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Unfair labor practice strikes (B) occur when employees protest employer violations of NLRA rights. Economic strikes (A) demand higher wages/benefits. Wildcat (C) are unauthorized. Sympathy (D) supports another union’s strike. PHR requires knowledge of strike types and employer responses.

Career growth is a top driver of engagement. Rotations and mentorship (A) provide development opportunities. Snacks (B), parties (C), and executive perks (D) are minor or inequitable. PHR highlights engagement strategies tied to development, recognition, and purpose as more effective than perks.

The Americans with Disabilities Act (ADA) (A) prohibits discrimination and requires accommodations. ADEA (B) covers age, FLSA (C) wage/hour, and NLRA (D) union rights. PHR requires thorough knowledge of employment laws for compliance.

The balance sheet (B) provides a snapshot of assets, liabilities, and equity. The income statement (A) shows profitability over time. Cash flow (C) tracks cash movement. Retained earnings (D) shows cumulative profit distribution. PHR candidates must know financial basics to interpret data and demonstrate HR’s business acumen.

ERGs (A) create community and inclusion by connecting employees with shared identities or interests. Surveillance (B), limited communication (C), and executive-only recognition (D) reduce trust and engagement. PHR emphasizes inclusion strategies to strengthen engagement and retention.