Job Descriptions

Initially, they assist your recruiting efforts by clearly stating what skills and abilities are necessary to perform the position successfully. They set expectations and performance standards required. They set the requirements to be adhered to while performing the outlined duties.

Additionally, under EEOC rules for the Americans with Disabilities Act, what an employer puts in a job description is considered the primary determinant of the essential functions of that position. Thus, they help to deal with any ADA claims in case the question is whether a candidate or employee can perform the essential functions of the job with or without reasonable accommodation.

If a work separation occurs due to a claim of refusal or failure to perform the functions of the position, a good job description makes it easier to deal with the unemployment claim. They work in conjunction with your performance improvement plans (PIP).

If an employee quits rather than do the agreed-upon job, the job description demonstrates awareness of what the job involves before accepting it. The argument for the work-related reason for quitting would be invalidated if the individual files for unemployment insurance.

Further, suppose the employee was terminated for just cause. In that case, the failure to do one’s job can lead to a judgment of various forms of misconduct, including insubordination, avoidable negligence, failing to follow instructions, failing to do one’s best, and so on.

Your job description should be specific enough to accurately describe the job in question yet flexible enough to include other duties as assigned. It should be clear that when the needs of the organization or its customers dictate, their duties will entail whatever needs to be done when assigned by a supervisor or within the employee’s capacity to deliver.

Finally, the job description should include that part of each employee’s job is to work the assigned schedule and comply with the organization’s timekeeping policy.