In a German company with more than twenty employees entitled to vote, management must inform the works council rechtzeitig und umfassend, in good time and in full, about any planned change in operations that could bring significant disadvantages for the staff. It must then discuss the plan with the works council. The law lists what counts as such a change. It includes closures and relocations, and also the Einführung grundlegend neuer Arbeitsmethoden und Fertigungsverfahren, the introduction of fundamentally new working methods and production processes. Management must try to reach an agreement on how the change will be carried out. If it carries out the change without having tried, employees who lose their jobs can sue for compensation. A change of method that skips the negotiation can cost money for each person affected.