Job descriptions are among the first items that courts examine to determine the legitimacy of a discrimination charge. You can use them as part of a defense in court only if they're accurate and were prepared before the job was advertised or interviewing began.
That's why you should have written job descriptions for all positions at your company. To ensure accuracy, talk to the people already doing the job and their supervisors. Find out:
- Current title and the job's essential functions, including any physical requirements, such as heavy lifting.
- Any secondary duties or responsibilities.
- Attendance requirements.
- Any educational requirements and special skills necessary to perform the job.
- Standards to which the person filling the post is held. (A salesperson, for example, may be expected to bring in five new clients per month.)
- The worker's supervisors.
- Any positions a supervisor will be responsible for overseeing.
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