When the employer has definitely decided on major changes to production, programs, organisation, structure or technology, likely to affect employees significantly, it must notify affected employees and their representatives, discuss with them the changes, their likely effects and measures to avoid or reduce adverse effects, and start discussions as soon as practicable. It must give them in writing all relevant information about the nature of the changes, expected effects and other matters likely to affect them (confidential information whose disclosure would harm the employer excepted), and promptly consider matters they raise. Significant effects include termination, major changes in workforce composition, size or skills, reduced job or promotion opportunities or tenure, altered hours, retraining or transfer, and job restructuring, unless the award itself provides for the change.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.