LABOUR LAW PREP TEST

ANSWERSNOT INCLUDED
Career Rocket Limited
Reach Your Learning Goals

NIGERIAN LABOUR LAW PREP TEST

1. The historical development of modern Nigerian Labour Law dates back to
a. 1863
b. 1864
c. 1865
d. 1862

2. When the Supreme Court Ordinance of 1876 was enacted, the reference date
was shifted backward to July 24 …………….
a. 1871
b. 1874
c. 1870
d. 1873

3. ………...... propounds that law is the instrument of social engineering.

a. Rosco Pound
b. Karl Max
c. Max Weber
d. Roberto Unger

4. The first national law that made known provision for conciliation and arbitration
is …………………
a. Trade Dispute (Emergency Provision) Decree No. 21 of 1968
b. Trade Dispute (Arbitration and Inquiry) Ordinance of 1941
c. Trade Dispute (Arbitration and Inquiry) Ordinance of 1937.
d. Trade Dispute (Conciliation, Mediation and Arbitration) Act of 1960

5. The first Trade Union in Nigeria is known as……………

a. Nigerian Civil Service Union
b. Railway Workers’ Union
c. Nigerian Union of Teachers
d. Nigerian Labour Congress
6. This jurist propounded the theory of struggle of labour and capital.
a. Rosco Pound
b. Karl Max
c. Max Weber
d. Roberto Unger

7. Who submitted that law is the glue that holds the society together?
a. Rosco Pound
b. Karl Max
c. Max Weber
d. Roberto Unger

8. ………………. necessitated the introduction of Labour Law a. Need for employment.

b. Conflicts between workers and employers
c. Discrimination in work places
d. Need for freedom of workers

9. Laissez faire is a doctrine of ………………… a. let what will happen happen

b. legal intervention
c. non-interference
d. equality is equity

10. ………………… created the platform for labour movement in Nigeria leading to a
shift from the doctrine of laissez faire. a. Industrial dispute
b. Continuous struggle between employers and employees
c. Employers’ habit of maximizing profit
d. Nigerian civil war

11. There was a shift from the doctrine of laissez faire to …………….. a. guided
intervention
b. unending labour movement
c. enactment of labour laws
d. settlement of trade disputes

12. This law aimed at unnecessary stoppage of work. a. Trade Dispute (Emergency
Provision) Decree No. 21 of 1968
b. Trade Dispute (Arbitration and Inquiry) Ordinance of 1941.
c. Trade Dispute (Arbitration and Inquiry) Ordinance of 1937.
d. Trade Dispute (Conciliation, Mediation and Arbitration) Act of 1960
13 …………………... repealed Trade Dispute (Emergency Provision) Decree No. 21 of
1968.
a. Industrial Relations Act
b. Trade Disputes Act
c. Trade Union Act
d. Employee Compensation Act

14. This law provides for compulsory settlement of trade dispute.

a. Trade Dispute (Emergency Provision) Decree No. 21 of 1968
b. Trade Dispute (Arbitration and Inquiry) Ordinance of 1941
c. Trade Dispute (Arbitration and Inquiry) Ordinance of 1937
d. Trade Dispute (Conciliation, Mediation and Arbitration) Act of 1960

15. The doctrine that minds must meet before any meaningful/valid contract can
be formed is known as …………………….
a. Volenti non fit injuria
b. Pacta sunt servanda
c. Consensus ad-idem
d. Equalitas est equitas

16. Pacta sunt servanda has association with ……………………….. a. employment

relationship
b. freedom of contract
c. meeting of minds
d. conflict between employer and employee

17. Contract freely entered into must be honoured means …………….. a. all
obligations must be fulfilled
b. parties must be equal
c. minds of the parties must meet
d. parties must respect themselves

18. One of the pillars of contract is ……………………… a. settlement of trade disputes

b. equalities of parties
c. laissez faire
d. immunity of the parties

19. In law, consideration can be equated to ………………….

a. Money paid to employees for work done
b. Salaries and wages paid to employees
c. Allowance and bonuses paid to employees
d. All of the above

20. Offer and acceptance in law can be equated to ……………….

a. Letter of appointment and signing of documents that contains condition of
service
b. Application letter and letter of appointment
c. Invitation for interview and selection for job
d. Medical test before resumption at work and the first salary received.

21. The contract of one of these categories of worker must of necessity be in

writing:
a. Seamen
b. Entertainers
c. Soldiers
d. Senior lecturers.

22. No child shall be required to lift, carry or move anything so heavy as to be likely
to injure his physical development.
A child under the Labour Act means a young person under the age of ………. years.
a. 12
b. 16
c. 18
d. 21

See section 2.2.2 of the CIPM Labour Law text for proof.
23. A person under the age of sixteen years is prohibited by statute from entering
into a contract of employment except as an
a. Expatriate
b. Indigene
c. Apprentice
d. Educator

24. It is trite law that ………….. cannot enter into an enforceable contract of
employment.
a. A man
b. An infant
c. A woman
d. A politician

25. Contract of employment does not fit into this category

a. Express contract
b. Implied contract
c. Contract which contains an implied covenant of good faith and fair dealing.
d. Contract of utmost good faith

26. Labinjo v. Abake is the locus classicus dealing with this issue in the law of
contract.
a. Consideration
b. Offer and acceptance.
c. Intention to create legal relation
d. Capacity

27. A person on internship in an organization is known as ………….

a. An employee of the organization
b. A privy
c. All of the above
d. None of the above

28. This contract must be in writing at common law

a. Contract of Chief Executive
b. Contract of the Casual worker
c. Contract of Apprenticeship
d. Contract of shipping magnate

