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The Age Discrimination in Employment Act (ADEA) (A) protects employees aged 40+. ADA (B) covers disability, FMLA (C) covers leave, ERISA (D) covers benefits. PHR requires familiarity with federal employment laws to ensure compliance in HR practices.

COBRA (B) requires continuation of group health benefits for a limited time after job loss, reduction in hours, or other qualifying events. OSHA (A) governs safety, ERISA (C) regulates benefits, and FMLA (D) provides unpaid leave. PHR candidates must know benefit compliance laws and their application.

Market-based pay (A) uses benchmarking to remain competitive externally. Seniority-based raises (B) and across-the-board increases (C) do not ensure market alignment. Internal equity adjustments (D) address fairness inside the organization. PHR stresses balancing internal equity and external competitiveness in compensation design.

Structured behavioral interviews (B) have high predictive validity because they are job-related, standardized, and scored with rating scales. Unstructured interviews (A) are prone to bias. Reference checks (C) are useful but often inconsistent. Resume reviews (D) are basic screening tools. PHR emphasizes using validated tools—structured interviews, cognitive ability tests, and work samples—to ensure fair and effective hiring.

Flexible schedules (A) directly support balance and engagement. Mandatory overtime (B) and monitoring (D) reduce balance. Vacation buyouts (C) may encourage overwork. PHR emphasizes work-life programs as engagement drivers that improve retention and productivity.