Revise Your Job Descriptions:
A Post-Pandemic ‘Must’ for HR & Managers
In this 75-minute training, you will learn:
Why 2021 is the ‘year of job descriptions.’
Because COVID changed where, when and how work is performed, job descriptions must be revised.
A step-by-step plan to write and revise.
Learn the precise language to include … and the red flags that will spark legal trouble.
How avoid FLSA, ADA & FMLA claims.
Discover how to correctly describe those all-important essential functions, expectations, requirements and more.
Job descriptions that haven’t been updated since 2019 are a legal risk
For HR departments, accurate job descriptions are like a Swiss Army knife—a super-useful tool that simplifies everything from recruiting to performance management to compliance requirements. But outdated or inaccurate job descriptions can spark big-time trouble with various employment laws, including the FLSA, ADA and FMLA.
Obsolete job descriptions are common these days. The pandemic dramatically changed where, when and how many jobs are performed—meaning your job descriptions likely need to be updated now to avoid legal jeopardy.
Discover why 2021 is being dubbed “the year of the job description.” Learn the steps—and the correct language—to draft effective and legally safe job descriptions for any position. Now is the time to take action on this important item on your HR “to do” list!
Agenda for Revise Your Job Descriptions
- Perks of writing a good job description. The 5 essential benefits of a good job description
- Choose your words carefully. Which words create liability, and which words avoid it
- Take action. 4 simple steps to create accurate and defensible descriptions
- Avoiding liability. How to define “essential functions” to prevent ADA liability
- FLSA classification. The right language to lock in an employee’s exempt FLSA classification
- Steer clear of a lawsuit. How job descriptions can save you from an FMLA lawsuit
- Be inclusive. How gendered or non-inclusive language can come back to haunt you
- You must read this! Why every description should include a disclaimer (we’ll give you a sample)
- Eliminate red flags. Red flags that invite lawsuits and regulatory problems
- Learn the best techniques. 7 best practices for every job description written in 2021
Brandon Mita is an attorney in the Washington, D.C. office of Littler, the country’s largest employment law firm. He represents employers in court on employment law matters, and provides trusted counsel to organizations on compliance with handbooks, policies, disability, discrimination, FMLA and more. Brandon frequently speaks to HR and business groups on employment law issues.Brandon Mita Attorney and speaker
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Professional Certification Credit Hours Included
This program is valid for 1.25 PDCs for the SHRM-CP® or SHRM-SCP®.
The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.
We promise you'll be satisfied.
If Revise Your Job Descriptions fails to meet your needs, we will refund every penny you paid – no hassles, no questions asked.