29. A Youth Corper (NYSC) serving in an organization is recognized as

a. An employee of the company
b. A government official
c. A & B above
d. None of the above

30. ……………….. contract is a contract the parties presume to have entered into at
the initial stage.
a. Express contract
b. Implied contract
c. Contract of the Casual worker
d. Contract of utmost good faith

31. Consideration must not be ………………….

a. Executed
b. Past
c. Executor
d. Present

32. This action terminates an offer of employment

a. Counter offer
b. Request for information
c. Counteracting offer
d. All of the above

33. An offer of employment can be said to be open when ………………….

a. the it is made in an open letter
b. the envelope conveying it is not sealed
c. time has lapse on it
d. it has not been rejected

34. Consideration must move from the promisor to the ………………..

a. Offeror
b. Promisee
c. Promised
d. Offeree

35. One of the following is not a factor that terminate offer

a. Cross offer
b. Counter offer
c. Lapse of time
d. Revocation

36. In the case of Labinjo v. Abake, age of majority is considered to be ………………

a. 19
b. 20
c. 21
d. 22

37. Contract of employment is considered a …………………… for infants

a. beneficial contract
b. necessary contract
c. contract of apprenticeship
d. good contract

38. This is one of the tests for determining the existence of master and servant
relationship ………………………
a. Control test
b. Incompatibility test
c. Repugnancy test
d. Public policy test

39. The ……………….. test requires that the servant must have entered into the
contract to undertake and provide service to his master
a. The personal service test
b. The control test
c. The integration test
d. The economic reality test

40. The essential factor which separates an employee from an independent

contractor is ……………………..
a. Control
b. Management
c. Ability
d. Skill

41. Generally, in Labour Law parlance, an independent contractor is said to be

under a ………………………
a. Contract of Service
b. Contract for Service
c. National Service
d. Formal Service

42. The following are not the tests for determining the existence of master/servant
relationship except …………………………..
a. Political reality test
b. The single test
c. Integration test
d. Impersonal test
43. Contract of service is more particularly concerned with
a. Master/Union relationship
b. Master/Servant relationship
c. Master/Individual interaction relationship
d. Servant/Unions relationship

44. All but one is the tests determining the existence of master servant relationship
a. Integration test
b. Control test
c. Multiple test
d. Efficiency test
e. Personal service test

45. Implied terms of contract of employment differ to the express terms in that the
former can be based on ………….
a. Intention of parties
b. Custom, practice and conduct of parties
c. Exclusion clause in the contract
d. All of the above

46. Contract of Service is different from contract for Service because

a. The former is for master/servant relationship while the latter is for master/agent
relationship
b. The former is for master/servant relationship while the latter is for
master/independent contractors
c. The former is for master/agent relationship while the latter is for master/ servant
relationship
d. The former is for master/industrial contractor relationship while the latter is for
master/servant relationship

47. The prohibition against night work for women does not apply to ……………………
a. Nurses
b. Midwives
c. Matron
d. Housemistress

48. An employer is under a statutory obligation to a worker for the payment of the
appropriate wages unless he is on ……………………….
a. Annual Leave
b. Suspension
c. Study leave
d. Public Holiday

49. Section 55 of the Labour Act provides against ………………. a. employment of

women on night work
b. casualization of workers
c. employment of women on underground work
d. unjustified termination of employment

50. Section 54 of the Labour Act deals with ……………….

a. night work
b. underground work
c. maternity protection
d. employment of women

51. ………………………… makes provision in respect of underground work for women

a. Section 54 of Labour Act
b. Section 55 of Labour Act
c. Section 56 of Labour Act
d. Section 57 of Labour Act
52. ……………………… makes provision to the effect that employer must give letter of
appointment to employee
a. Section 7 of Labour Act
b. Section 8 of Labour Act
c. Section 9 of Labour Act
d. Section 10 of Labour Act

53. Failure of employer to comply with Section 7 of Labour Act amounts to

a. illegality
b. infidelity
c. breach of utmost good faith
d. casualization

54. Quantum meruit means

a. As much as he has deserved
b. Duty to pay wages
c. Duty to provide indemnity
d. Quality of work place safety

55. Employees are entitled to be paid wages during ……………….. period

a. Strike action
b. Lock-out action
c. Suspension of contract
d. Lay-off

56. At Common Law, employee is generally obliged to obey all ………..….. orders of
the employer.
a. reasonable and lawful
b. agreed
c. confidential
d. contractual

57. Most employers, especially in some professions, protect themselves against the
misuse of confidential information obtained in the course of employment by
inserting ………… in the agreement.
a. distant location of business clause
b. consensus ad idem clause
c. pacta sunt servanda clause
d. restraint of trade clause

58. An offer that cannot be rejected results in

a. Illegality of offer
b. Undue influence
c. Duress
d. Misrepresentation

59. …………………… elements are the elements that make contracts void and
unenforceable
a. Terminating
b. Frustrating
c. Vitiating
d. Initiating

60. Duty of good faith is based on the concept of a. absolute loyalty of fidelity
b. absolute obeisance of masters orders
c. absolute readiness to render services
d. absolute readiness to pay wages

61. …………………….. case is the locus classicus for non-obligatory nature of duty of
employer to pay wages.
a. Shitta Bey V. Federal Civel Service Commission
b. Garba V. University of Maiduguri
c. Inih V. Ferado
d. Collier V. Sunday Referee Publishing Co. Ltd.

62. This section of the 1999 Constitution provides that no citizen should be
discriminated against
a. Section 17
b. Section 42
c. Section 44
d. Section 45.
Both section 17 and section 42 cover discrimination, so it is unclear which of these
would be the correct answer in this respect.

