Right, and for example, contractors are often a better match for fluctuating demand rather than employees. Or diversification of market offerings to reduce seasonality. Or skill diversification for employees so they can be repositioned during low demand in one area, etc.
Or at least being up-front about the temporary nature of the employment and structuring the program to suit that. "Seasonal hires" have a different expectation.
> contractors are often a better match for fluctuating demand rather than employees
Not when it's universal and systemic.
> Or diversification of market offerings to reduce seasonality
And this is good, but really too much to ask if you are going to require it.
> skill diversification for employees so they can be repositioned during low demand in one area
This also doesn't work when the changes are global and systemic. But then, most of the layoffs we have seen in the past were rushed things that didn't even bother to evaluate this option. This one cuts me as done in around the shortest timing to make this possible, so we'd need to check if they tried it or not.
We also don't know if they were up-front about the temporary nature of those employees. They are certainly not formally temporary because the timing doesn't work here (what is good for the employees anyway), but we don't know if they were warned.
Or at least being up-front about the temporary nature of the employment and structuring the program to suit that. "Seasonal hires" have a different expectation.