IANAL, nor am I HR, but I have to imagine that if a company wanted to avoid the WARN act, those exceptions would give them creative ways to structure the layoffs to avoid it.
Unless you legitimately fall under those exceptions it’s generally viewed as best not try to skirt the WARN act you’ll end up with a bunch of lawsuits to defend and pretty harsh penalties if you lose (back pay up to the time of the award plus the severance and legal fees)
IANAL, nor am I HR, but I have to imagine that if a company wanted to avoid the WARN act, those exceptions would give them creative ways to structure the layoffs to avoid it.