63. …………………… refers to a class of persons who work for wages and not for
profit.
a. Casual workers
b. Labour
c. Members of labour union
d. Out sourced workers

64. …………….. is defined as something that is due to a person by just claim

a. Duty
b. Minimum wage
c. Right
d. Personal property

65. For a right to be enforceable, it must be ……………………..

a. a due right
b. a right indeed
c. claimable
d. legal

66. ……………….. is the right of a person recognized and protected by a rule of law.
a. Legal right
b. Personal right
c. Workers’ right
d. Duly constituted right

67. Labour rights are contained in all of the following except

a. Statutes
b. Nigerian Constitution
c. International Laws.
d. Labour law text books

68. …………………………… is the body charged with the responsibility of setting

standards for effective and efficient labour relations.
a. International Labour Organization
b. Ministry of Labour and Productivity
c. Trade Unions
d. Factory Directors

69. When the body charged with the responsibility of setting standards for effective
and efficient labour relations sets the standards, such standards are referred to as
…………….
a. an unfriendly labour community
b. anti labour interest community
c. pro slavery nation
d. enemy of labour community

a. standards for efficient labour practice

b. standard for good labour market analysis
c. standards for removal of unfair labour practice
d. International Labour Standards or best practices

70. Section …………………. of the Nigerian Constitution provides that all citizens have
the opportunity for securing adequate means of livelihood and opportunity to
secure suitable employment.
a. 17
b. 18
c. 19
d. 20

71. Right to work is provided under the …………………. chapter of the constitution
a. justiciable
b. right to work
c. non-justiciable
d. right to strike

72. Article ……………….. of the African Charter on Human and Peoples’ Rights, 1981
provides for right to work
a. 12
b. 13
c. 14
d. 15

73. ……………………. of the Universal Declaration of Human Rights, 1948 provides that
everyone has the right to work, to free choice of employment, to just and
favourable conditions of work and to protection against unemployment.
a. Article 21
b. Article 22
c. Article 23
d. Article 24

74. One of these is not part of I.L.O.’s core labour standards

a. Freedom of association and the effective recognition of the worker’s rights to
collective bargaining.
b. The elimination of all forms of forces or compulsory labour
c. Equal pay for equal job of equal weight
d. Elimination of discrimination in respect of employment and occupation

75. Any nation that operates contrary to international best practices will be
regarded as

76. One of these is not classified as labour right

a. Right to work
b. Right at work
c. Right to strike.
d. Right to life

77. Right to dignity of human person is a right

a. to be dignified at work
b. to wages after rendering of service
c. against forced labour
d. against casualization

78. Right to dignity of human person is protected under Section ……………………… of

the Nigerian Constitution
a. 33
b. 34
c. 35
d. 36

79. Workers’ rights at work do not include

a. Right against discrimination
b. Right to equal remuneration for work of equal value
c. Right to work
d. Right to freedom of association

80. Section 42 of the Nigerian Constitution makes provision

a. for freedom of association
b. for right of workers to strike
c. for right to equal pay for work of equal value
d. against discrimination
81. Section 40 of the Nigerian Constitution makes provision
a. for freedom of association
b. for right of workers to strike
c. for right to equal pay for work of equal value
d. against discrimination
82. Rights at work takes effect upon
a. the commencement of an employment contract
b. the breach of employment contract by the employer
c. the commencement of strike action
d. the issuance of notice of termination of employment
83. Which of the I.L.O. Conventions protects right to freedom of association?
a. Convention 100 of 1951 (equal remuneration)
b. Convention 111 of 1958 (against discrimination)
c. Convention 87 of 1948 (freedom of association and protection of right to
organize)
d. Convention 105 of 1957 (abolition of forced labour)
84. Which of the I.L.O. Conventions forbids work place discrimination?
a. Convention 100 of 1951 (equal remuneration)
b. Convention 111 of 1958 (against discrimination)
c. Convention 87 of 1948 (freedom of association and protection of right to
organize)
d. Convention 105 of 1957 (abolition of forced labour)

85. Which of the I.L.O. Conventions makes provision for equal remuneration?
a. Convention 100 of 1951 (equal remuneration)
b. Convention 111 of 1958 (against discrimination)
c. Convention 87 of 1948 (freedom of association and protection of right to
organize)
d. Convention 105 of 1957 (abolition of forced labour)

86. Which of the I.L.O. Conventions makes provision for abolition of forced labour?
a. Convention 100 of 1951 (equal remuneration)
b. Convention 111 of 1958 (against discrimination)
c. Convention 87 of 1948 (freedom of association and protection of right to
organize)
d. Convention 105 of 1957 (abolition of forced labour)

87. Unfair Labour practice relates to ……………………

a. Illegal trade union activities
b. Violation of international best practices
c. Termination of employment without notice
d. Rejection of application for employment

88. Job security connotes ………………………

a. Employer’s duty to prevent industrial accidents
b. Employer’s duty to secure place of work against miscreants
c. Security empowerment for workers
d. Security of tenure of employment

89. Social Security or social protection include …………………………………

a. Managing and overcoming situations that adversely affect wellbeing of the
people
b. Provision of security for the people to prevent robbery attacks
c. Constant promotion of security agents to enable effective services
d. Fundamental rights of workers
90. ………………………….. is not one of the forms of social security
a. Labour market intervention
b. Social Insurance
c. Employment of workers
d. Social assistance

91. The legal framework for social security in Nigeria does not include
………………………
a. Constitution of Federal Republic of Nigeria
b. National Health Insurance scheme
c. Employees Compensation Act
d. Labour Act

