Q. Several of our job descriptions have not been revised in decades. What type of information should we include in the updated descriptions?
A. Job descriptions can be extremely useful when responding to ADA reasonable accommodations, inquiring into an employee’s fitness for duty, preparing and discipline documents, recruiting qualified job candidates and defending against legal claims of discrimination.
You should include all of the essential job functions.
Scrutinize each job duty to ensure that it is in fact related to the job and necessary to its performance. Talk to current employees holding the position to determine the necessary job requirements. Include both physical and mental abilities, as well as levels of knowledge and experience with the tools and equipment necessary for performing the job.
Job descriptions should remain up-to-date and evolve with each position.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- What's up in Washington: Minimum wage, child labor penalties
- Supreme Court expands retaliation prohibitions
- DOL's 2016 budget tips off Obama's priorities
- Leave FMLA out of your handbook if it doesn't apply