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WRITING EFFECTIVE AND LEGALLY COMPLIANT JOB DESCRIPTIONS
- Key elements to include in every job description
- Linking essential job functions to performance outcomes
- Legal considerations (ADA, ADAAA, FMLA, Workers Compensation, and FLSA) for job descriptions
- Doing a proper job analysis of responsibilities, duties, and expectations
- Required knowledge, skills, and abilities – writing good KSAs
- Including conduct and behavior standards in the job description
- How to use job descriptions to drive effective performance management
- When and how to review and update your current job descriptions
Overview of the webinar
There’s no federal law that requires employee job descriptions. Yet, when you know how to write them well and keep them up to date, these documents have significant practical and legal payoffs. They smooth the hiring process. They outline clear expectations for employees’ responsibilities and results. And yes, they can help keep your organization out of legal hot water in the case of a discrimination or wrongful termination lawsuit.
Job descriptions are much more than a recruitment tool - they are legal documents. If you are using outdated, inaccurate, or incomplete job descriptions you may be inviting trouble with various employment laws, including the Fair Labor Standards Act, the Americans with Disabilities Act, the Family and Medical Leave Act, and Title VII of the Civil Rights Act of 1964.
Job descriptions should clearly provide employees, managers, and HR professionals with a realistic picture of job duties, as well as clear performance expectations and standards. They form the basis for effective job evaluations and provide a defense for employers in the hiring and promotion process, employee classifications and disability accommodation claims should they arise. Unfortunately, many employers either do not have any job descriptions, or their job descriptions are out-of-date or insufficient.
This webinar will instruct employers on the preparation and use of job descriptions in the workplace and how job descriptions can act as an effective defense to various employment claims.
Who should attend?
- HR professionals
- Managers
- Supervisors
- Business owners
- Payroll professionals
Why should you attend?
A job description is the first document examined in an internal employment dispute and is also the first document reviewed in a legal dispute or during a regulatory agency’s investigation. Since your job descriptions are used for such a myriad of critical HR purposes, make sure they help achieve your human resources and organizational goals.
Faculty - Dr.Steven G. Meilleur
Steven G. Meilleur, Ph.D., SPHR – is President, and CEO – of PRAXIS Management Solutions, LLC, a New Mexico-based management consulting firm specializing in human resources, employee relations, leadership, training & organizational development, organizational research and assessment, strategic & operational planning, and non-profit organization management and governance. Dr. Meilleur has more than 40 years of management and executive-level experience in human resources, risk management, and organizational management in the private non-profit public, and private for-profit sectors.
He is also on the faculty of the UNM School of Public Administration in the graduate program, teaching in the areas of human resource management, nonprofit organization management, leadership, dispute resolution, organizational change, and human resource development. He has spoken at numerous conferences and workshops across the country and is a published author in the areas of human resources, marketing, leadership and management development, organizational change and innovation, non-profit organization management, and board development.
Dr. Meilleur received a BA in English Literature and Education from Bucknell University, an Executive MBA from the University of New Mexico’s Anderson Graduate School of Management, and his Ph.D. in Leadership and Organizational Learning from UNM. He received his certification as a Senior Professional in Human Resources (SPHR) from the Society for Human Resource Management in 1995.