92. Security of tenure of employment is governed by ………………………..

a. Nature of employment and length of notice required for termination of
employment
b. Statutory duty of employer to make provision for prevention of attacks on
workers
c. Common law duty of employee to be ready and willing to work
d. Effective and efficient performance on the part of employee

93. There are ……………………….. types of Labour market intervention

a. 1
b. 2
c. 3
d. 4

94. International best practice can be determined or measured by ………………………..

a. Rendering personal service
b. Ensuring compliance with the provisions of contract of employment
c. By checking through international instruments and judicial decisions
d. By being part of international decision-making bodies on labour and industrial
relations

95. One of the following does not come under passive labour market intervention
a. Unemployment insurance
b. Income support
c. Injury compensation
d. Security of tenure of employment
96. Social Assistance scheme are ……………………….. a. Programmes designed to help
the vulnerable groups
b. Programmes designed to get a new job for a sacked employee
c. Programmes designed to increase employees’ earning capacity

d. Programmed designed to prevent unemployment

97. According to ………………… of the Labour Act, notice must be given for statutory
employment to be terminated properly.
a. Section 14
b. Section 13
c. Section 12
d. Section 11

98. Common Law employment can be terminated for a good or bad reason subject
to …………..……
a. terms in the termination letter
b. terms in the union agreement
c. term in the contract of employment
d. terms in the collective agreement

99. Employment contract can be brought to an end in all but one of the following
a. Frustration
b. Notice of termination
c. Summary dismissal
d. All of the above

100. …..……………………. days’ notice is required to be given by a person who wants

to terminate his 3 months appointment under contract of employment.
a. 2
b. 3
c. 1
d. 4
101. Damages are the normal remedy for breach of contract of employment and
the usual measure is the ………………... employee would have earned if due notice
had been given
a. salary
b. compensation
c. redemption
d. bonus

102. Under Labour Act ………………… notice is required to be given by a person who
wants to terminate his employment contract of more than two years but less than
five years.
a. one week’s
b. three week’s
c. two week’s
d. one day’s notice

103. Dismissal refers to the right to dismiss an employee …………

a. without giving any notice or paying in lieu of notice
b. by giving notice and paying in lieu
c. without giving notice but paying in lieu of notice
d. without paying in lieu of notice but giving notice

104. Labour Law jurisprudence on termination of employment in Nigeria changed

from what it used to be in the case of

a. Inih V. Ferado
b. Shitta Bey V. Federal Civil service Commission
c. Garba V. University of Maiduguri
d. Essien V. University of Calabar

105. …………… is defined as an involuntary and permanent loss of employment

caused by an excess of manpower
a. Promotion
b. Annual leave
c. Enjoyment period
d. Redundancy

106. ………………… case revolutionized termination of employment in Nigeria

a. Ajayi V. Texaco Nig. Ltd
b. Maja V. Stocco
c. UBN V. Ogboh
d. Longe V. First Bank
e. Shitta Bey V. Federal Civil Service

107. When an employee in a statutory flavoured employment relation succeeds in

claims for unlawful dismissal, the usual relief to be granted by the court is ……….
a. long service award
b. salary for life
c. damages
d. reinstatement

108. Section 20 of the Labour Act is applicable to ………………..

a. suspension
b. redundancy
c. dismissal
d. termination

109. The twin pillars of fair hearing are ………………………..

a. audi altarem partem and Pacta sunt servanda
b. audi altarem partem and Nemo dat quad non abet
c. audi altarem partem and Delegatus non potest delegare
d. audi altarem partem and Nemo judex in causa sua

110. Under summary dismissal, the existence of any element of ………………… will
justify dismissal by the employer
a. disobedience to orders
b. absence from duty for genuine reasons
c. laziness on duty occasioned by sickness
d. any act that may be construed to be a misconduct

111. Under summary dismissal, the existence of any element of ………………… will
justify dismissal by the employer
a. disobedience to orders
b. absence from duty without genuine reasons
c. laziness on duty occasioned by sickness
d. any act that may be construed to be a misconduct
112. An employment contract that lasts for a specific period of time is known as a.
contract of employment
b. terminal employment
c. fixed term employment
d. casual work employment

113. Employment contract that lasts for a specific period of time normally
terminates by ………………………… a. notice
b. dismissal
c. redundancy
d. effluxion of time

114. An employer who wrongfully terminates employment contract that lasts for a
specific period of time will be liable to ………. a. reinstate the employee
b. pay damages to employee for wrongful termination of employment
c. pay the employee’s full salary covering the unexpired period
d. plead and present his defense in court

115. The term ‘determine’ is associated with …………………. a. termination

b. offer and acceptance
c. making of offer
d. accepting offer

No source for this question.

116. The method applicable in discharging workers affected by redundancy is a. fifo
b. termination
c. dismissal
d. lifo

117. Termination of employment with statutory flavor requires a. redundancy test

b. dismissal
c. fair hearing
d. reinstatement
118. Section 36 of the Nigerian Constitution provides for
a. termination
b. fair hearing
c. dismissal
d. redundancy

119. Court departed from the general rules guiding termination of both common
law employment and employment with statutory flavor in the case of
…………………….. a. Ajayi V. Texaco Nig. Ltd
b. Maja V. Stocco
c. Longe V. First Bank
d. Shitta Bey V. Federal Civil Service

120. The tort of negligence has one of these as a defence

a. Volenti non fit injuria
b. Pacta sunt servanda
c. Consensus ad idem
d. Sivo innominatis permutatio

121. Factories Act, 1987 deals with all the following except
a. Registration of Factories
b. Dissolution of Factories
c. Health and Safety of Workers
d. Investigation of Accidents and Industrial Diseases

