Estimated reading time: 2 minutes, 18 seconds

Clear job descriptions are an employer’s best friend

Job Description copy“While every organization is different, meaning there is never a ‘one size fits all’ job description, it is almost always a good practice for a business to have written job descriptions for all jobs,” says Bill Nolan, managing partner of the Columbus office of Barnes & Thornburg. Nolan, whose represents employers in employment law matters, adds that accurate job descriptions “define the target.”


However, because it is virtually impossible to predict with complete accuracy every duty a job entails, it is important employers plan for that reality, says Nolan. “I almost always recommend that employers include a statement indicating the job description is intended to set forth major duties as they are understood at the time the description was prepared but that those duties may vary from time to time and also evolve over time,” says Nolan. It is extremely important that employers clearly communicate that a written job description is not necessarily an exhaustive list of the responsibilities expected of a person holding a certain position, he says.

“At the end of the day, the employee’s job is to do what the employer tells him/her,” Nolan says.

Operationally, written job descriptions “provide clarity” for the employer and employee as to the duties of a particular position, he says. Committing the responsibilities of a job to writing is also helpful in a variety of legal contexts, such as:
  • Defining an employee’s proper status under wage/hour laws
  • Determining whether an employee with a health issue can complete tasks associated with a certain position
  • If an employee with a health consideration cannot fulfill the duties of a job, if accommodations are required based on anti-discrimination laws
  • Providing a method for an employer to determine if the worker has met the company’s communicated job expectations
According to the Small Business Administration, job descriptions are useful not only for current employees, but for attracting prospective applicants, as well. The written promulgations increase the likelihood that prospective employers understand the roles they will be expected to play in a company while informing them for what they will be held accountable. In addition, written job descriptions provide a reference point for compensation decisions as well as improper hiring practices.

If a boss seeks to create or update a job description for staffers already employed with the company, it’s probably a good idea to get their input, suggests Nolan. “There is value in knowing if the employee’s and employer’s expectations are out of sync, and then addressing that,” he says.

It’s also wise to build flexibility into duties with an eye on revisiting the written job description as conditions warrant, or at least every two years, Nolan says.


Tami Kamin Meyer is an Ohio attorney and writer who tweets as @girlwithapen.
Read 4410 times
Rate this item
(0 votes)

Visit other PMG Sites:

PMG360 is committed to protecting the privacy of the personal data we collect from our subscribers/agents/customers/exhibitors and sponsors. On May 25th, the European's GDPR policy will be enforced. Nothing is changing about your current settings or how your information is processed, however, we have made a few changes. We have updated our Privacy Policy and Cookie Policy to make it easier for you to understand what information we collect, how and why we collect it.