I wouldn't have a problem forbidding all companies from requiring an employee terminated involuntarily and without cause to train their own replacement before they are tossed out on their ear. Actually, I wouldn't even mind forbidding any work duties that were not typical prior to the notice of termination.

But that doesn't need to be done by the government. It seems like the sort of situation that a good collective bargaining agreement could handle. Such an oddity might guarantee a minimum severance package that is not contingent upon the employees symbolically cutting their own throats.

I believe that immigration law already requires an LCA to be filed for each non-temporary work location. If Cognizant intended to employ workers in California longer than 10 days, it would have to pay the prevailing California wage, not the prevailing New Jersey wage.

H1B workers already are "bound" to the area of the LCA. If the company wants to move them permanently, it has to file another LCA for them.

None of those requirements prevented this from happening.

Disney had a duty, which could not reasonably be delegated, to ensure that its contractor would be obeying the laws that Disney is expected to obey. If such a duty did not exist, there would be a huge, obvious loophole in the law that would allow anyone to break any law at will, just by creating a throwaway corporation to do it, and paying the skeleton crew a scapegoat bonus.