>You keep deleting key parts, like "people should be shielded from the risk of losing their income/healthcare from manager's whims". It's not arbitrary.
And a layoff aren't caused by "manager's whims"?
And a layoff aren't caused by "manager's whims"?
2. Layoffs are usually a less common occurrence than firing people. While the US sucks at labor laws in general, there's at least the WARN act for mass layoffs
3. Layoffs are when multiple people are let go at the same time, which is a distinct category from firing a single person
4. Hence there are often separate negotiations and separate clauses in the union contracts regarding firing a single person (one category) and laying off multiple people (a separate category)
Why the hell you're arguing (in extremely bad faith) against labor protections is beyond anyone's understanding
>Why the hell you're arguing (in extremely bad faith) against labor protections is beyond anyone's understanding
I'm not sure why you're focusing so hard on the "no severance/compensation" part, when from the start I said that "some notice/severance would be justified". Is it because I said that at-will employment "seems... fine?", and you can't get over that, despite my subsequent statements?
Until we get to the bottom of this, I don't think it's worth it for me to engage with any of your other points.