The employer informs the council fully and in good time, on the basis of documents, about manpower planning, in particular present and future staffing needs and the staff measures that follow from them, including planned use of people without an employment contract with the employer, and vocational training; it consults the council on the kind and extent of measures and on avoiding hardship. The council may propose manpower planning, and the same applies to measures on equality, family and work and the inclusion of severely disabled people. Failure to inform is an administrative offence (s 121).
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.