It may seem like a small thing, but it can end up being a big thing – and an expensive one as well. Job descriptions are critically important to not only the employee but also the organization, as it serves as a base for almost everything an organization does for their employee – compensation, performance reviews, promotions and, unfortunately, employment actions. 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. So how can you make sure that your job descriptions are legally compliant and accurate? When developing your descriptions, here is what you need to determine:
✔ The job’s essential functions, including any physical requirements.
✔ Any secondary duties or responsibilities.
✔ Attendance requirements.
✔ Any education requirements and special skills necessary to perform the job and 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 workers’ supervisors.
✔ Any positions an incoming supervisor will be responsible for overseeing.
Does your small business need help developing legally compliant job descriptions? Contact HRPro4You, LLC today and learn how we can help you EmbraceHR.