Our Clients
WorkSight Topics
Newsletters
Links

WorkSight Newsletter
August 1999

The Millennium Bug and your employees' records

On 23 July 1999 the Australian Industrial Relations Commission warned all employers to protect their employees' records from the Millennium Bug.

If your employees' records (salary, annual, sick and long service leave entitlements) are computerised there is potential that they may be wiped out if your computer system is not Y2K compliant (ie protected from the Millennium Bug).

The Commission warns businesses that it is not just 1 January 2000 which can trigger the Millennium Bug. This could happen on 8/9 September 1999.

It is therefore very important that you ensure that your employee's records are protected from now on.

You can do this by:

1. Regularly backing up your computer records;
2. Providing your employees with a printed copy of their records before the critical dates (ie 8/9 September 1999 and 31 December 1999/1 January 2000);
3. Making sure your computer system is Y2K compliant.

You can also ring the Millennium Bug Hotline which provides general information on this issue - ( - 1800 112 000

Junior Rates - here to stay

The Australian Industrial Relations Commission has recently completed an investigation into Junior Rates of pay. The Commission has concluded that junior rates of pay should remain as there is no better alternative system to encourage employers to take on young employees.

This report is likely to lead to the re-introduction of legislation into the Senate designed to allow junior rates of pay to continue. This legislation had been rejected by the ALP and the Democrats earlier this year.

If you are unsure whether you should be paying an employee as a junior or not, contact WorkSight for advice.

Establishing a dress code for your employees

The Australian Industrial Relations Commission recently rejected an attempt by a major retailing company to dismiss a long standing employee because she did not abide by a dress code.

The company's dress code stated that employees could only wear up to two earrings in each ear. The employee in question had three in each ear and had had them for years. She refused to take them out and was sacked.

The Commission decided that the company was being harsh, unfair and unreasonable by sacking her.

The Commissioner stated:

"To apply a new policy without compromise and to consequently terminate a good and longstanding employee is not sensible or justifiable."

This decision shows the importance of being reasonable to your e mployees. Whilst it is important to develop policies which make it clear what you expect, it is not reasonable to rigidly apply the policies when no harm is being done by the breach of the policy. In this case, the employee was considered to be "exemplary" and her appearance was not considered to be offensive to the public. The company should have investigated ways to have reached a compromise with her.

If you are unsure how to deal with the dress, actions or behaviour of an employee contact WorkSight for advice.