Act. [Ref: Aureliano Fernandes v. State of Goa, order of 12 August 2025]
23. A report of the Internal Committee for the calendar year is due to be submitted to
(a) the employer only
(b) the District Officer only
(c) both the employer and the District Officer
(d) the Ministry directly
Ans. (c) both the employer and the District Officer — Explanation: Section 21(1) names both. [Ref: Section 21(1)]
24. The duty of the District Officer to engage NGOs for awareness was reiterated by the Supreme Court in
(a) Initiatives for Inclusion Foundation (2023)
(b) A.K. Chopra (1999)
(c) Vishaka (1997)
(d) Shreya Singhal (2015)
Ans. (a) Initiatives for Inclusion Foundation (2023) — Explanation: The Court directed District Officers to identify NGOs and act under Section 20(b). [Ref: Initiatives for Inclusion Foundation v. Union of India, 2023]
25. Data on cases filed and disposed of at the State level is maintained by
(a) the police
(b) each employer only
(c) the State Government as the appropriate Government
(d) the High Court
Ans. (c) the State Government as the appropriate Government — Explanation: Section 23 places this on the appropriate Government. [Ref: Section 23]
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These questions are prepared for practice from the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (with the 2013 Rules, and Supreme Court and High Court rulings up to 2026). Check the latest notifications and your service rules before relying on any detail.