HRCI certification PHR Dumps PDF

Under the WARN Act, covered employers (those with 100 or more full-time employees) must provide 60 days’ advance notice of plant closings and mass layoffs. Official Extract:"The WARN Act requires employers with 100 or more employees to provide 60 calendar days’ notice of plant closings or mass layoffs."(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, WARN Act Compliance)

Due process refers to the right of employees to fair procedures before being disciplined or terminated. When terminated employees successfully sue for wrongful discharge, they often prove that the employer failed to provide fair procedures (e.g., opportunity to respond to allegations, consistent application of policies). Denying due process can violate implied contracts or public policy protections even under employment-at-will doctrines.

Official Extract:

"Employees may claim wrongful termination when they can show that employers violated due process rights by failing to follow fair and consistent disciplinary procedures, or breached implied promises of fair treatment."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Wrongful Discharge and Due Process)

Unintentional overhearing of genetic information is not a violation of GINA if the manager did not actively solicit the information. However, employers must avoid further use or recording of the overheard data.

Official Extract:

"The inadvertent acquisition of genetic information, such as overhearing a conversation, does not violate GINA. However, the information must not be used or recorded."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Genetic Information Compliance)

A laissez-faire leadership style is characterized by minimal intervention. Leaders allow employees to self-manage, including handling conflicts independently, which can lead to unresolved tensions if overused.

Official Extract:

"Laissez-faire leadership is defined by the leader’s hands-off approach, offering little guidance or support and often leading to poor team cohesion and unmanaged conflicts."

(Source: HRCI PHR Content Outline 2024–2025, Employee and Labor Relations Section, Leadership Styles and Impact)