Creating Job Descriptions Based on Essential Functions
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....consulting services to human resource professionals, risk managers, and insurance carriers since 1983.
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The creative Job Descriptions of the past are risky business for any employer who still relies on them.
Litigation in employment issues is based almost entirely on the "essential functions" of a job that were determined (and documented) prior to the critical moment in question in the suit. These essential functions are determined through Job Analysis and are a comprehensive record of the individual tasks an employee is asked to perform.
The job analysis considers the physical requirements of a job, the frequency and duration of each task, the environment in which the tasks are performed, the equipment used to complete the function, etc. The job analysis is conducted by individuals who have been trained in analyzing jobs in this controlled and structured manner.
Once a job has been described in detail in terms of the specific functions of that job, the list of those functions (the Job Description) becomes the basis for:
- an assessment of return-to-work capabilities when a worker is receiving medical treatment
- a record used to establish common ground between the employer and job applicants on exactly what is required of the job
- a record of agreement between the employer and incumbent employees of the specific functions of the job
- job performance evaluations after time on the job
- prima facia evidence in court cases
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800-246-9767 // 610-935-7560 // 610-935-5556 FAX