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.
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/5177/updating-job-descriptions "
- Impress the execs by being cross-functional
- Minnesota Unemployment Insurance Law
- New federal safety program starting in June increases enforcement, fines on repeat offenders
- Texas Supreme Court: Limited employer liability for fatigue-related off-duty conduct
- Paper, shmaper! As résumés go high-Tech, so should HR