NT Lakis attorneys are pleased to present Part V in our series of guides on “The Compliance Implications of Job Descriptions.” The job description series is designed to help employers identify the practical compliance issues that can arise in drafting, reviewing, and updating job descriptions in the context of federal nondiscrimination laws and requirements.
In Part I, we reviewed the basic elements of a job description. In Part II, we offered 15 basic compliance principles to follow when evaluating and distinguishing between basic, minimum, and preferred qualifications. In Part III, we evaluated the practical compliance implications of using so-called job level guides. In Part IV, we looked at the importance of job descriptions in relation to the Americans with Disabilities Act (ADA), particularly with respect to establishing “essential” job functions.
In this Part V, we identify the factors that organizations should consider when developing and implementing a plan for auditing their job descriptions, recapping some of the more salient points from Parts I – IV. To further assist the reader, Part V is presented in a user-friendly frequently asked question (FAQ) format.
Members of the Center for Workplace Compliance (CWC) can read more here.