Once the employer makes a definite decision to introduce major changes to its program, production, structure, organisation or technology likely to significantly affect employees, it must notify the affected employees and their representatives, and begin discussions as soon as practicable covering the changes, their likely effects and measures to avoid or reduce adverse effects. For that discussion it must give them in writing all relevant information, including the nature of the changes, the expected effects and other matters likely to affect employees, though confidential information contrary to its interests need not be disclosed. It must promptly consider matters they raise. Significant effects include termination, major changes to the workforce's composition, operation, size or skills, reduced job or promotion opportunities or tenure, changed hours, retraining or transfer, and job restructuring; changes the award itself provides for are not treated as significant.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.