• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Job descriptions: Make ‘em lawsuit-proof

by on
in Hiring,Human Resources

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.

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/696/job-descriptions-make-em-lawsuit-proof "

Leave a Comment