A well-written job description is critical for employers. Job descriptions not only outline what is expected of an employee, but also helps an employer define the necessary skills for the position. A job description should outline some of the following information: position title; duties and responsibilities for the role; any physical requirements; any education, license or certification required for the position, to name a few.
Having job descriptions will help a business to better understand the experience and skill base needed for a position and what that position actually entails. A job description will not only help in the hiring process, but also helps evaluate an employee’s performance while working and sets the expectation of the position. All too often, there is a misunderstanding of what a position requires from an employer’s perspective vs. an employee’s perspective. A well-prepared job description can help both an employee and employer share a common and clear understanding of what the job is, and also helps determine the proper pay for a position. In light of the new Pay Transparency laws, this is even more important in 2023.
Additionally, a job description serves as a starting point for what the employer believes to be the essential functions of the role. This is important for when an employee requests a reasonable accommodation due to a disability or a leave of absence. An employer and employee can begin an interactive dialogue, known as the interactive process, about what accommodations may help the individual to perform those essential duties of the position without being an undue hardship on the employer or without creating a direct threat to the individual or others.
To learn more about the importance of job descriptions and/or for assistance in creating job descriptions for your business contact the Employment Lawyers at Chauvel & Glatt.
The material in this article, provided by Chauvel & Glatt, is designed to provide informative and current information as of the date of the post. It should not be considered, nor is it intended to constitute, legal advice or promise similar outcomes. For information on your particular circumstances, please contact Chauvel & Glatt at 650-573-9500.
