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Validity : 16th Nov'24 to 26th Nov'24
Writing Effective and Legally Compliant Job Descriptions
- Key elements to include in every job description
- Linking essential job functions to performance outcomes
- Legal considerations (ADA, ADAAA, FMLA, Worker's Compensation, and FLSA) for job descriptions
- Doing a proper job analysis of responsibilities, duties, and expectations
- Required knowledge, skills, and abilities - writing good KSAs
- Including conduct and behavior standards in the job description
- How to use job descriptions to drive effective performance management
- When and how to review and update your current job descriptions
Overview of the webinar
While writing and reviewing job descriptions might seem like one of the more tedious tasks for HR, the importance of this process can’t be understated. A well-written and up-to-date job description is meant to identify the skills, education, and experience an employee must possess in order to be qualified for a particular job and the essential duties and responsibilities of that position.
Job descriptions should provide employees, managers, and HR professionals with a realistic picture of job duties, as well as clear performance expectations and standards. They form the basis for effective job evaluations and provide a defense for employers in the hiring and promotion process, employee classifications, and disability accommodation claims should they arise. Unfortunately, many employers either do not have any job descriptions, or their job descriptions are out-of-date or insufficient.
This webinar will instruct employers on the preparation and use of job descriptions in the workplace and how job descriptions can act as an effective defense against various employment claims.
Who should attend?
- Leaders
- HR Professionals
- Managers
- Supervisors
- Business Owners
Why should you attend?
There’s no federal law that requires employee job descriptions. Yet, when you know how to write them well and keep them up to date, these documents have significant practical and legal payoffs. They smooth the hiring process. They outline clear expectations for employees’ responsibilities and results. And yes, they can help keep your organization out of legal hot water in the case of a discrimination or wrongful termination lawsuit.
Faculty - Dr.Steven G. Meilleur
Steven G. Meilleur, Ph.D., SPHR – is President, and CEO – of PRAXIS Management Solutions, LLC, a New Mexico-based management consulting firm specializing in human resources, employee relations, leadership, training & organizational development, organizational research and assessment, strategic & operational planning, and non-profit organization management and governance. Dr. Meilleur has more than 40 years of management and executive-level experience in human resources, risk management, and organizational management in the private non-profit public, and private for-profit sectors.
He is also on the faculty of the UNM School of Public Administration in the graduate program, teaching in the areas of human resource management, nonprofit organization management, leadership, dispute resolution, organizational change, and human resource development. He has spoken at numerous conferences and workshops across the country and is a published author in the areas of human resources, marketing, leadership and management development, organizational change and innovation, non-profit organization management, and board development.
Dr. Meilleur received a BA in English Literature and Education from Bucknell University, an Executive MBA from the University of New Mexico’s Anderson Graduate School of Management, and his Ph.D. in Leadership and Organizational Learning from UNM. He received his certification as a Senior Professional in Human Resources (SPHR) from the Society for Human Resource Management in 1995.
Credits
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1.5] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org