Please revisit.
122. …………………… is a defence for the tort of negligence
a. Novus actus intervenienes
b. Volenti non fit injuria
c. All of the above
d. None of the above

123. The case of Donoghue V. Stevenson is a locus classicus for this doctrine.
a. Guided Intervention Doctrine
b. Laissez fair Doctrine
c. Negligence
d. Pacta sunt servanda

124. This term is associated with the doctrine of negligence

a. Egg shell principle
b. Frolic of his own
c. Contributory negligence
d. Mental Stress

125. Factories Act, 1987 deals with ……………………….

a. Registration of Factories
b. Health and Safety of Workers
c. Investigation of Accidents and Industrial Diseases
d. All of the above

126. Dismissal refers to the right to dismiss an employee without ………… a. Giving
any notice or payment in lieu of notice
b. Giving notice and payment in lieu
c. Not giving notice but payment in lieu
d. None of the above

127. According to ………………… of the Labour Act, notice must be given for statutory
employment to be terminated properly.
a. Section 14
b. Section 13
c. Section 12
d. Section 11

128. Common Law employment can be terminated for a good or bad reason
subject to …………
a. Terms in the termination letter
b. Terms in the union agreement
c. Term in the contract of employment
d. Terms in the collective agreement

129. Employment relations contract can be brought to an end in all but one of the
following
e. Frustration
f. Notice of termination
g. Summary dismissal
h. All of the above
130. ……………………. days’ notice is required to be given by a person who wants to
terminate his 3 months appointment under contract of employment.
e. 2
f. 3
g. 1
h. 4

131. Requirement of notice is contained under section ……………… of the Labour Act.

a. Section 10
b. Section 11
c. Section 7
d. Section 12

132. Damages are the normal remedy for breach of contract of employment and
the usual measure is the ……………….. employee would have earned if due notice
had been given:
a. Salary
b. Compensation
c. Redemption
d. Bonus

133. Labour Law jurisprudence on termination of employment in Nigeria changed

from what it used to be in the case of:
a. Inih v. Ferado
b. Shitta Bey v. Federal Civil service Commission
c. Garba v. University of Maiduguri
d. Essien v. University of Calabar

134. …………… is defined as an involuntary and permanent loss of employment

caused by an excess of manpower
a. Promotion
b. Annual leave
c. Enjoyment period
d. Redundancy

135. ………………… case revolutionized termination of employment in Nigeria

a. Ajayi V. Texaco Nig. Ltd
b. Maja V. Stocco
c. UBN V. Ogboh
d. Shitta Bey V. Federal Civil Service

136. When an employee in a statutory flavoured employment relations succeeds in

claims for unlawful dismissal, the usual relief to be granted by the court is ……….
a. Long service award
b. Salary for life
c. Damages
d. Reinstatement

137. Section 20 of the Labour Act is applicable to ………………..

a. Suspension
b. Redundancy
c. Dismissal
d. Termination

138. The twin pillars of fair hearing are ………………………..

a. Audi altarem partem and Pacta sunt servanda
b. Audi altarem partem and Nemo dat quad non abet
c. Audi altarem partem and Delegatus non potest delegare
d. Audi altarem partem and Nemo judex in causa sua

139. Under summary dismissal, the existence of any element of ………………… will
justify dismissal by the employer a. disobedience to orders
b. absence from duty without genuine reasons
c. laziness on duty occasioned by sickness
d. any act that may be construed to be a misconduct

140. The current Employees Compensation Act was passed into law in ……………
a. 2007
b. 2008
c. 2009
d. 2010

141. If in an employment, personal injury by accident arising out of and in the

course of the employment happens to a workman, his employer shall be liable to
pay ……… in accordance with the Employee Compensation Act.
a. Fine
b. Installment
c. Premium
d. Compensation

142. Workmen Compensation Act. 2004 has been repealed by …………………..

a. Employees Compensation Act, 2010
b. Pensions Reform Act, 2014
c. Trade Union (Amendment) Act, 2015
d. Third Alteration Act, 2010

143. An employee who suffers injury at work, can legally seek compensation under
the statutory scheme known as?
a. Trade Dispute Act
b. Employees Compensation Act
c. Factories Act
d. NSITF

144. Compensation after industrial accident is payable only in respect of

………………….
a. Unpaid salary
b. Personal injury
c. Sales target
d. Overtime

145. …………….... means an occurrence arising out of or in the course of work which
results in fatal or non-fatal occupational injury that may lead to compensation
under the Employees Compensation Act.

a. Accident
b. Industrial disease
c. Work place stress
d. Work related happening
146. Novelty in the Employees Compensation Act is the compensation for …………….
a. Casual workers
b. Death
c. Disability
d. Occupational disease

147. The novelty in the Employees Compensation Act 2010 is the compensation for
……...
a. Stress
b. Death
c. Disability
d. Occupational Diseases

148. Section …… of the Employees Compensation Act defines injury to include

bodily injury or disease resulting from accident or exposure to critical agents and
conditions in a workplace.
a. 70
b. 91
c. 72
d. 73

149. The Act that provides for compensation for an employee who suffers serious
injury or disability related to the workplace is:
a. Workmen Compensation Act
b. Factories Act
c. Employees Compensation Act
d. Pension Compensation Act

150. ………………. term is associated with the compensation of an employee for

injury under the Act
a. Egg shell principle
b. Frolic of his own
c. Volenti non fit injuria
d. Mental stress

151. Trade union immunity is contained under section ……… of the Trade Union Act,
1973
a. Section 23
b. Section 27
c. Section 33
d. Section 37

