Professional in Human Resources (PHR) Practice Exam

The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide a minimum of 60 days' notice before a plant closure or mass layoff occurs. This legislation aims to protect workers, their families, and communities by ensuring that they have sufficient time to prepare for the loss of employment. The advance notice allows affected employees to seek other employment opportunities, apply for unemployment, or seek necessary training for new job skills.

Employers must adhere to this requirement unless there are specific circumstances that justify a shorter notice period, such as unforeseen business circumstances. The emphasis on providing notice underlines the importance of transparency and planning for both the affected employees and the surrounding community.

In contrast, the other choices do not represent mandates of the WARN Act. While employers may choose to offer severance packages or re-employment services as part of their support for laid-off workers, these actions are not legally required under this law. Additionally, the WARN Act does not involve regulations regarding overtime wages, making the provision of such wages unrelated to plant closures or mass layoffs.