The Worker Adjustment and Retraining Notification $($WARN$)$ Act requires employers to provide a $60-$day notice in advance of covered plant closings and mass layoffs. However, there are exceptions to this requirement, which are detailed in Section $639\mathrm{.}9$ of the WARN Act regulations.

According to Section $639\mathrm{.}9,$ exceptions to the $60-$day notice requirement include:

Faltering Company: If the employer is actively seeking capital or business and believes that giving notice would preclude the company from obtaining the needed capital or business.

Unforeseeable Business Circumstances: If the closing or layoff is caused by business circumstances that were not reasonably foreseeable at the time that the $60-$day notice would have been required.

Natural Disaster: If the closing or layoff is due to a natural disaster, such as a flood, earthquake, or drought.

To determine if the management's plan to close the plant in two days without advanced notice is in violation of the WARN Act, you would need to assess whether any of these exceptions apply to the situation. If none of these exceptions are applicable, then the plan would likely be in violation of the WARN Act, as the required $60-$day notice was not provided.

If management can demonstrate that one of these exceptions applies, then they may be following their legal obligations under the WARN Act. It would be important for management to document the reasons for the exception and communicate them to the affected employees to ensure compliance with the Act.