152. The case of …………….. is the locus classicus for the registration of Trade Union
in Nigeria.
a. Salomon v. Salomon
b. Jones V. Palavaton
c. Bonsor V. Musicians Union
d. Osawe V. Registrar of Trade Unions

153. Section ………….. of the Trade Union Act forbids discrimination and refusal of
eligible persons from joining trade unions
a. 13
b. 10
c. 11
d. 12

154. Collective agreement, though not enforceable generally, may be enforced

when ……….. is done
a. When workers union and employers union meet and agree on the terms and
conditions of the employment
b. When the agreement is incorporated or embodied in the terms and conditions of
a contract of service
c. When strike action and lock-outs are used technically
d. None of the above

155. Every registered trade union must send to the Registrar before …………. Of
each year, an annual return in the prescribed form
a. 2nd June
b. 3rd June
c. 5th June
d. 1st June

156. The product of collective bargaining is known as

a. Collectivuszunta
b. Common Employment
c. Collective pact.
d. Collective agreement

157. This is not part of trade union bargaining tool

a. Strike
b. Work to rule
c. Lockout
d. Immunity

158. This section of the 1999 constitution provides that no citizen should be
discriminated against.
a. Section 17
b. Section 42
c. Section 44
d. Section 21

159. Employers’ union can be formed with at least …………. number of employers
a. 2
b. 3
c. 10
d. 50

160. Right to join or form a trade union is non-negotiable because it is ………….

a. A social right
b. An economic right
c. A political right
d. A fundamental right

161. It is now good law that collective agreements are now enforceable at law if
and only if …………
a. The terms are employees’ friendly
b. The terms are employer’s friendly
c. The terms are both employee’s and employer’s friendly
d. The parties intend to be bound by the terms

162. Strike and Lockout are interrelated because

a. They are both industrial concepts
b. They are both mechanisms for industrial negotiation
c. They are both outdated industrial terms
d. They are both counter-productive

163. Trade union criminal immunity is provided for under Section ……………….. of
Trade Union Act
a. Section 42
b. Section 43
c. Section 44
d. Section 45

164. Trade union tortuous liability is provided for under Section ………………. Of the
Trade Union Act
a. 21
b. 22
c. 23
d. 24

165. ………………………. Is empowered under Section 4 of the Trade Disputes Act to

appoint Conciliator and refer to Industrial Arbitration Panel
a. The President of the Federal Republic of Nigeria
b. The President of the National Industrial Court
c. The President of the Trade Union Congress
d. Minister of Labour and Productivity

166. ………………………….. is the aspect of industrial action where persons are placed
at or near the
place of employment for the purpose of communicating on the subject matter of
the action
a. Picketing
b. Negotiations
c. Joint Consultative Meeting
d. Management Resort

Please note that the term “management report” does not appear in the CIPM
Labour Law text, so there is a possibility that the right answer is “picketing.”
167. Common Law employment can be terminated for a good or bad reason
subject to
a. Terms in the termination letter
b. Terms in the union agreement
c. Terms in the contract of employment
d. Terms in the collective agreement

168. This term is associated with the doctrine of vicarious liability

a. Egg shell principle
b. Frolic of his own
c. Volenti non fit injuria
d. Mental stress

169. The rule of law that he who hires can fire with or without reason does not
apply to
a. Common Law employment
b. Casual labour and outsourcing
c. Common Employment
d. Employment with statutory flavor

170. The liability of a union in tort is found on the general principle of

a. Vicarious liability
b. Control test
c. Audi altarem partem
d. Habeas corpus

171. The doctrine of vicarious liability is not applicable to a. Employer

b. Trade union
c. Independent contractor
d. Servant

172. The rationale for casualization is ………………

a. reduction of cost
b. insensitivity
c. stress associated with full time employment
d. right to associate

173. One major cause of casualization in Nigeria is

a. Personal decision
b. Non-possession of academic certificate
c. lesser qualification
d. unemployment

174. Casualization violates………………… of the Nigerian Constitution which provides

for right to associate and form of trade union.
a. Section 40
b. Section 41
c. Section 42
d. Section 43

175. Casualization violates………………… of the Nigerian Constitution which

guarantees equal pay for equal work
a. Section 20
b. Section 19
c. Section 17
d. Section 18

176. Casualization violates………………… of the Nigerian Constitution which

guarantees right against discrimination
a. Section 40
b. Section 41
c. Section 42
d. Section 43

177. Failure of an employer to give an employment letter to a worker at the end of

the period specified by law in which an employee can work without a letter of
employment, amounts to ………………...
a. oversight
b. negligence
c. volenti non fit injuria
d. casualization

178. ………………… definition of worker covers casual workers

a. Employees Compensation Act
b. Workmen Compensation Act
c. Trade Union Act
d. Trade Disputes Act

179. ………………………. is the process by which employment of labour is changed

from full-time position to temporary position.
a. Voluntarism
b. Casualization
c. Collective agreement
d. Contributory negligence

180. The decision of NICN cannot be appealed against except on matters bordering
on:
a. Redundancy Rights
b. Sexual Harassment
c. Fundamental Rights
d. All of the above

181. The Third Alteration Act, 2010 made …………………… a superior court of records
a. Industrial Arbitration Panel
b. National Industrial Court
c. Industrial Court of Appeal
d. National Industrial Panel
182. The Head of National Industrial Court is known as …….
a. Chief Judge
b. Chief Justice
c. President
d. Law Lord

183. The President of the National Industrial Court of Nigeria or any Judge of the
court must be a legal practitioner qualified to practice law in Nigeria for a period of
………..
a. 15 years
b. 20 years
c. 10 years
d. 12 years

