The Americans with Disabilities Amendments Act (ADAAA) and the new regulations that went into effect last year place a renewed focus on the essential functions of a job – and that puts your job descriptions in the spotlight.
Done right, job descriptions keep managers, supervisors and employees on track. They can also boost employee morale and create a more motivated workforce. Done wrong, they open employers up to legal liability, confusion and lower productivity.
During the 90-minute webinar produced by BLR, McAfee & Taft employment attorneys Charlie Plumb and Sharolyn Whiting-Ralston discuss the best strategies for employers to ensure their job descriptions accurately and properly outline the essential functions and requirements for each employee position that don't create compliance conflicts with the American with Disabilities Act and the new ADAAA regulations that went into effect in May 2011.
- Why both too much and too little detail in your job descriptions can be dangerous
- The definition of “essential functions” and why you should care
- How FMLA and workers’ compensation issues factor into your job descriptions
- How the EEOC’s final ADAAA regulations affect all the job descriptions you create
- Signs that your job descriptions are out of date, and how to use the interactive process to create new ones
- How to assess which duties are truly “essential” to which job, and why this is critical
- Red flags for ADA entanglements and how to avoid them
- How to think like the EEOC, a judge, or a jury when reviewing your job descriptions
- Things you MUST know to make good return-to-work decisions
- The top five things you can–and can’t–include in job descriptions
- The all-important disclaimer language that should accompany every job description
- The difference between a “job description” and a “job task analysis”–and what it means to you, your employee, and your organization
- Real-life examples of the good, the bad, and the ugly of job descriptions