{"id":93023,"date":"2025-06-01T11:39:19","date_gmt":"2025-06-01T11:39:19","guid":{"rendered":"https:\/\/exam.pscnotes.com\/mcq\/?p=93023"},"modified":"2025-06-01T11:39:19","modified_gmt":"2025-06-01T11:39:19","slug":"which-of-the-following-amounts-to-an-unfair-labour-practice","status":"publish","type":"post","link":"https:\/\/exam.pscnotes.com\/mcq\/which-of-the-following-amounts-to-an-unfair-labour-practice\/","title":{"rendered":"Which of the following amounts to an unfair labour practice ?"},"content":{"rendered":"

Which of the following amounts to an unfair labour practice ?<\/p>\n

[amp_mcq option1=”Recruitment of workmen during an illegal strike” option2=”Transfer of workmen from one place to another according to management policy” option3=”Dismissing a workman involved in a criminal case” option4=”Refusing to bargain collectively in good faith with a recognized trade union” correct=”option4″]<\/p>\n

\n
\n
This question was previously asked in<\/div>\n
UPSC CISF-AC-EXE – 2021<\/div>\n<\/div>\n
Download PDF<\/a>Attempt Online<\/a><\/div>\n<\/div>\n
\nThe correct answer is D) Refusing to bargain collectively in good faith with a recognized trade union.
\n<\/section>\n
\n– The concept of “unfair labour practices” is defined under the Industrial Disputes Act, 1947 in India, specifically in the Fifth Schedule of the Act. This schedule lists practices that are unfair on the part of employers and trade unions.
\n– Refusing to bargain collectively in good faith with the recognized trade unions is explicitly listed as an unfair labour practice on the part of the employer in item 5 of Part I of the Fifth Schedule. Collective bargaining is a fundamental aspect of industrial relations, and an employer’s refusal to engage in it with a recognized union is considered detrimental to healthy industrial relations.
\n– Option A, recruiting workmen during an illegal strike, is also listed as an unfair labour practice (item 6 of Part I) if the strike is *not* illegal. Recruiting during an illegal strike might be viewed differently, but the core issue is strike-breaking. However, refusal to bargain (Option D) is a more direct and fundamental violation of the duty to negotiate with the union.
\n– Option B, transfer of workmen according to management policy, is generally within the management’s prerogative and not considered an unfair labour practice unless it is done with malicious intent, as a punishment, or in violation of service conditions or agreements.
\n– Option C, dismissing a workman involved in a criminal case, can be a valid ground for disciplinary action depending on the nature of the case and the outcome, and is not inherently an unfair labour practice.
\n<\/section>\n
\nThe Fifth Schedule of the Industrial Disputes Act, 1947 is crucial for understanding unfair labour practices. Part I lists practices by employers, and Part II lists practices by workmen and trade unions. Examples from Part I include interfering with workers’ right to organize, dominating a trade union, discriminating against union members, discharging or punishing workmen for union activities, and refusing to bargain collectively.
\n<\/section>\n","protected":false},"excerpt":{"rendered":"

Which of the following amounts to an unfair labour practice ? [amp_mcq option1=”Recruitment of workmen during an illegal strike” option2=”Transfer of workmen from one place to another according to management policy” option3=”Dismissing a workman involved in a criminal case” option4=”Refusing to bargain collectively in good faith with a recognized trade union” correct=”option4″] This question was … <\/p>\n

Detailed SolutionWhich of the following amounts to an unfair labour practice ?<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1089],"tags":[1110,1099,1115],"class_list":["post-93023","post","type-post","status-publish","format-standard","hentry","category-upsc-cisf-ac-exe","tag-1110","tag-indian-polity-and-governance","tag-miscellaneous","no-featured-image-padding"],"yoast_head":"\nWhich of the following amounts to an unfair labour practice ?<\/title>\n<meta name=\"description\" content=\"The correct answer is D) Refusing to bargain collectively in good faith with a recognized trade union. - The concept of "unfair labour practices" is defined under the Industrial Disputes Act, 1947 in India, specifically in the Fifth Schedule of the Act. This schedule lists practices that are unfair on the part of employers and trade unions. - Refusing to bargain collectively in good faith with the recognized trade unions is explicitly listed as an unfair labour practice on the part of the employer in item 5 of Part I of the Fifth Schedule. Collective bargaining is a fundamental aspect of industrial relations, and an employer's refusal to engage in it with a recognized union is considered detrimental to healthy industrial relations. - Option A, recruiting workmen during an illegal strike, is also listed as an unfair labour practice (item 6 of Part I) if the strike is *not* illegal. Recruiting during an illegal strike might be viewed differently, but the core issue is strike-breaking. However, refusal to bargain (Option D) is a more direct and fundamental violation of the duty to negotiate with the union. - Option B, transfer of workmen according to management policy, is generally within the management's prerogative and not considered an unfair labour practice unless it is done with malicious intent, as a punishment, or in violation of service conditions or agreements. - Option C, dismissing a workman involved in a criminal case, can be a valid ground for disciplinary action depending on the nature of the case and the outcome, and is not inherently an unfair labour practice.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/exam.pscnotes.com\/mcq\/which-of-the-following-amounts-to-an-unfair-labour-practice\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Which of the following amounts to an unfair labour practice ?\" \/>\n<meta property=\"og:description\" content=\"The correct answer is D) Refusing to bargain collectively in good faith with a recognized trade union. - The concept of "unfair labour practices" is defined under the Industrial Disputes Act, 1947 in India, specifically in the Fifth Schedule of the Act. 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However, refusal to bargain (Option D) is a more direct and fundamental violation of the duty to negotiate with the union. - Option B, transfer of workmen according to management policy, is generally within the management's prerogative and not considered an unfair labour practice unless it is done with malicious intent, as a punishment, or in violation of service conditions or agreements. - Option C, dismissing a workman involved in a criminal case, can be a valid ground for disciplinary action depending on the nature of the case and the outcome, and is not inherently an unfair labour practice.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/exam.pscnotes.com\/mcq\/which-of-the-following-amounts-to-an-unfair-labour-practice\/\" \/>\n<meta property=\"og:site_name\" content=\"MCQ and Quiz for Exams\" \/>\n<meta property=\"article:published_time\" content=\"2025-06-01T11:39:19+00:00\" \/>\n<meta name=\"author\" content=\"rawan239\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"rawan239\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"Which of the following amounts to an unfair labour practice ?","description":"The correct answer is D) Refusing to bargain collectively in good faith with a recognized trade union. - The concept of \"unfair labour practices\" is defined under the Industrial Disputes Act, 1947 in India, specifically in the Fifth Schedule of the Act. 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