184. National Industrial Court does not have this power:

a. Appellate Jurisdiction
b. Criminal Jurisdiction
c. Plea Bargaining Jurisdiction
d. Employment Related Jurisdiction

There is disagreement about the right answer to this question. See page 174 of
the CIPM Labour Law text.
185. National Industrial Court of Nigeria was created a superior court of record by
virtue of the:
a. 1st Alteration Act
b. 2nd Alteration Act
c. 3rd Alteration Act
d. 4th Alteration Act

186. National Industrial Court was originally made a superior court of record vide
a. Decree No. 47 of 1992
b. Decree No. 44 of 1991
c. Decree No. 60 of 1993
d. Decree No. 42 of 1991

187. National Industrial Court is a specialized court established for hearing……….

a. all issues from the industries
b. labour and employment related matter
c. matters arising from internal affairs of industries
d. road accident matters

188. Trade Disputes Act introduced dynamics to the settlement of trade disputes in
Nigeria by establishing …………
a. Federal High Court
b. Industrials Arbitration Tribunal
c. National Industrial Court
d. Industrial Arbitration Panel

189. Under Trade Disputes 1976, National Industrial Court was …………………
a. a non-superior court
b. simple court
c. a court of high hierarchy
d. a superior court of record

190. Under Trade Disputes 1976, National Industrial Court was empowered to
entertain the following issues
a. Settlement of trade disputes and interpretation of collective agreement
b. Civil and criminal matters
c. All matters that could be entertained by any court in Nigeria
d. All labour and employment matters

191. ……………… is any means of achieving resolution of disputes without resort to

the conventional court litigation.
a. Casualization
b. Plea bargaining
c. Alternative dispute resolution
d. Proscription

192. …………………………. gave rise to a need for alternative way of getting issues
resolves expeditiously.
a. Complexities of many issues
b. Non-Cooperative nature of disputing parties
c. Judges are not sensitive to labour issues
d. Undue long delay in litigation
193. It is appreciable that dispute resolution outside the court engenders ……..
a. mutual co-existence between disputing parties
b. serious altercation between the disputing parties
c. indefinite strike
d. exercise of seriousness on the part of workers

194. All are types or methods of alternative dispute resolution but one………..
a. mediation
b. arbitration
c. negotiation
d. collective agreement

195. Which of the dispute resolution methods facilitates amicable settlement by

keeping communication open?
a. Mediation
b. Arbitration
c. Negotiation
d. Conciliation

196. …………………. is a type of negotiation where the parties take opposing positions
and negotiate from their vantage position?

a. Integrative approach
b. Mediation approach
c. Positional approach
d. Arbitration approach

197. ……………………… is a dispute resolution method where draft terms of

settlement is prepared and submitted to the parties for their consideration.
a. Mediation
b. Arbitration
c. Negotiation
d. Conciliation

198. One of the following is not a principle of ADR

a. Informal procedure
b. Confidentiality
c. Agreement of parties
d. Forming a trade union

199. Which of the rules of the ADR principles is regulated by law, codes of conduct
and ethical standard?
a. Confidentiality Rules
b. Informal Procedure Rules
c. Knowledgeable Arbiter Rules
d. Parties Centered Rules

200. One major significance difference between court proceedings and ADR
proceedings is …………………….
a. Court proceeding is complex while ADR proceeding is simple
b. In court Judges and lawyers are robed but not so in ADR
c. Court proceedings are open to the public while ADR proceedings are not open to
the public
d. Court proceedings involve filing of cases but not so in ADR proceedings

201. …………………… can restrain a party who opts for litigation from doing so but
have to attempt ADR first.
a. Arbitral Clause in the agreement
b. Fear of what the outcome will be in court
c. Compulsory nature of ADR
d. Rules of confidentiality

202. When settlement or agreement reached by the parties at the end of ADR
proceedings is made a judgment in court. Such judgment is called:
a. Our Judgment
b. ADR facilitated judgment
c. Court judgment
d. Consent judgment

203. There is no National Industrial Court ADR Centre in this location

a. Kaduna
b. Kano
c. Warri
d. Enugu

204. National Industrial Court ADR Centre Instrument was published in ……………...
a. 2003
b. 2004
c. 2005
d. 2006

The CIPM Labour Law text says 2015, so technically this question is incorrect. See
the first paragraph of page 197 of the CIPM Labour Law text.
205. National Industrial Court ADR Centre Instrument has …………………… number of
Articles
a. 7
b. 8
c. 9
d. 10

206. Article ……………. of ADR Centre Instrument provides for establishment of ADR
Centre in National Industrial Court premises.
a. 1
b. 2
c. 3
d. 4

207. ADR Centres are located in ………………… zones

a. 6
b. 5
c. 4
d. 3

208. Matters for ADR Centre are referred to the Centre by ……….
a. Minister for Labour and Productivity
b. Registrar of Trade Union
c. Mediator and conciliator
d. President of National Industrial Court or a Judge of the court

209. Matters that qualify for mediation or conciliation at ADR Centre are ………
a. matters that could not be resolved in the courtroom
b. general matters
c. matters between `Trade Unions and Federal Government
d. labour, employment and industrial relations matters

210. National Industrial Court ADR Centre is forbidden from …………...

a. hearing interlocutory applications
b. informal processes
c. hearing the disputing parties
d. getting frustrated

211. Dispute resolution through mediation or conciliation is always a …………..

a. do or die affair
b. win-lose affair
c. win-win affair
d. personal affair

212. Court judgment derived from agreement of parties after mediation or

conciliation is ……
a. consent judgment
b. agreed judgment
c. volunteered judgment
d. mutual judgment

