(1) An employer may terminate the employment of the employee because conditions of redundancy exist which make the employee's position redundant under subsection (2).
(2) For purposes of subsection (1), an employee's position may be made redundant where the termination is because—
(a) the employer has modernized, automated or mechanized all or part of the business;
(b) the employer has discontinued to carry on all or part of the business;
(c) the employer has sold or otherwise disposed of all or part of the business;
(d) the employer has reorganized all or part of the business;
(e) it has become impossible or impracticable for the employer to carry on all or part of the business at its usual rate or level or at all, due to—
(i) a shortage of materials,
(ii) a mechanical breakdown,
(iii) an act of God, or
(f) a reduced operation in all or part of the employer's business has been made necessary by economic conditions, including a lack of or change in markets, contraction in the volume of work or sales, reduced demand or surplus inventory.
(3) Prior to terminating the employment of any employee under this section, the employer shall—
(a) inform the trade union recognized in accordance with Division 2 of Part 7 or, if none exists, the employees' representative and the employee as early as possible, of inter alia—
(i) the existence of any situation described under subsection (2),
(ii) the reasons for the terminations contemplated,
(iii) the number and categories of the persons likely to be affected, and
(iv) the period over which such terminations are likely to be carried out;
(b) consult as early as possible with that recognized trade union, or if none exists, the employees' representative, and the employee on—
(i) the possible measures that could be taken to avert or minimize the adverse effects of such situations on employment, and
(ii) the possible measures that could be taken to mitigate the adverse effects of any terminations on the employees concerned;
(c) notify the Labour Commissioner as early as possible, giving relevant information, including a written statement of—
(i) the reasons for the terminations,
(ii) the number and categories of workers likely to be affected, and
(iii) the period over which the terminations are l likely to be carried out.