Process for reviewing and updating job descriptions
Employees can file ADA lawsuits only if they can prove they’re legally disabled and can still perform the “essential functions” of the job.
Human Resources needs to review all newly created or updated job descriptions to determine the appropriate grade or level.
Whenever a job’s tasks and responsibilities get changed, the job description needs to be immediately updated to reflect those tweaks.
Even if the nature of the job doesn’t change whatsoever, whenever there are adjustments to a company’s pay or benefits structures, the old information on the job description needs to be updated.
Then keep those descriptions updated whenever the duties change. 10-2061, 8th Cir.) Use specific and clear language.
Recent case: For most of the year, city worker Roger Duello drove a dump truck. When he had a seizure, his driving privileges were suspended, including his license to drive dump trucks. Instead of a general term like “,” say the person needs “the ability to communicate company policies to nonmanagerial groups in person and in writing.” Instead of saying the position “requires heavy lifting,” say it requires the ability to lift 25 pounds repeatedly overhead 10 times per hour while stacking inventory.
For most, if not all of your applicants, the job description is the first thing they see that introduces them to your company and the position itself.
It provides a basis for determining a position’s role within an organization, and confirms the reporting relationship stated in the job description.