right of entry into the factory "provided they informed the employer of their intention to do so", while a law was passed to encourage wider share ownership by workers and other rank-and-file employees. The Industrial Relations Law (1972) and the Personnel Representation Act (1974) broadened the rights of employees in matters which immediately affected their places of work, while also improving the possibilities for codetermination on operations committees, together with access of trade unions to companies. The Works Constitution Act of 1972 required in cases of collective dismissal at an establishment normally employing more than twenty employees that management and the works council must negotiate a social plan that stipulates compensation for workers who lose their jobs. In cases where the two parties could not agree on a social plan, the law provided for binding arbitration. In 1972, the rights of works councils to information from management were not only strengthened, but works councils were also provided with full codetermination rights on issues such as working time arrangements in the plant, the setting of piece rates, plant wage systems, the establishment of vacation times, work breaks, overtime, and short-time work. Legislation was passed which acknowledged for the first time the presence of trade unions in the workplace, expanded the means of action of the works councils, and improved their work basics as well as those of the youth councils. A law of January 1972 on the organization of labour in enterprises significantly extended the works council's right of cooperation and co-management in the matter of vocational training. That same year, the Safety Institute of the Federal Republic of Germany was transformed into a public Federal Agency (Bundesanstalt) with significantly enlarged powers, in the context of which special emphasis would be placed on its new task of promoting and coordinating research in the area of accident prevention. New provisions were introduced for the rehabilitation of severely disabled people ("Schwerbehinderte") and accident victims. The Severely Disabled Persons Act of April 1974 obliged all employers with more than fifteen employees to ensure that 6% of their workforce consisted of people officially recognised as being severely disabled. Employers who failed to do so were assessed 100 DM per month for every job falling before the required quota. These compensatory payments were used to "subsidise the adaptation of workplaces to the requirements of those who were severely handicapped". A law passed in January 1974, designed