7A Essential Job Functions & Job Descriptions
According to the EEOC, employers should be asking every job candidate, “Can you perform the essential functions of the job you’re applying for, with or without an accommodation?” This ADA-related requirement presumes that your job descriptions clearly delineate the essential and marginal duties of each position in your organization. Ask yourself – are essential job functions a key part of your organization’s job descriptions? Do your recruiters and hiring managers consistently ask this question during interviews? If the answer to either question is no, you’ve got work to do!
Having effectively written job descriptions before hiring an employee helps with recruitment, performance management, compensation, FMLA and workers compensation issues, reasonable accommodation for employees with disabilities, and possible litigation. Plus, if your organization is a U.S. Federal contractor, your new Section 503 compliance responsibilities to focus recruitment on individuals with disabilities and veterans makes quality job descriptions more important than ever.