Q. How serious is it if written job descriptions aren't in place for employees? Is it safe to draft them even after a termination that could result in a lawsuit? —B.B., New York
A. There are several good reasons to maintain written job descriptions for every position. For one thing, HR managers know that written job descriptions are invaluable during hiring and evaluation. And from a legal perspective, a carefully crafted job description is an effective tool in a discrimination lawsuit, wage-and-hour audit or disability-related complaint.
While it's safe to say that it's never too late to draft written job descriptions, it's better to have them in place before a sticky situation arises. Reason: A job description drafted after a firing won't help you should that termination decision end up in court.
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