When an employer makes a definite decision to introduce major changes in production, program, organisation, structure or technology likely to have significant effects on employees (termination, major workforce changes, reduced job or promotion opportunities or tenure, altered hours, retraining or transfer, job restructuring), it must notify affected employees and their representatives, discuss the changes, their likely effects and measures to avoid or reduce adverse effects as soon as practicable after the decision, give in writing all relevant information about their nature, expected effects and other matters (confidential information excepted), and promptly consider matters raised.
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