213. Matter not resolved through ADR process is …….

a. jettisoned
b. thrown out
c. remitted back to President of NIC or a Judge
d. said to be in the can

214. Litigating the margin means ……………...

a. marginal utility of litigation
b. the use of technicalities in litigation

c. marginalization od disputing parties

d. magical way of resolving disputes

215. One of the major goals of International Labour Organization (ILO) is …………….
a. achieving international labour standard
b. helping in settling trade disputes
c. making labour laws for all the countries in the world
d. organizing and supervising trade union activities

216. …………………………. is an agreement among sovereign states.

a. Collective agreement among states
b. Foreign policy
c. Convention
d. Contract of employment among states

217. International labour standard and best practice is constituted by ………………..

a. All international conventions
b. All international treaties
c. The ILO principles and policies
d. The ILO Conventions and Recommendations
218. Conventions and Treaties are governed by
a. Labour Law
b. International Law
c. Employment Law
d. Public and World Law

219. By virtue of Section …………….. of Nigerian Constitution 1999, treaty will have
force of law in Nigeria after ratification and domestication
a. 11
b. 12
c. 13
d. 14

220. ‘Dualism means’ …………………

a. dualization of ILO’s duties
b. similarities in treaties and conventions
c. distribution of law between Federal and state governments
d. ratification and domestication of treaties

221. Out of ILO Conventions Nigeria has ratified ……………………

a. 36
b. 37
c. 38
d. 39

222. Out of ILO Conventions only ……………………. are up to date

a. 17
b. 18
c. 19
d. 16

223. Out of ILO Conventions only ………………….. are fundamental

a. 5
b. 6
c. 7
d. 8

224. What is the implication of the fundamentality of ILO Convention?

a. All ILO member states are under obligation to respect the principles contained in
the convention
b. The provisions of the convention are effective for settlement of trade disputes
c. The convention is fundamental foe achieving great goals
d. The convention contains principles of fundamental human rights

225. Subject matter of ILO Forced Labour Convention 29 of 1930 is …………

a. helping the less privileged
b. rescuing people from slavery
c. eradication of forced and compulsory labour
d. punishing slave traders

226. ILO Forced Labour Convention 29 of 1930 has been codified into Nigerian
Constitution under Section ……………………….. of the Constitution.
a. 33
b. 34
c. 35
d. 36

227. ILO Freedom of Association and Protection of Right to Organize Convention

No. 87 of 1948 and Right to Organize and Collective Bargaining Convention No. 98
of 1949 are synonymous in the sense that …………………………..
a. both are laws
b. both make provision for freedom of association
c. both make provision for collective bargaining
d. both provides immunity for workers

228. ILO Freedom of Association and Protection of Right to Organize Convention

No. 87 of 1948 is that ……….
a. workers are exempted from strike actions

b. workers have all rights and they should protect them

c. employers do not have the right
d. workers and employers have the full freedom to organize their administration
and activities

229. ILO Freedom of Association and Protection of Right to Organize Convention

No. 87 of 1948 and Right to Organize and Collective Bargaining Convention No. 98
of 1949 have the same provision as …………………………
a. Section 2 of the Labour law
b. Section 40 of Nigerian Constitution
c. Section 30 of the Trade Unions Act
d. Section 10 of the Trade Disputes Act

230. Import of ILO Equal Remuneration Convention 100 OF 1951 Is …………………

a. equal pay for equal value of work
b. equal status of men and women in work places
c. equality is equity
d. consensus ad idem

231. One major factor that may account for different pay for equal value of work is
………
a. insubordination
b. unemployment
c. continuous breach of contract of employment by worker
d. misconduct

232. An exception to the rule against work place discrimination is ……………..

a. women are weaker sex
b. inherent requirement of a job
c. inequality of status of
d. collective agreement

233. Right against discrimination is protected under ……………………

a. Section 41 of the Constitution
b. Section 42 of the Constitution
c. Section 43 of the Constitution
d. Section 44 of the Constitution

234. Subject matter of ILO Minimum Age Convention 138 of 1973 is ……………….
a. elimination of child labour and protection of children and young persons
b. promotion of under aged children
c. eradication of laws against interest of children
d. sheltering homeless children

235. ILO Minimum Age Convention 138 of 1973 enjoins member states to
……………….
a. promote under aged children
b. ensure the effective abolition of child labour

c. shelter homeless children

d. eradicate all laws against interest of children

236. ILO Minimum Age Convention 138 of 1973 puts the least minimum age for
admission to employment at ……………
a. 12 years
b. 13 years
c. 16 years
d. 15 years

237. ILO Minimum Age Convention 138 of 1973 and Elimination of the Worst Form
of Child Labour Convention No. 182 of 1999 have the same subject matter
a. True
b. False
c. All of the above
d. None of the above

238. …………………… is not a form of child labour as provided under ILO Elimination of
the Worst Form of Child Labour Convention No. 182 of 1999.
a. Slavery or any practice similar to slavery
b. Use of child for illicit activities
c. Canning of children
d. Work likely to harm the health, safety or morale of children
If you disagree with this answer, please see the first paragraph on page 214 in the
CIPM Labour Law text for proof.
239. A powerful tool in eliminating child labour is ………………………..
a. laws protecting interest of children
b. education
c. vocational training
d. advancement
IMPORTANT: This test was prepared by Career Rocket’s Labour Law
instructor and reviewed by Career Rocket’s Quality Assurance staff for
correctness and accuracy. If you believe there are mistakes in any of
these questions, or you believe that any of the answers are incorrect,
please send a screenshot of the offending questions(s), accompanied
with proof of the answer you believe is correct. We will review and
make the necessary correction(s) if you are right. Thank you.