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The primary benefit of the Worker Adjustment and Restraining Notification Act (WARN) is that it protects workers and their families during situations such as plant closings and mass layoffs. This federal law requires employers with a certain number of employees to provide a 60-day advance notice of a plant closing or mass layoff to affected workers and their families, as well as state and local government officials.

By ensuring that workers receive timely information regarding potential layoffs, WARN allows them to prepare for the transition, seek alternative employment opportunities, and access necessary resources or support during periods of unemployment. This proactive approach to communication aims to cushion the economic impact on employees and their families, thus enhancing the act’s role in worker protection.

In contrast, the other options do not align with the primary intent of the WARN Act. For instance, while unemployment benefits and job security are important issues for workers, WARN specifically focuses on advance notification rather than directly providing unemployment benefits or ensuring job security. Likewise, wage standards are governed by different labor laws and are not the main emphasis of the WARN Act.